Browsing by Subject "naisjohtajat"

The aim of this thesis was to represent how female managers experience the importance of gender and professional networking and what kind of effects these have on their careers.The setting is based on the current discourse about the lack of female managers at the top and the reasons behind this phenomenon. In addition, the significance of social networks and relationships has increased both in the academia as well as in the everyday life during the last decades. The theoretical background demonstrates the gendered job markets and social networking from the perspective of the social capital theory. In this thesis social capital is comprehended as a resource of an individual that sources from social interaction and relationships. The hypothesis is that these relationships play a significant role when female managers are building their careers. The purpose of this study is to unveil how gendered workplaces are and to start a discussion about the status of female managers in them. The purpose is also to study the importance of networking as social capital and how it affects female managers' careers. The professional network for women studied both from the perspective of gender and social networking theory in this thesis is Gaia Network ry. The network was established to give support for women in high or demanding leadership positions. The data was collected by using an electronic questionnaire. The questionnaires were supported with three semi-structured theme interviews which were then analysed by using qualitative content analysis. Out of the 215 women in the network, 33 participated in the study. The results show that gender is considered as a hindering and a neutral factor but also as an asset for women's careers. Contacts, professional development, mental wellbeing, reputation and status were pointed out as the most important qualities of female networks. The downside of the networks was the lack of diversity. Women in the study felt that the benefits gained from the network are conditional to one's active participation. As a conclusion, changes in attitudes and the perceptions of traditional gender roles are needed in order to achieve equal treatment in the workplace. This should have roots already in children's' upbringing and education. Actions are also needed in order to change the dominant masculine workplace culture. Professional networks have the potential to cultivate women's careers and this resource could be utilised in the future more efficiently.