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WOMEN IN TOP LEADERSHIP POSITIONS
comprehensive picture of work and career opportunities of men and women
working in the scientific field. A total of 1271 questionnaires were analysed
(the sample consisted of 447 men [34.2%] and 824 women [64.8%]) to seek
answers to the differences between the two sexes in scientific advancement
chances and circumstances in different disciplines.’
Their results have shown, among other things, that the requirements of
scientific research could not be fulfilled by women as a result of reconciling
private life tasks, namely family and career, because they have been much more
burdened than men. However, women were in a disadvantaged position even
if the same conditions existed for both, for instance, because men’s anticipated
confidence in their own sex meant additional benefits to men (see old men’s
club, Matthew effect). Fewer opportunities for women resulted in less profes¬
sional achievement, fewer publications, and thus a lag in the hierarchy of
scientific life.'°° Based on the answers to the open questions, it was also high¬
lighted that out of men and women with the same qualifications and scientif¬
ic degrees, men got better positions, most of them not for their performance.
CONCLUSION
As can be seen therefore, the widespread conscious and unconscious mental
innervations of women, men, and leaders are the factors behind discrimina¬
tion. Numerous studies have confirmed that people associate women and men
with different attributes, which favour the careers of men in the labour market.
For this reason, the biggest obstacles in the careers of women are the result of
traditional role perceptions.
If we look at the results, it is undeniable that there have been changes in all
areas. On the scientific field, as Nora Séllei writes in her study Professzornék
a Debreceni Egyetemen [Women Professors at the University of Debrecen], the
proportion of women with leading positions nearly doubled (17%) in four years,
but “17% is still only one-third of 50%, and half of those with PhD degrees are
women. Similarly, disproportionate data will be encountered even if we are
not examining the leadership position but the hierarchy of university instruc¬
tors."61
What can be done with such a multi-faceted issue?
159 Ibidem.
160 Tbidem.
161 Séllei: Professzornők, 262.