Barriers to Gender Equity in Managerial Positions in Nepalese Commercial Banks

Abstract

This study investigates the impact of organizational barriers, socio-cultural barriers, and organizational culture on women’s representation in managerial positions within Nepalese commercial banks. Despite increasing awareness of gender equity, women remain significantly underrepresented in leadership roles in the banking sector. Using a quantitative research design, data were collected from 300 employees across multiple banks and analyzed through multiple regression analysis. The findings reveal that all three factors have significant negative effects on women’s advancement to managerial roles. Organizational barriers such as limited access to training, biased recruitment, and lack of mentorship create structural obstacles that hinder women’s career progression. Socio-cultural barriers, including traditional gender roles and family responsibilities, further restrict women’s opportunities by reinforcing societal expectations that prioritize men’s leadership. Additionally, organizational culture characterized by male dominance and unsupportive policies contributes to the underrepresentation of women in management. The study highlights the urgent need for banks to adopt gender-sensitive policies, provide leadership development opportunities, and foster inclusive workplace cultures. Furthermore, societal changes aimed at challenging traditional gender norms are essential to promote equitable representation. The findings contribute to understanding the multifaceted challenges faced by women leaders in Nepal and offer practical implications for policymakers and banking institutions seeking to achieve gender equity.