Women have contributed to economic life for centuries, although their work was often overlooked and underappreciated. In pre-industrial societies, women and men worked for their families, be it in agriculture, family trades and crafts. But in the wake of the Industrial Revolution, a strict line was drawn between the private and public domains. Men entered the paid labor market; women were relegated to the domestic sphere — caregiving, housekeeping and all other unpaid activities that, though essential, were not visible in the market economy.
Cultural norms — the “Cult of True Womanhood,” for example — also supported the notion that women were too moral and delicate to mix it up in the rough world of business. Their work at home was valued as essential but not economically essential, foreshadowing generations of gender disparity in the working world.
World War II drastically altered the established social framework. As millions of men were conscripted to serve in the armed forces overseas, females commenced filling positions in manufacturing facilities, offices, labs, and other pivotal roles that helped sustain the home front economies on both sides of the battle lines. Iconic figures such as “Rosie the Riveter” came to symbolize this massive societal shift, illustrating womankind’s untapped potential and fortitude.
While numerous ladies were transitioned back to conventional domestic duties after victory was achieved and the troops returned home, their temporary stints in compensated work roles fostered a lasting appetite for autonomy and professional prospects outside the household sphere. Starting in the late 1940s and progressively over the following decades, the percentage of females actively involved in the labor pool expanded steadily, laying the groundwork for future generations to challenge entrenched prejudices and delimiting conventions.
Despite their growing numbers, women faced numerous obstacles in the corporate environment:
Until the Civil Rights Act of 1964, employers could legally discriminate based on gender. Even after legal protections were introduced, the wage gap persisted. Women consistently earned less than men for similar work, a gap that, while narrowed over time, remains a concern today.
The Equal Pay Act of 1963 aimed to address these inequities, but enforcement was difficult, and systemic biases continued to impact women’s earnings and advancement.
Sexual harassment, a significant barrier to women’s professional advancement, became a recognized issue in the 1970s and 1980s. Many women who faced harassment found their careers stalled or abandoned their jobs entirely. Legal protections, like the development of clearer harassment laws, were slow to take hold, leaving many women vulnerable in their workplaces.
Societal expectations placed women in the dual role of employee and primary caregiver. The Family and Medical Leave Act of 1993 provided unpaid leave for family needs, but unlike policies in Europe, it offered limited financial support, making it inaccessible for many working mothers. The “second shift”—working a full day followed by household duties—became a common reality for professional women.
Frustrated by corporate barriers, many women chose entrepreneurship as a path to independence. Throughout the late 20th century and into the 21st, women launched businesses at record rates. Companies like The Body Shop, Mrs. Fields Cookies, and Mary Kay Cosmetics became iconic examples of female-driven success stories.
Support networks, mentorship programs, and small business grants helped fuel this trend. Women leveraged skills traditionally undervalued in corporate environments—communication, multitasking, emotional intelligence—to build thriving businesses on their terms.
By the late 20th century, women began making notable strides in corporate leadership. While still rare, the appointment of women to CEO roles in Fortune 500 companies gained attention. Leaders like Ginni Rometty of IBM, Indra Nooyi of PepsiCo, and Mary Barra of General Motors demonstrated that women could lead multinational corporations successfully.
However, challenges remained. Even in top positions, women often faced higher scrutiny, wage disparities, and pressure to conform to traditional leadership models. The “glass ceiling” — an invisible barrier preventing women from reaching top executive roles — continued to be a persistent issue.
Today, women are a vital part of the global business landscape. They hold leadership positions across industries, contribute significantly to innovation, and drive economic growth.
However, the battle for true equality continues. According to recent data, women still earn approximately 77 to 82 cents for every dollar earned by men, depending on industry and geography. Intersectional challenges also remain: women of color, LGBTQ+ women, and women with disabilities often face even greater barriers.
The future for women in business is bright, with mounting initiatives for diversity, equity and inclusion. “The importance of mentoring, campaigning for pay transparency, having fair parental leave policies and advocating for more female entrepreneurs is vital in closing the final gaps.
As more women claim leadership roles, question outdated norms and start businesses of their own, they are rewriting what success in business can look like — not just for themselves but for future generations.