Women in Leadership: Lived Experiences of Gendered Challenges in Corporate Management

Abstract

The purpose of this study was to explore the lived experiences of women in corporate leadership in Armenia, with a focus on identifying gendered challenges and examining the coping strategies employed to navigate these barriers. A qualitative phenomenological design was employed to capture the subjective meanings and professional realities of women leaders. Seventeen participants holding senior or mid-level management positions in corporate organizations across Armenia were recruited through purposive sampling. Data were collected via in-depth semi-structured interviews, each lasting 60–90 minutes, until theoretical saturation was reached. All interviews were audio-recorded, transcribed verbatim, and analyzed using inductive thematic analysis with the assistance of NVivo 14 software. Credibility was ensured through reflexivity, peer debriefing, and maintenance of an audit trail. Three overarching themes emerged from the analysis. First, structural and organizational barriers included the glass ceiling, biased evaluations, pay disparities, and male-dominated cultures that excluded women from decision-making networks. Second, interpersonal and social challenges reflected gender stereotyping, discrimination, microaggressions, and the influence of cultural norms that reinforced traditional gender roles. Third, coping strategies and resilience demonstrated how women leaders responded through building professional networks, developing authentic leadership identities, strategic career management, advocacy, and leveraging digital platforms. Illustrative quotations highlighted both the persistence of systemic barriers and women’s resourceful navigation of these challenges. The findings underscore that women leaders in Armenia’s corporate sector continue to face entrenched gender inequalities at structural, interpersonal, and cultural levels. However, their strategies of resilience and adaptation reveal significant agency and potential for transformative change. These insights call for organizational reforms, mentorship structures, and inclusive policies to dismantle systemic barriers and foster equitable leadership pathways.