Gender inequality continues to hinder women’s career advancement in Canadian chain stores, with women occupying only 37% of management positions despite comprising nearly half of the workforce. Systemic barriers, such as gender biases, limited mentorship opportunities, and workplace discrimination, create an uneven playing field. This issue is critical to the retail industry where diverse leadership fosters innovation and better financial performance. This study is a systematic review of the literature comprising a structured approach to analyze existing studies to identify trends, gaps, and solutions, by utilizing key databases such as ProQuest, JSTOR, and Google Scholar to gather peer-reviewed sources. Major themes identified include systemic barriers to career progression, the role of mentorship in leadership development, and implicit bias within organizational culture. These themes highlight the pressing need for inclusive policies and leadership reforms to create equitable workplaces. Future research can explore these barriers with quantitative survey-based regression analysis to assess career progression trends and qualitative in-depth narrative interviews with female managers to capture lived experiences. Addressing these disparities is essential for fostering leadership diversity, ensuring fair promotion opportunities, and advancing gender equity in corporate leadership.
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