Female talents in the labour marker: barriers to achieving success

Abstract

Subject. The need to rethink the work within each employee category has been driven by the transformation of the natural and migratory movement of the population and the new values of younger generations who are no longer inclined to be tied to an employer. Accordingly, female talents, among others, come into a focus of the research activity, thereby highlighting the need to study the definitions of this category, barriers and professional success factors, with due consideration of gender-based segments of the personnel.Objectives. The article makes an effort to provide insights into the evolution of the scientific idea in regards to the category of “female talent” in an organisation and the specific features of their employment, with allowance for fulfilment of the need to combine their work and private life.Methodology. The analysis and synthesis are applied to gain a new understanding of how an organisation develops talents in gender terms. The table and grouping methods are used to show the barriers to the development and fulfilment of employed women’s talents and possible ways of overcoming such barriers in the labour market.Results. The article sets forth provisions promoting a scientific idea of the need to form a cohort of female talents in the labour market, to revise their role in the family, and to provide them with an opportunity to choose between alternative lifestyles; and classifies a number of barriers to the development and fulfilment of employed women’s talent by groups.Conclusions. In the context of the complicated demographic situation and a shortage of personnel, a dual concept of talent has been developing; it does not disregard the “divine power” in endowing employees with talent, but it substantiates the possibility of its “artificial cultivation”, without relying on the innateness. The article systematises scholars’ views on gender segregation with consideration of I. Kant’s motto, Sapere aude! (Dare to know!) as the only code to the way out of self-suggestion and immaturity. The article draws conclusions on the current state of scientific views on females in the organisation. It systematises international legal documents on the protection of women’s rights in the labour market.