This project analyzes gender bias and gender barriers in managerial positions by focusing on private the sector in Kosovo. The study specifically analyzes the barriers that women in the private sector face, such as disregarding qualifications, traditional gender based occupations, discriminatory language in job ads, maternity leave and the lack of contracts that make the employee-employer relationship legally binding. It further elaborates on the concept of gender quotas in management and analyzes their effects in managerial positions and the workplace in general. The study also analyzes best practices outside Kosovo, in which gender equality has been integrated as a part of policies and the aim of decreasing the inequality gap has been achieved. This research was written based on both primary and secondary data. Primary data was collected through semi structured interviews and surveys. The results extracted by the primary and secondary data received by the interviews and surveys confirm that women are underrepresented in the labor market in Kosovo. Gender bias exists and this has penalized women from successfully competing in the market. Some of the most crucial factors of women marginalization, especially in the labor market, is Kosovo’s mentality and unequal upbringing of boys and girls. There are generally less women managers than men and women are slightly less confident to enter the labor market than men. Lastly, the quota imposed on the board of directors on joint stock companies in Kosovo is needed to increase women representation in these boards.
Hoxha, Diona, "Gender Bias in Managerial Positions in the Private Sector in Kosovo" (2019). Thesis. Rochester Institute of Technology. Accessed from