I am including my problem and purpose statement, research questions, and hypotheses. I would like to strengthen all of t

[answerhappygod]

I am including my problem and purpose statement, researchquestions, and hypotheses. I would like to strengthen all of thementioned elements.
Problem Statement
The problem examined in this study is women are underrepresentedin executive C-level roles in U.S. Fortune 500 Corporations (Floryet al., 2021). The C in C-level means "chief," and it is thehighest executive level in a corporation (Reh, 2018). Furthermore,half of the women are in entry-level positions, and only comprise afifth of the executive C-level positions (Connley, 2019). Moreover,in 2020 only 3% of women of color were in executive C-levelpositions (Catalyst, 2020). An example of a U.S. Fortune 500Corporation with a low representation of women executives isAmerican Express, with only 32 senior-level managers (Roberts etal., 2018). A reality for women is the inequality and gap inclimbing the corporate ladder (Miragaia et al., 2021). The authoridentified two barriers’ women face in ensuing leadershippositions: stereotypes and skills (Miragaia et al., 2021). Anotherset of challenges that women face in advancing to executive C-levelpositions are gender, microaggression, sexism, and the glassceiling are other barriers women face in advancing in executiveleadership roles (Huang et al., 2019). Scherer (2021) describeda gap in the study asincluding women of color advancing their professional careers.Mentors, sponsorships, and networking are a few recommendations forwomen looking to advance in executive C-level roles (Roberts etal., 2018). Another suggestion is to develop a relationship withfemale managers who will advocate for advancement opportunities(Roberts et al., 2018). Now that the researcher has identified theproblem, the following section covers the purpose statement.
Purpose Statement
The purpose of this quantitative correlational study is toexamine the relationship between gender and underrepresentation ofwomen in C-level positions with U.S. Fortune 500 companies. Also, asurvey will be conducted as part of the analysis. Further, anonexperimental study will test the theory of­­­ quantitativemanagement theories, comparing the independent variable (gender) tothe dependent variable executive (executive C-level position) andcontrolling for education, age,experience, and race, with tenparticipants (male and female) of the ages 18-64 in the Midwest.[CL1] The independent variable will be defined as male orfemale (gender). The dependent will bedefined as executive C-level, which C inC-level means "chief," and it is the highest executive level in acorporation (Reh, 2018). The controlling variables are education,age, experience, and race will be statistically controlled in thisstudy (Northcentral University, n.d.).
The researcher will cover in the following section the researchquestions and hypotheses.
Research Questions and Hypotheses
RQ1:
What is the difference of thenumber of women in C-level executive positions at U.S. Fortune 500Corporations in comparison to the number of men?
Is there a difference inthe number of men and women in C-level executive positions at U.S.Fortune 500 Corporations? [CL2]
H10:
There are no differences in the numberof men and women in C- level executive positions at U.S. Fortune500 Corporations.
H11:
There are significant differencesbetween the number of men and women in C- level executive positionsat U.S. Fortune 500 Corporations. [CL3]
RQ2:
Is there a difference in the number ofmen and women in C-level executive positions at U.S. Fortune 500Corporations when controlling for education, age, experience, andrace?
H20:
There are no differences in the numberof men and women in C- executive level positions at U.S. Fortune500 Corporations when controlling for education, age, experience,and race.
H21:
There are significant differencesbetween the number of men and women in C- level executive positionsat U.S. Fortune 500 Corporations when controlling for education,age, experience, and race.