Gender diversity is very important at any workplace. A recent study done by Gallup found out that hiring a diverse workforce improved a company's financial performance. Men and women have different viewpoints, strengths, weaknesses, and market insights, which help to solve problem in a better way.
Company did a study of more than 800 business units from two different sectors- Retail and Hospitality where it found out that gender-diverse business units have better financial outcomes than that of male dominated units.
Gender-diverse units in the Retail sector had 14% higher average revenue than less-diverse units (5.24% vs 4.58%).
Gender-diverse units in the Hospitality sector had 19% higher quarterly net profit ($16,296 vs. $13,702) than less-diverse
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Gender diversity helps companies attract and retain talented women. This is especially relevant as more women join the labor force around the world. Companies cannot afford to ignore 50% of the potential workforce and expect to be competitive in the global economy.
Change Management
All of this is proved but still management and employees of many companies resist this change. Major reasons why people resist this change are: - 1) fear of failure 2) disruption of interpersonal relationships 3) personality conflicts 4) politics
Fear of failure- Employees, many times, resist the change because of fear of their own failure. Employees fear that increased women percentage will result in increased workload, increased task difficulty. They also fear that performance expectations will be elevated following such change and they, may not measure up.
Disruption of interpersonal relationships- Employees resists change that threatens to limit meaningful interpersonal relationships on the job.
Politics- changing diversity pattern may also shift the existing balance of power in the organization. Company may not remain male dominated. Individuals /groups empowered under current arrangement may be threatened with losing these political advantages in the advent of
Females tend to work in sectors such as education. A perfect example of this is our school, look at how many of our own teachers are female? There is not a lot of money to go around when it comes to sectored jobs. Although men only own a little bit above 50 percent of the businesses, they tend to take a bigger risk. In our town for example KLN is a huge money making cooperation and who owns it? Kenny Nelson, who just happens to be a male. Job choices and risk taking also play a big role in the 77 cents to a dollar difference. History and job choice have an impact on this but neither reason is as influential as this one,
As we learned Women’s issues are becoming more apparent as they enter the work force again and need a work-life balance to take care of their families. Of course diversity is about other groups as well, women make up almost half of the workforce now. Management must know the equal employment opportunity laws, know how to use employee’s skills and perspectives can contribute to the company as a whole. Giving back to the community while supporting employee mentoring and motivating employees by giving them the tools to be successful is helpful to both the company and individuals in which it
The report also highlights the implementation of gender diversity in various S&P Companies, Fortune 500 Companies and the patterns followed in various UK-based companies. Several academic findings have been also included to provide information about the trends that are likely to be developed in coming years. The cost-benefit analysis has also been included to identify the concerns that the organizations have to address. Lastly, the report highlights the various steps that the management and the leadership can take towards efficient and effective corporate governance.
From simply observing sport organizations and reading a few statistics online it is easy to see the sports industry, similar to engineering, is a male-dominant field. There are important strides being taken to encourage gender equality because diversity is not just an issue of equity but of creativity, productivity and quality. Diversity is a driving factor for high quality results and the male to female ratio is slowly changing in both engineering and the sports industry. In the article How Diversity Makes Us Smarter, Katherine Phillips states: “Decades of research by organizational scientists, psychologists, sociologists, economists and demographers show that socially diverse groups (that is, those with a diversity of race, ethnicity, gender and sexual orientation) are more innovative than homogeneous groups”. This is because people from different backgrounds bring new information, opinions and perspectives to the table. Although the number of females in the sports industry and engineering today has greatly increased, it is still surprisingly low. To what extent do companies strive to achieve diversity though? The interesting topic brought up following our discussion of diversity (or lack thereof) is that since he works in the sports industry he has hit a sort of glass ceiling because he is a man. The typical “victim” of the glass ceiling or gender bias
Sexism is a major factor in the workforce.Today male and female have a hard time breaking into the opposite gender dominated fields. This has happened because of the media, it has showed us that male have certain “right” jobs, as well as female. Female still dominate traditional female professions like cosmetology jobs are 92.9 percent women working them(Wolfe). If a man were to get into cosmetology they would most likely be judged for having that job, because we stereotype that they can't have a feminine job. Women have a harder time getting into high level positions. “Women make up only 21 of the S&P’s 500 CEOs,” (Berman). This has happened because the media has set in place stereotypes that it is wrong for women to have high level positions. It is getting better, in 2013 women chief financial officers increased 35 percent at large U.S. companies from 2012 (Frier and Hymowitz). The job market for men and women is still unfair but it is starting to get equal.
... more content customers. In addition, companies with diverse board membership were considerably more lucrative than those with homogeneous board membership. Moreover, Mallin (2013, p.186) proposes that three or more women in the boardroom can enhance corporate governance and cause essential changes in the boardroom.
Gender pay gap is increased in three industries including Administrative and support services, Wholesale trade and Manufacturing. It is also reduced in three industries such as construction, Water and Waste Services and Health care and Social assistance. According to the research of Workplace Gender Equality Agency executive manager, Dr Carla Harris said, it is clear that women are not getting the same earning opportunities as
It adds more opinions, beliefs, and ways of thinking that improve any business. Diversity is essential to the success of businesses. The same reason why diversity is essential for our government. In order to achieve gender equality, we need to start with those in power. Women make up less than 30% of our government, yet women outnumber men by almost 500 000 in Canada.
Velez, T. (2004, November). More businesses include sexuality, lifestyle differences in diversity hiring. Knight Rider Tribune Business News. Retrieved from Proquest database on August 13, 2005.
• Women are also more likely to operate businesses in the service sectors rather than in knowledge and manufacturing industries, which traditionally enjoy higher growth potential and profitability (Barbara Orser, 2007) Because this is a literature review, I have followed each quote from Ms. Orser's report with the complete references she refers to, as she cited them in the appendices of her paper. • " The majority of majority women-owned firms (85 percent) are micro- businesses employing fewer than 5 people (Carrington, 2006)"(p. 15). • "Women are significantly more likely to operate firms in the services sectors and less likely to operate knowledge-based industries and manufacturing operations.
Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010).
Managing diverse groups to achieve a cohesive philosophy and consistency of performance is what is required of today’s corporate leader. Evidence shows that women and men are as adept, or as bad, as each other at responding to this challenge.
It has been underlined that there is an absence of diversity in regards to gender and race within the industry, around less than 40% are female. With that said, there has been a gradual increase with the diversity of gender itself, in the recent years, only a handful of woman are in higher positions in the industry, limited role models for inspiring young woman looking to come into the industry. The imbalance of gender within the industry is subjective as there are different variables to consider, due to the fact that other companies might have a higher employment rate for female, or the job role itself, as informed by my
Diversity plays an important role in the workplace. But in order to achieve positive results, it must be employed effectively and efficiently. When an organization takes advantage of their diverse group, the collaboration of various skills from employees is utilized, attaining the goal in a much quicker rate. The “quota” approach that Deutsche Telekom is pursuing has both its benefits and drawbacks. The company’s method is an effort to access as many unique and amazing talents available, developing a better company. According to an interview with Professors Anita Woolley and Thomas Malone, their research shows that “there’s little correlation between a group’s collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises” (Harvard Business review). Also by imposing a quota, the company may play a part of counterbalancing the injustice women had faced in the past and avoiding potential lawsuits for gender bia...
The people believe that women are emotional, risk averse, aggressive, less confident and not well educated and some unseen other hurdles, which are built by culture to keep women in lower position.. (Horwitz, 2005). Proposes that diversity has an effect on performance, while several researchers have establish positive effects and others negative effects of diversity. The positive effects relate to improved problem solving, learning, flexibility, broader search space, creativity, openness and innovative combination of knowledge. Moreover, diversity can enhance the organization's absorptive