Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Literature review of women empowerment
Literature review of women empowerment
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Literature review of women empowerment
Q-1) Assess the Women’s Initiative and workplace culture change. How effectively did Deloitte & Touche manage these changes? How do you feel about the sequence of events?
The Women’s Initiative and workplace culture changes –
• Treat all women and men fairly at work with respect and support human rights and nondiscrimination.
• Ensure sufficient participation of women in decision-making and governance at all levels and across all business areas.
• Offer flexible work options, leave and re-entry opportunities to positions of equal pay and status.
• Ensure that all policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion.
• Support access to the child
…show more content…
• Measure and publicly report on progress to achieve gender equality - At the press conference, Cook named an external advisory group, the “Council on the Advancement of Women,” which would meet quarterly to monitor the firm’s performance and goals with respect to the Women’s Initiative and to challenge it to ever-higher levels of achievement.
• Ensure that all policies are gender-sensitive – identifying factors that impact women and men differently – and that corporate culture advances equality and inclusion
Gabriel had demonstrated her insight and passion for the issues such as why women were leaving the firm and developing recommendations to reverse the trend.
The Task Force hired Catalyst, a research organization that advises corporations on how to move women ahead, to help study the problem.
The Task Force began by “auditing” the assignment process—monitoring all assignments to determine whether and where there was gender bias and ferret it out. The Task Force found that on the accounting side, women’s assignments tended to be clustered in not-for-profit companies, health care, and retail
…show more content…
• They should conduct Women’s Mentoring Program, which pair female leaders with leadership mentors, include virtual workshops and provide networking tips to help ensure the advancement of women.
• They should support flexible work arrangements.
Q-3) How can Deloitte roll out the Women’s Initiative internationally?
• Creating a supportive environment for the development of women had become a part of Deloitte’s culture in the United States, but it was not part of the culture in many Deloitte offices around the world.
• Deloitte offices in the United Kingdom, for example, have launched a program “Opportunities 2000” for recognition of women in the workplace.
• They should launch such programs globally not just in UK.
• Fewer women are coming into the profession in many European countries—for example, there are only 10% women in Deloitte’s offices in Germany.
• Their strategy for building their global culture should be focusing on building high-performance teams. They should make sure that their global partners value people on the team for their contribution to their clients, not necessarily what country they’re from, what race or gender they are.
References
...ally go to men. It also may be useful to try to do a gender-blind hiring process somehow so that any prejudices from hiring managers do not impact the inequalities that stem from the hiring process before women can even work in a male-dominated field. Another possibility to decrease the inequalities would be to give more rewards and reinforcement to women who are performing well in their occupations. If women know that they are doing well, they may doubt themselves less and be more confident in asking questions and expressing their opinions without being scared that what they say will be discounted by those around them. In conclusion, this is a very prominent issue that needs to be researched more so that women and men will be treated more equally where they work. There has been much progress made already, and spreading awareness can only help decrease this problem.
Sex Discrimination in the American Workplace: Still a Fact of Life. (2000, July 01). Retrieved from National Women's Law Center : www.nwlc.org
Women face many obstacles as they climb their career’s hierarchy and for many different reasons their wage is comparably less than that of males. After the movements toward equality in the workplace, many think that sex discrimination isn’t present anymore. However, many still believe that the glass ceiling hasn’t shattered and still possesses a barrier for many women in the labor force. The glass ceiling and the wage gap exist for various reasons but, like many other women leaders, women can break the glass and abolish the gap.
In February 2015, Ellen Pao’s lawsuit against Kleiner Perkins, a venture capital firm, for gender discrimination went on trial. Pao alleged that she had been treated unfairly by her ex-bosses and passed on numerous times for promotion in favor of her male counterparts. While Pao did not win her lawsuit, the trial brought back to light the problem of gender discrimination and of the glass ceiling in corporate America. Since women started to enter the workforce, there always have been barriers and obstacles that prevented them from reaching the higher ranks on the corporate ladder. Public recognition that there was indeed a problem of discrimination helped giving women assurance
Fisher, H. The Natural Leadership Talents of Women. In Enlightened Power: How Women are Transforming the Practice of Leadership.
Women have struggled to reach the top of the corporate hierarchy since the beginning of time. They have encountered prejudiced discrimination and inequality, and those who have noticed this unfairness simply put these problems on the backburner since they were merely the problems of women’s incompetence (Wynn). An intangible barrier blocks women from higher-level positions and equal pay to men, and this barrier is entirely relevant today’s American society. The Glass Ceiling has yet to be shattered despite its familiarity among Americans. Through education, eliminating stereotypes and unjust standards, and enforcing action plans, the Glass Ceiling can be broken (Johns).
First, our company should understand the importance of gender diversity. In the first article “Why Workplace Gender Diversity Matters”, Anne Marsan pointed out directly that most tech companies lack of gender diversity. Then she explained several reasons why gender diversity matters to companies. Using logos, she mentioned that women in U.S. purchased 50 percent of computers, 50 percent of cars and 80 percent of consumer goods. In other words, organizations with gender diversity are better to connect with
It has been proven that even by creating equal employment laws, one cannot ensure that woman will be treated fairly when being employed, especially in business. This equal treatment will not occur until enough men in power give the qualified women a chance to hold these positions. The business world will realize that women are capable of working alongside and over men in the business world.
Women face discrimination in the workplace. Discrimination is defined as a behavioral activity is exhibited in how people treat members of other groups and in the decisions they make about others. In chapter 3 Race and Ethnicity in the United States discusses how discrimination not only effects positions in companies it also affects pay rates. Income is drastically different when it comes to men and women and only gets worse for women who are minorities. These women have broken through the glass ceiling in their corporations. “In 1991 the Glass Ceiling Commission was formed to help women and minorities, fight their derrepresentation in the workplace”. With this article and with research that is being done women are starting to break the glass ceiling that is holding them down. Women account for only 2.2% of Fortune 500 companies CEO roles. The number is shockingly low, less than 15 companies have women CEO’s in the 500 companies we look at that best fit our country’s
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.
The argument for gender-diversity enhancing boardroom effectiveness and performance in listed companies has been made. The evidence herein is also very compelling. However, If gender-diversity is to enhance corporate governance in listed companies; then women appointees to directorship positions will be required to have suitable training, development, as well as experience. Furthermore, tokenism’ alone will not allow listed companies realize the tangible and intangible benefits of diversity, including gender diversity, in corporate governance.
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791. This is when comparing employees where both gender spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace. It is the idea that women tend to hold jobs that are low paid with low status. Women are not highly considered in leadership positions because of social construction of gender. Society has given women the role of “caretakers” and sensitive individuals. Therefore, women are not depicted as authoritative figures, which is apparent with the absence of women in leadership roles in companies. Furthermore, sex segregation leads to occupations with either the emphasis of women in a certain job or men in a certain job. In 2009, occupations with the highest proportion of women included “secretary, child care worker, hair dresser, cashier, bookkeeper, etc.” (3). Male workers typically held job positions as construction workers, truck drivers, taxi drivers, etc. (3). Sex segregation represents inequality because the gender composition for these jobs depends on what ...
Mistreatment of women in the workforce has been an ongoing issue ever since women have been introduced into the work environment. While some issues are specific to certain workplaces, others are issues that are continuously noticed almost everywhere. There are many who experience poverty around the world, but research has shown that along with ethnic and racial minorities (of said country), women have been consistently among the most disadvantaged and programs to help those in poverty that do not take gender inequality into account have consistently failed to help women out of these circumstances. (International Development Agency (USAID) “Women, Men and Development”) “Men and women often are poor and for different reasons, experience poverty differently, and have differing capacities to withstand or escape poverty.”(Whitehead, Ann Failing Women, Sustaining Poverty: Gender in Poverty Reduction Strategy Papers) There have been many instances...
Consequently, the policies of companies that employ women can have a positive or negative effect on their households, career advancement and earning potential, as well as the lives of those that depend on them. Mary Van der Boon (2003) in her article titled, “Women in international management: An international perspective on women’s ways of leadership”, descri...
Gender inequality is present in all aspects of human society, from culture, politics, and economic stand point to personal relationships. Gender inequality can be viewed as a major problem especially within the business world (Corporation, 2016). In the past, men are seen as leaders in all aspects. For example, men could work without any criticisms, they could participate in political issues and were given higher education. Women on the other hand, were given no political participation, criticized for working outside the household as they were responsible for chores such as takes care of their children, cooking or cleaning and given limited education compared to men. Although there are claims rights equality of women in 21st century and much has been written about it in the field of business (Player, 2013), but there is still a gap between male and female. This essay aims to explore the impact of gender inequality in business and will analyze the details in terms of the men are given high pay and specific jobs over women.