gender diversity in workplace

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Serial No Name ID No

1 Shahreen Shabnam 13264070

2 Shahriar Rawshon 13264078

3 Anik Mandal 13264069

4 Ferdous Alam 13164138

Progression of women in the workforce

Issues causing lack of diversity

Benefits of a gender diverse board

Implications for organizations

Gender Diversity

Gender Equality

Temporary or part-time or low responsibility jobs

First priority: taking care of their families

Unmarried women: quit for marriage

Married women: quit due to pregnancy

Women with children: family over job

Women inferior to men: physically /mentally/emotionally

Women are not inferior to men

Work first, family second

Job is not “temporary” or “extra income”

Organizations have also adjusted their outlook

Country Women as % of Labor

force

Women as % of Management &

professional occupations

Women as % of Corporate board

seats

US 471 511 162

Australia 463 313 94

Canada 485 375 145

Portugal 26

Netherlands 136

Italy 56

Switzerland 96

Belgium 96

UK 116

Germany 136

1. Bureau of Labour and Statistics 2012

2. Catalyst, 2013

3. Australian Bureau of Statistics, 2012

4. Catalyst, 2013

5. Statistics Canada, 2012

6. Governance Metrics International 2012

Stereotyping◦ Women may be HR managers / PR executives, but not VP manufacturing /

marketing

Glass ceiling syndrome◦ Women can be hired, but cannot be promoted to the top management

Double Burden Syndrome◦ Women must balance work and domestic responsibilities

Revolving Door Syndrome ◦ Women may have short tenures at workplaces due to uncomfortable

environment

Women may be HR managers / PR executives, but not VP manufacturing / marketing

Women can be hired, but cannot be promoted to the top management

Women must balance work and domestic responsibilities

Women may have short tenures at workplaces due to uncomfortable environment

Be proactive and assess your applicant’s

commitment to the role before hiring

Enable your employees and give them a sense of

ownership in their jobs.

Give your employees and opportunity to cross

train or take on new tasks.

Acknowledge your employees efforts. Address

work place problems immediately.

Orient your new employee to their new job.

•Companies that encourage diversity in the workplace

inspire all of their employees to perform to their

highest ability. Company-wide strategies can then

be executed; resulting in higher productivity, profit,

and return on investment.

More effective

execution

•A diverse collection of skills and experiences (e.g.

languages, cultural understanding) allows a company

to provide service to customers on a global basis.

Broader service

range

•Gender diversity facilitates business understanding

of how to appeal to women as customers and what

products and services women and men need and

want.

Improve access

to target markets

Top management that is diverse in terms of gender . . .

◦ attract the best employees,

◦ reduce cost of staff turnover,

◦ improve access to target markets,

◦ minimize legal risks &

◦ enhance organizational performance.

•Advertising Costs

•Lost Time Spent On Interviews, Clerical And

Administrative Tasks

•Use Of Temporary Staff Or Lost Output While

Waiting To Fill The Position

•Costs Associated With Training The New Employee

•Termination Pay

•Loss Of Specialist Knowledge

•Loss Of Customers

•Low Staff Morale And Reduced Productivity.

Reduce

cost of

staff

turnover

• Gone are the days in which most women were

homemakers.

• They now represent 52 percent of all workers

age 20 and over.

Larger Talent

Pool

• A recent University of Pennsylvania study

found that the brains of men and women

really are wired differently.

Improved

Performance

•Promoting workplace gender equality can reduce the risk of

discrimination and harassment

•Sexual harassment

•Sexual harassment at work is experienced more by

women than men but increasingly it is recognized that

men face sexual harassment too.

Minimize

legal risks

Business leaders need to act to reap the benefits of having gender diverse teams across all levels of the organization.

Identify business units that are less gender diverse.

Develop a hiring strategy that increases gender diversity in these units without reducing or ignoring merit.

Create an engaged culture that enables men and women to form trusting relationships and motivates them to perform at a high level.

Set inclusiveness goals, and hold managers accountable for diversity.

Examples

Dif

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stu

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?

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Floor is open for question…

»Thank You Everyone

3/1/2015”

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