Managing Diversity

03-06-17 cheapnisha 0 comment

Managing Diversity

introduction

Diversity is the essence of the contemporary corporate world with the representation of both genders at the top level of organizational management, having their own specific set of innate qualities, skills and capabilities (Silzer and Dowell (2010). Diversity refers to treating everyone as an individual, respecting their differences and valuing them, while equality refers to equal and fair treatment to all individuals. Having a diverse workforce at all the different levels of an organization can lead to the creation of a more creative and dynamic environment, which is also more productive. Gender equality is also a constituent of equality which in business context means that both genders are provided with equal opportunities to earn and proceed in their careers irrespective of their genders (Sidanius, 2013).

In this report the important issue of impediments faced by women to reach to the executive levels within their organizations is highlighted with the identification of some of the predominant barriers hindering their ways. Some possible solutions to lessen the impact of these obstructions are also discussed and some recommendations to the management are also made to improve the situation.

Identification and analysis of the various types of barriers that are not letting women to get the top level job within their company

Managing Diversity

According to a research conducted by Jack Zenger and Joseph Folkman on the effectiveness of male and female leadership, they found out that are women are not only equally competent, in fact, they exceed men (2012). A summary of this finding is illustrated with the help of the following table:

But despite this fact, women all around the world are facing some obdurate impediments in the way of their constructive movement along organizational hierarchy. A brief explanation of some of these obstructions is given in this part of the report

1.1 Glass Ceiling

The term glass ceiling was first introduced in 198o and it refers to the obstructions that are not visible but they hinder the career progression of women in organizations. The word glass is specifically used in this term to explain its nature of being unnoticeable (Akpınar, 2012). Although the individuals see everything, still they cannot notice its existence. It is kind of inequality that keeps women from advancing into the corporate ladder just because they are women, and no other specific reason. This glass ceiling impact is even stronger for women belonging to minorities. Is exists when

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