Firms Should try More Women on Boards – Term Paper Example

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The paper "Firms Should try More Women on Boards " is a good example of a term paper on gender and sexuality studies. Task I Introduction Discrimination can be against many sorts of entities including a person’ s sex, gender, religion, and race. Equality and diversity are in the current world protection against such kind of discrimination. The terms equality and diversity can be broken down to define each of them as; equality: takes on legal alienation and refers to fairness to access of employment and opportunities for example, while diversity: embracing of the differences among people in a community.

In this paper, however, we are going to focus on providing equal opportunities for women or protection against gender discrimination and specifically discrimination of women in society and hence the term gender equality. According to the United Nations, out of the 143 countries that have guaranteed gender equality in their constitutions, only about 94 have made steps while 52 have not taken any steps towards this direction (United Nations Sustainable Development, 2017). Gender equality is essential to all of us because advances towards achieving this mean that all areas of our society including health and the economy will be productive and healthy.

In the UK for example, reducing the gender gap could add 150 billion Euros to the annual GDP in the year 2025 (Woetzel, et al. , 2015). Task II Hindrances to Gender Equality It is not easy however to achieve gender equality as there are a number of barriers hindering the advancement made towards actualizing this dream. Some of these barriers include discrimination, poor organizational culture, lack of training and empowerment, poor leadership, the glass ceiling, glass cliff, and some other forms of barriers such as structural obstacles, institutional mindset, individual mindset, and individual lifestyles.

We are going to look at some of these factors below. Discrimination Discrimination against women means that they are sidelined when it comes to opportunities present in society. Narrowing it down to the workplace, women are considered weak and unable to take up leadership roles and this is very evident especially at the top-level management positions. Prejudices and stereotyping women as incapable of leading makes it hard for them to access top-level jobs because they are denied such chances to take on leadership positions. Poor Organizational Culture Due to corporate cultures in many organizations, women are twice likely to think that their gender will make it hard for them to climb the ladder in terms of management.

Organizations exclude women through promotion processes but even worse are, organizations are zones in which women come in contact with the requirements of getting senior management jobs. Poor structures and cultures then lead to women deciding that going through such processes is not for them. Organizations make it seem like getting to the top of management is so tedious and requires following unending steps.

Women are without doubt disturbed by these facts and discouraged to take steps towards getting to top management levels. Lack of Training and Empowerment Top management jobs require training and expertise. When women are denied access to such facilities as training, they are limited to access of such top-level management jobs in extension. Education and training further present women with the skills and confidence to seek out economic opportunities. In the UK for example, on average, women are in about 30.9% of senior critical jobs across 11 sectors on analysis by BBC (Holt, 2012).

It is a worrying trend since this means that there is less effort in training and empowering women to equip them with necessities for qualifying for such positions and leaves women populated in areas such as service offering industries and other low paying jobs.

References

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Caprino, K. (2015). Forbes Welcome. [Online] Forbes.com. Available at: https://www.forbes.com/sites/kathycaprino/2015/10/20/the-glass-cliff-phenomenon-that-senior-female-leaders-face-today-and-how-to-avoid-it/#213d980b79c6 [Accessed 10 Apr. 2017].

Davies, E., 2011. Women on boards February 2011. UK Department for Business, Innovation & Skills, Available at https://www. gov. uk/government/uploads/system/uploads/attachment_data/file/31480/11-745-women-on-boards. pdf.

Hafkin, N.J. and Huyer, S., 2006. Cinderella or cyber Pella?: Empowering women in the knowledge society. Kumarian Press, Incorporated.

Holt, G. (2012). Women hold fewer than a third of top jobs - BBC research - BBC News. [Online] BBC News. Available at: http://www.bbc.com/news/uk-18187449 [Accessed 10 Apr. 2017].

Miller, J. (2017). Leveling the playing field requires bold action - Jill Miller - CIPD Blogs - CIPD Community. [Online] Www2.cipd.co.uk. Available at: http://www2.cipd.co.uk/community/blogs/b/jill_miller/archive/2017/03/07/levelling-the-playing-field-requires-bold-action [Accessed 10 Apr. 2017].

Rarieya, J. (2017). HSRC. [Online] Hsrc.ac.za. Available at: http://www.hsrc.ac.za/en/review/hsrc-review-july-2013/women-leaders-in-the-workplace-the-intangible-barrier [Accessed 10 Apr. 2017].

United Nations Sustainable Development. (2017). United Nations: Gender equality and women's empowerment. [Online] Available at http://www.un.org/sustainabledevelopment/gender-equality/ [Accessed 10 Apr. 2017].

Woetzel, J., Madgavkar, A., Ellingrud, K., Labaye, E., Devillard, S., Kutcher, E., Manyika, J., Dobbs, R., and Krishna, M. (2015). How advancing women’s equality can add $12 trillion to global growth. [online] McKinsey & Company. Available at: http://www.mckinsey.com/global-themes/employment-and-growth/how-advancing-womens-equality-can-add-12-trillion-to-global-growth [Accessed 10 Apr. 2017].

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