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¶ … Employment Opportunities for Women
The importance of diversity in today's workplace cannot be overemphasized. An important aspect of diversity relates to gender diversity. Historically, the representation of women at the workplace has been significantly skewed, especially with respect to key organizational positions such as board chairperson, CEO, and senior management (Nielsen & Huse, 2010). Women are usually concentrated in administrative, clerical, and other less demanding jobs (Paludi, 2012). This is particularly true for the author's organization, where all board and management positions are currently held by men. This paper provides a plan for increasing employment opportunities for women at the organization. The plan specifically includes a rationale for intentional employment of women in key organizational leadership positions, a strategy, and a profile for recruitment.
Rationale for Increased Employment opportunities for Women
Whereas consensus is yet to be reached, research has increasingly demonstrated the benefits that may be brought about by having a balanced representation of both genders at the workplace. Research has particularly shown that organizations where more women are included in key decision-making positions tend to perform better compared to those without or with skewed representation of women (Nielsen & Huse, 2010). Though the exact mechanism through which gender diversity influences organizational...
In line with this argument, it is possible that the author's organization could be at a disadvantage as a result of locking women out of key decision-making positions in the organization, where there is not even a single woman in the board or senior management. Deliberate efforts must, therefore, be made to have women in top leadership and management positions.
Strategy
This plan recommends at least 30% representation of women in key leadership positions in the organization, especially in the board and senior management, to be achieved within the next three years. A number of approaches can be used to achieve this target. First, two directors and one senior manager are set to retire or end their employment contract in the next two years or so. The organization should prioritize women when replacing these positions. The same should happen whenever there is a vacancy to be replaced in the board or top management, until the target is reached. Most importantly, the organization should put in place incentives to attract,…
References
Nielsen, S., & Huse, M. (2010). The contribution of women on boards of directors: going beyond the surface. Corporate Governance: An International Review, 18(2), 136- 148.
Paludi, M. (2012). Managing diversity in today's workplace. Santa Barbara: ABC-CLIO.
Swanson, J., Kowalski, K., Gettman, H., & Lee, J. (2012). Leadership characteristics and Title IX: a possible mechanism for the impact of sports participation on work outcomes. International Leadership Journal, 4(2), 40-61.
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