From this point-of-view, it can be stated that the company must do everything it can in order to properly inform and stimulate the women who are working for it, but not get involved into extreme measures meant to change mentalities and perspectives upon life, because it would be too costly. In addition, every individual is free to choose for himself, so the company should have nothing to do with what its employees decide to make out of their lives.
The first recommendation that London Life needs to take into account is the one referring to a better communication with the female members of the staff. It has been discovered that most of them are not aware of the changes they have in order to develop their career. Training sessions could be done in this regard, explaining and showing how and why one could and should advance in his professional life.
Furthermore, women should be stimulated by other women. From this point-of-view a very important responsibility is to be found in the hands of the women who are already in a managerial position at London Life. Since they have started from the same positions that the women undergoing training are in at present, they are a living example. Consequently, they have a lot of credibility. In addition, the very fact of being women will support a better and deeper communication (it is generally believed that women...
Nevertheless, the men managers should also prove open and supportive of self development initiatives. What everyone in the company needs to understand is that the implementation of this new policy is not a means of extra support for women, given to them just because of the fact that they are women. What the company is actually doing is trying to bring out the most potential out of its employees and this is the most suitable measure for the existing situation.
A company must treat its employees in the same manner, no matter if they are men or women. However, the gender differences make themselves felt and measures need to be taken in order to respect the rights of an employee as a person. A maternal leave for example is a right and should not affect the position of the women who takes it.
However, the fast rhythm with which business develops does not allow this. The truth is that the time and effort that women have to invest in order to have the same jobs as men have are many times bigger, because of the social roles they are forced to play outside the working environment.
Bibliography
Women in Management at London Life
Dessler, G. (2004), Human Resources Management, Prentice Hall
Powell, Gary, Graves, Laura, (2002), Women and men in management, Sage publications
