Corporate boards do better when they include the best people who come from a wide range of various perspectives and backgrounds. The boardroom is where strategic decisions are made, governance applied and risk overseen. It is therefore essential that boards are made up of competent highly qualify people when put together offers a mix of skills, experiences and backgrounds. Therefore, the question will propose here question do men do better on corporate boards then women simply because they are male? Research does not support that assumption. In fact, researches have said that board appointments must always be made on merit and not based on that of gender distinction, with the best qualified person getting the job. However, given the testimonials of how women have achieved the highest level of qualifications and leadership positions in many walks of life, the fact remains that there exist an under representation of women on corporate boards. Thus, raising the questions about incorporates that of skills, experience and performance. Therefore, government and businesses can undertake a review of their recruitment process by looking at the current situation, identify barriers and then set out to make recommendation to discuss this imbalance thus achieving an increase the number of women on corporate boards in the United Kingdom. Women on boards -why does it matter? The argument here is that of improving business performance while concerning promoting that of equal opportunities for women. There exists a strong business argument for balanced boards. The expectation of board is one of comprehensive and diverse to better able to understand their customers and stakeholders needs and can benefit from new perspectives and ideas, vigorous c... ... middle of paper ... ...ity in the Boardroom and Firm Financial Performance Journal of Business Ethics, Volume 83, No.3, p.435. 3) Catalyst. (2004-2008). The Bottom Line: Corporate Performance and Women’s Representation on Boards. Switzerland. http://www.catalyst.org/knowledge/bottom-line-corporate-performance-and-womens-representation-boards. 4) “Female FTSE Report,” (2009). Retrieved from Cranfield School of Management. 5) Tingley,J.C (1993). Genderflex: Ending the workplace war between the sexes. New York: American Marketing Associates. 6) Vinnicombe, S. (2008). Women on Corporate Boards of Directors: International Research and Practice. 7) Mc Kinsey & Company. (2007) Women Matter: “gender diversity, a corporate performance diver “Retrieved from http://www. mckinsey.com. 8) Zehnder, E. (2010). European board diversity analysis 2010: Is it getting easier to find women on European boards?
Upadhyaya, Preeti, and Lauren Hepler. "Why hiring women may make your business more money."Silicon Valley Business Journal [San Jose] 11 September 2013, n. pag. Web. 13 April 2014.
First, our company should understand the importance of gender diversity. In the first article “Why Workplace Gender Diversity Matters”, Anne Marsan pointed out directly that most tech companies lack of gender diversity. Then she explained several reasons why gender diversity matters to companies. Using logos, she mentioned that women in U.S. purchased 50 percent of computers, 50 percent of cars and 80 percent of consumer goods. In other words, organizations with gender diversity are better to connect with
“The financial crisis and various corporate scandals have caused widespread concern over the way corporations are governed and their responsibilities to stakeholders.” Regulators and academics have emphasised the importance of board diversity in improving the strategic and monitoring role of the board, and preventing further business failures. The discussion has recently concentrated on the poor representation of female members at board level, which seems to be a common problem in most countries, including the United Kingdom. It has been suggested that women can provide boards with “unique qualities and resources that can improve board dynamics, strategic decision-making and firm performance.
Women continue to be underrepresented in leadership positions in the public and private sector. Many countries have responded to this issue by implementing gender quotas for political seats and corporate boardroom positions. This paper reviews the stereotype beliefs that women leaders are faced with which serve as barriers for the attainment of high-power leadership positions. There is incomplete information on the identification of qualified women leaders and thus most likely the persistence of the stereotypes against women leaders. Greater exposure to qualified women leaders would reduce the gender bias and provide them with greater access to high-power leadership positions. Studies in France, the United Kingdom, and Argentina demonstrate that quotas increase female leadership and influence policy outcomes. Pros and cons to the implementation of mandatory gender quotas for publically listed companies in the United States are identified. Due to the relatively new initiatives of gender equality through quotas, longer-term effects are still to be determined.
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
The hardships women endure daily and face is admirable, not only are they mothers, daughters, wives or friends they’re also women striving to be successful in a workplace dominated by men.Although women’s roles in society have evolved tremendously over the years we still have a long way to go.Women deal with various constant issues in their workplace like sex discrimination, sexual harassment, salary, stereotypes, the glass ceiling, and the work-life balance.Regardless of what others think, women are key factors in the business industry they are great listeners and have all the patience in the world.They approach problem solving differently, offer diversity, intuition, are great multi-taskers, and the tolerance of pain they have is insane.At
Seeking equality and the same chances for both genders is a must, to attain equal opportunities. Gender discrimination was a main factor, in the past females was known to only be plain housewives and that they don’t have the eq...
The so-called “Copé-Zimmermann” Law, No 2011-103 of 27 January 2011 on balanced gender representation on boards of directors and on supervisory boards, places France among the leaders in Europe on the fight against gender inequality. Following a proposal of Jean-François Copé, Marie-Jo Zimmermann, Christian Jacob and Michèle Tabarot, the law has been enacted on 27 January 2011 and published in the Official Journal of 28 January 2011. The “Copé-Zimmermann” law provides for compulsory provisions (§1) that have to be complied with by companies that fall within its scope (§2).
The argument for gender-diversity enhancing boardroom effectiveness and performance in listed companies has been made. The evidence herein is also very compelling. However, If gender-diversity is to enhance corporate governance in listed companies; then women appointees to directorship positions will be required to have suitable training, development, as well as experience. Furthermore, tokenism’ alone will not allow listed companies realize the tangible and intangible benefits of diversity, including gender diversity, in corporate governance.
These traditional roles and consequently women’s identities have been formed and maintained by the workplace, therefore understanding any gender differences in labor requires an examination in this light. Grant and Porter remind the researcher that the concepts of male and female are not independent relationships of the workplace, but have been strongly influenced and determined by the relationships of male and female in society at large.
“There are 74.6 million women in the civilian labor force. Almost 47 percent of U.S. workers are women.” (DeWolf 2017) Today, there are more woman in leadership roles in business than ever before. A leadership role in business ranges from a store manager, branch manager, to CEO’s of large companies. Through the modern and correct view on Feminism more business’ and individuals are proud and happy with the results woman are producing in the workplace. With women in the workplace comes the right for equal pay, which is now coming to fruition more than ever, further pushing the equal rights of women. A prime example of equal pay for equal work is the stance Google recently taken on closing the gap between salaries for men and
Parcheta, N., Kaifi, B., & Khanfar, N. (2013). Gender Inequality in the Workforce: A Human Resource Management Quandary. Journal of Business Studies Quarterly, 4(3), 240-248.
Gender Diversity has been considered a key issue in the Corporate Governance and the details about how the organizations have worked on improving the women’s representation in the Boardroom composition has also been discussed. Several examples have been given about the board room composition of various companies and the number of female professionals in it.
Gender inequality is present in all aspects of human society, from culture, politics, and economic stand point to personal relationships. Gender inequality can be viewed as a major problem especially within the business world (Corporation, 2016). In the past, men are seen as leaders in all aspects. For example, men could work without any criticisms, they could participate in political issues and were given higher education. Women on the other hand, were given no political participation, criticized for working outside the household as they were responsible for chores such as takes care of their children, cooking or cleaning and given limited education compared to men. Although there are claims rights equality of women in 21st century and much has been written about it in the field of business (Player, 2013), but there is still a gap between male and female. This essay aims to explore the impact of gender inequality in business and will analyze the details in terms of the men are given high pay and specific jobs over women.
Women leaders have the crucial soft skills of empathy, innovation, facilitation, and active listening (Masaoka, 2006). They also have first-hand life experiences that bring technical skills and experiences from the street level to the workplace (Masoka, 2006). Women often build stronger relationships with clients and outside contacts than their male counterparts. This relationship building skill, provides a key aspect which helps to move businesses forward (Giber et al., 2009). Fortune 500 companies with a high percentage of women significantly outperformed those with fewer women. Companies with the highest representation of women showed higher returns on equity than those with fewer women employees (Giber et al., 2009). Thus, future organizations may have a higher percentage of female leaders than we have experienced in the past. Future leaders must ensure that there is equality among the workforce and that women are accurately represented among the