CULTURAL DIVERSITY

Cultural Diversity



Cultural Diversity

Introduction

There are still great gaps in gender equity within public firms. In this paper I try to review the challenges to management; present a comprehensive list of suggestions for addressing the needs of women and cite the advantages of embracing women's initiatives. (Thomas 1995, 249) Barriers to female employment and progress continue to break down as more women are promoted to senior level positions.

The profession has several characteristics especially appealing to women, such as relatively high pay, good working conditions, and a foundation in business that often leads to management or ownership career alternatives. (Argyris 1993, 151)

Discussion

This case study is about an employer that faced choice of making one (out of two) of his employees. He wants to keep male employee because he believes that the man is the sole breadwinner for his family and needs a job more than the woman. Also he knows that the woman's teenage sons are 'running riot' that's why fro him real place for 'a woman's is in the home' looking after her children full time.

Challenges

Women's lack of success in employment status persists, despite overwhelming research evidence showing that women possess similar skills at workplace. Studies have revealed no significant gender differences in behavioral traits, work ethics, perceptions of occupational value, or career expectations. Similarly, studies show that men and women are much alike in feelings of job stress and commitment to the profession. Women, however, are promoted less frequently and earn less than men at every level after initial entry. (Hayes 1996, 36)

As its explain in the case study that employer was not willing to heir women because he believes this job is more appropriate for male employee. There is no reason behind this decision its only based on personal perception. The disparity in pay and advancement cannot be explained by differences in age, experience, and education. Women enter the field because they feel it is challenging and offers opportunities. Yet the high female attrition rate and limited success in being promoted to partner and managerial positions do not reflect the other changing demographics (Thomas 1995, 249). They suggest that gender may be an obstacle to career advancement and that existing policies of firms are not adequate to address women's unique needs. Firms wishing to hold onto top talent in the future must remove obstacles to the upward mobility of women. They must support women and encourage them to contribute to the firm and to the profession throughout their working lives. (Thomas 2004, 98)

Business conduct and rules in many organizations have worked against women and they believe that the right place for women is home. Similarly in this case study an employer has a same feeling about women. Female characteristics are often viewed negatively or stereotyped by men, who usually do not face the same career constraints as women (Rice 1994, 78). The rules and systems are male-originated and reflect mostly middle class, white male needs, ambitions, attitudes, norms, and ...