Though majority of directors, 93%, believe that having women on the board is important only 61% of those companies have a board diversity policy (Crawford, 2013). Similar to the wage gap, the number of women on board seats varies based on profession (Crawford, 2013). For example, the profession where women are closest to par with men is the entertainment sector where women hold over 25% of the seats and the sectors with lowest female representation on the board are, the oil,
This can be looked at low enough if the average world gender pay gap is at 17.9 percent (Bajec). From 13.2 percent in 2005, the gap in Egypt was marked as 37.7 percent in the year 2010 (Cengiz). There are many sides that contribute to the high pay gap within Europe. These are mainly core options as well as policies that are set by the government. Women sometimes take less hours at work compared to the men in Egypt.
Planning can be defined as establishing the goals of an organisation, creating strategies to achieve these goals and implementing these plans into work activities in order to achieve these goals (Robbins & Coulter, 2016, p. 248). Planning is necessary for the implementation of Workplace Diversity because it establishes an efficient and exact process to establish diversity. Workplace Diversity, in the context of organizational management, is the systematic and planned commitment of an organizations to recruit and retain employees from diverse demographic backgrounds (Prasad, & Mills, 1997). Planning is used to design such diversity initiatives because scientific studies have shown that there is a strong interlinkage between social behaviour
(Smith, Smith, & Verner, 2005). Nina Smith concludes her research by concluding that there is a positive relationship between gender diversity and firm performance. To come to this conclusion, various tests were conducted between gender on boards of the companies in the research and the financial performance of these companies. To analyze this relationship, four measures were used, in particular, Gross value added, profit on ordinary operations/ net turnover, ordinary results/ net assets and net result after tax/ net assets. These results show there is a positive relationship between gender and firm performance, but a side note that should be made is that the women should have a high education, since women without a university degree tend to have less impact on firm performance.
Inequalities in the workplace are a large issue across the world. According to the US Census Bureau, women earn 80 percent of what men are paid. Harvard Business School, along with Catalyst, recently put out a research report regarding the level of Corporate Social Responsibility of "Fortune 500" companies with respect to the number of women on the companies’ Boards of Directors and working as Corporate Officers. The 2007 results showed companies with three or more women on the Board of Directors averaged 28 times more money in charitable donations than those with no women. Public information collected by the International Trade Union Confederation, shows the global gender pay gap ranges from 3 percent all the way up to 51 percent.
And finally resulting in the increasing of women role in the board room composition (Vinnicombe et al. 2008). From all types of board diversity, gender diversity tend to stand out more as one of important issues in corporations (Carter et al. 2003). The issue on gender diversity is actually has become very interesting not only for the literature of diversity itself but also in social and political literature (Kang et al.
The amount of loan disbursement to women entrepreneurs by private commercial banks (PCBs) stood at Tk. 2865.48 crore in 2013, which was Tk. 1384.22 crore in 2010. The amount of loan disbursement to WEs by specialized banks (SPBs), state-owned commercial banks (SCBs) and foreign banks (FCBs) stood at Taka 168.05 crore, 140.07 crore and Taka 42.0 crore respectively in 2013 as compared to Taka 105.09 crore, Taka 203.59 crore and Taka 59.56 crore respectively in 2010. 22.214.171.124 Information of Women Entrepreneurs It has been observed that 54.1 percent of WEs started their business by self-motivation, as they wanted to become economically independent.
Successful strategies link diversity progress directly to business results. (www.diversityinc.com/diversity-management) Diversity in the workplace means bringing together people of different ethnic backgrounds, religions and age groups into a cohesive and productive unit. Advances in communication technology, such as the Internet and cellular phones, have made the marketplace a more global concept. In order to survive, a company needs to be able to manage and utilize its diverse workplace effectively. Managing diversity in the workplace should be a part of the culture of the entire organization As a group we discussed diversity management and realized that the world is a big place and there will always be diversity.
Sullivan, 2014) Laszlo Bock commented that there are fewer women and minorities who obtain tech related degrees at university: “ There are lots of reasons why technology companies like Google struggle to recruit and retain women and minorities. For example, women earn roughly 18 percent of all computer science degrees in the US. Blacks and Hispanics make up under 10 percent of US college grads and collect fewer than 5 percent of degrees in CS majors, respectively.” (L. Bock, 2014). 5 The issue that Google is facing is not unique. Almost every major company from the tech sector is influenced by the small number of women and minorities.
as issues of equality and diversity. The objective of Diversity is to identify, respect and value difference of individuals to provide and understand their complete ability by developing a comprehensive culture for all. The literal meaning of Diversity is difference. If we read together diversity with equality, then diversity will be recognition of people When it is used as a contrast or addition to equality, it is about recognising individual also difference of group, considering people like an individuals, and establishing clear value on diversity in the society and in the organization. In the all area of our life and in work, these two that is Equality and diversity is becoming more crucial.
Evidence from 2013 and 2014 minimum wage increase shows that an average minimum wage worker brings home more than a moiety of his or her family 's weekly earnings. In 2013 one million single mothers with children under 18 would have benefited from a minimum wage increase to $10.15. Single mothers are 10% of workers affected by an incrementation but they make up only 5.7 of the overall work force. More than two million espoused men and women with children under age 18 would additionally benefit from an
Todays women are more educated, more confident, more motivated, so they could have same career’s position like men in society, even though equal payment still has not reached in many countries even in a developed county such as Canada. There are some factors that related to unfair wages for different gender. According to the National Household survey shows while women made up 48 per cent of the workforce in 2011, they were most likely to be employed in sales and service jobs (27 per cent), followed by business, finance and administration (24.6 per cent) then education, law and community and government services (16.8 per cent). Among the 20 most common jobs for women, women accounted for more than nine out of 10 workers in: administrative assistant;
According to our textbook organizational Communication deal and Kennedy 's strong cultures “ argue that businesses success can be enhanced through the development of a strong culture”. This is a big part in law enforcement today due to
The women work rates in the European Union go from nearly 40% to 75%, however, the European Union normally is 75.8% for men and 62.5% for women in 2009 . To achieve the Europe 2020 focuses of a 75% work rate for both women and men, specific consideration should be given to the workplace investment of older people of the gender women, single parents, women with an inability, unemployed women and women from ethnic minorities. The effect of parenthood on work advertise support is still altogether different for women and men just 65.6% of women with kids under 12 work, rather than 90.3% of men. This mirrors the unequal sharing of family duties, additionally frequently flags an absence of childcare and working openings. Women work low maintenance more than men which represent more than 75% of people that work part time jobs, in less esteemed occupations and areas.