The findings have provided a wide range of opinions and views regarding the reasons for gender inequality in the organisations in Hong Kong. They range from psychological reasons for imbalance in diversity to the lack of government intervention. There were respondents who backed the gradual changes that have taken place in Hong Kong in terms of the diversity. Participation of women in paid labour workforce is one of the most salient social changes in Hong Kong over the past few decades (Hang Yue, 2001) and hence the issue was debated and findings were based on the experience of the respondents. The participants had a congruent understanding of the situation of women in Hong Kong which was coherent with the consensus of the literature. On the …show more content…
The results that were generated showed the necessity of government intervention to bring about the balance in diversity in Hong Kong. The findings supported the article by South China Morning post (2015) which mentioned the steps taken by the government like the quota system on the corporate board to increase diversity. Even after the quota system being implemented, it hasn't brought any major changes to the issue of diversity. It was found that the organisations face the prospect of productivity and monetary loss due to absence of employees. This was where the companies looked at the possibility of pregnancy and motherhood that follows and the impact it would have on the functioning of the organisation. The findings showed that organisations would like to be compensated for the absence of the employee in terms of tax rebate where they would be given exemption of certain amount of corporate taxes. It was found that though the organisations would provide the necessary flexibility to women, they wanted to have tax benefits as the absence would mean opportunity cost for the …show more content…
According to them, this would not only encourage women in Hong Kong to enter into the corporate world without any hesitation but also give them the courage to further their growth in the corporates. Certainly the masculine culture of Hong Kong has a major role to play where it is observed that women claim they would leave their jobs for work-life balance (Mahtani et al. 2012). These are the psychological barriers which women in Asia and Hong Kong suffer. If these challenges are overcome, there will be more women representation. It is also observed that the government of Hong Kong has taken steps to encourage women involvement in the corporate world. Though the progress hasn't been as desired, a few respondents believe it is a process that would take a few years before the organisations can have a balance of diversity. It has been reported that there is a marginal increase of women in board from 9.6 per cent to 11. 3 per cent (South China Morning Post, 2015) which certainly solidifies the opinion of the respondents who argued about the timescale required to achieve the diversity in Hong
Paragraphs will be ordered in terms of topic, rhetoric analysis, evidence, collaboration between results to embody my argument and to provide contributing factors and there effect on a universal standpoint to the ethos of women (religion, maternal implications, upbringing, geographic location). A contributing factor leading to gender inequality and segregation in the workforce is geographic location. This refers to the general identification and location of individuals and or data (Jones, 2015) and no matter where you are based in the world, there will always be gender inequality and segregation in the workforce. Pay gaps across such a place as the America, has seen a difference of 77% between men and women in pay. This means that women get roughly 77cents per dollar less than the average white man across the country (Casserly, 2015).
Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.
Introduction Since 1996, Royal Dutch Shell (Shell) had been promoting the diversity and inclusion (D&I) initiatives, which aimed to increase the variety of compositions and values the differences such as, age, sex, gender, race, nationality, and education (Sucher & Corsi, 2012, p. 5). Yet, Voser’s, the new Chief Executive Officer, Top Management Team (TMT), was dominated by middle-age American and European men from 2008 to 2009. Because diversity could have both positive and negative impacts on the company (Webber and Donahue, 2001) and the nature of industry as well as the contextual circumstances could both support or hinder various diversity characteristics (Cannella et al., 2008), the implications regarding the short run situations and
Gender Stratification in The Workplace Over the years, women have fought their way through the various barriers thrown at them by society, they are now more educated, matching male participation rates in the labour force and they are seen to create more opportunities for themselves in the workplace. Despite these achievements, gender stratification still exists in organizations and corporations in the 21st century; this paper seeks to analyze the numerous reasons why women remain underrepresented in leadership positions in the workplace and how this causes a trickle-down effect for other females in non-managerial positions. One of the major factors influencing the progress women experience in their career advancement stems from the deep cultural-infused gender stereotypes associated
Discrimination in all forms has been a persistent issue since a very long time; whether it is ethnicity, gender or physical appearance. One important discrimination that people face everyday, is in the workplace. Women earn 79- cents for every dollar a man earns. “An awful lot of times people will say there is no income gap”(Puzzanghera), but there is. Women being equally qualified and skilled for the same job a man does is paid less than him.
In DesJardins, An Introduction to Buisness Ethics, Chapter ten examines the way a business should address the inequalities of the workplace and the ethics involved with dealing with these issues. It explains how even in this day in age when all people are considered equal we still major social and economic differences in our society and in turn our workplaces. In this chapter it discusses that even with the growth of diversity throughout the world it may not be equally happening in the workplace. With the increase in diversity in the workplace, the question for me is why has this trend not translated to the positions of power in these companies. Equality in the workplace has been around for years and the viewpoint of most company’s is that
Specific Purpose: After listening to my speech, the audience will be able to understand the history of the Glass ceiling, what the Glass Ceiling is, how the Glass Ceiling’s existence is ignored by some, and the ideas there are for cracking the Glass Ceiling. Thesis: Women have encountered barriers that block them from climbing the corporate ladder since the beginning of time, and some Americans ignore this ceiling while others come up with ideas to shatter it. INTRODUCTION: I. Attention Getter:
Furthermore, Chinese women have to face gender discrimination in workplaces. According to Zhaopin survey, the leadership positions were still dominated by men in China. About 72 percent participants had men as their direct supervisors, while only 28 percent had women as supervisors. The survey showed even women get opportunity to work but it is still hard to get promoted. Women apply for a job harder than men and confront with gender discrimination.
Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).
When that resource, time, is being used to focus on gender verses productivity the company as a whole suffers. By achieving gender equality in the workplace, companies should start to see a significant amount of financial progression. According to the Workplace Gender Equality Agency, “It can also improve national productivity and economic growth” (WGEA). This statistic can make for a great motivator in the business world. Not only can removing the gender factor reduce the number of barriers associated with females, but it can show that a company is willing to give every employee an equal chance which can lead to attracting newer potential experienced employees of both genders.