scholarly journals Gender diversity as an important element of diversity management in modern enterprises: case of Poland

2019 ◽  
Vol 2 (1) ◽  
pp. 7-30
Author(s):  
Mariola Dźwigoł-Barosz ◽  
Wojciech Leoński
Keyword(s):  
Gender Discrimination ◽  
Gender Diversity ◽  
Diversity Management ◽  
Point Of View ◽  
Support Programs ◽  
Theoretical Point ◽  
Unequal Treatment ◽  
Management Positions ◽  
Business Entities ◽  
And Gender

Diversified human resources have an enormous potential. Therefore, their proper use can be translated into the success of the organization on the market. One of the main areas of diversity management in Poland is gender. Gender diversity constitutes one of the most significant elements of diversity management, which is a challenge to contemporary enterprises. Many business entities still fail to recognize the potential that lies in gender diversity, as evidenced by the unequal treatment of women and men in some companies. Women on the labor market still have to face gender discrimination. That is why it is worth to draw attention to gender diversity and its potential. In the first part of the paper, diversity management is presented from the theoretical point of view on the basis of source literature and reports. The next chapter is focused on the issue of gender diversity based on studies conducted by various authors. The results of original studies concerning perception of women and men in management positions are presented in the subsequent part of the article. Furthermore, the authors have analyzed selected benefits and gender diversity support programs in contemporary enterprises. The main aim of the article is to draw attention to low participation of women in management positions in companies and to list arguments for eliminating this phenomenon by cautious use of diversity of competencies of both sexes. Empirical part of the article is, in turn, based on the results of the original survey conducted in Polish companies. The aim of the study was, inter alia, to compare the perception of women and men in management positions in the scope of 33 competences from 11 groups of competences from the domain of emotional intelligence. The study also refers to research on gender diversity carried out by other Polish and foreign authors. Furthermore, the authors have analyzed selected benefits and gender diversity support programs in contemporary enterprises. Discussion presented in this article can serve as methodological frame for developing actions in companies oriented at gender diversity as one of their organizational values.

Theoretical Discussion of Gender and Power

2015 ◽  
pp. 146-166
Author(s):  
Nonofo Losike-Sedimo
Keyword(s):  
Gender Equity ◽  
Gender Discrimination ◽  
Gender Diversity ◽  
Gender Disparities ◽  
Point Of View ◽  
Gender Mainstreaming ◽  
Theoretical Point ◽  
Societal Culture ◽  
University Of Botswana ◽  
Faculty Of Education

This chapter presents gender disparities found in the faculty of education at the time of this study. These are discussed from a theoretical point of view. The author takes a view that gender mainstreaming is a contested concept, practiced in various ways by governments, institutions and departments. Although practice varies, the aim is to eradicate gender inequality completely. This implies that any workplace that intends to support gender equity must also support multiculturalism. If multiculturalism is practiced in an institution or organization, the organizational culture will provide a leeway for gender diversity. The objective of this chapter is to compare the institutional culture to the societal culture of the University of Botswana. Gender mainstreaming practices at UB are analyzed. The chapter describes observed gender disparities, possible solutions and suggestions for what seems to work for the future. It also explains gender discrimination as rooted in both organizational and societal culture.

Theoretical Discussion of Gender and Power

2017 ◽  
pp. 69-84
Author(s):  
Nonofo Losike-Sedimo
Keyword(s):  
Gender Equity ◽  
Gender Discrimination ◽  
Gender Diversity ◽  
Gender Disparities ◽  
Point Of View ◽  
Gender Mainstreaming ◽  
Theoretical Point ◽  
Societal Culture ◽  
University Of Botswana ◽  
Faculty Of Education

This chapter presents gender disparities found in the faculty of education at the time of this study. These are discussed from a theoretical point of view. The author takes a view that gender mainstreaming is a contested concept, practiced in various ways by governments, institutions and departments. Although practice varies, the aim is to eradicate gender inequality completely. This implies that any workplace that intends to support gender equity must also support multiculturalism. If multiculturalism is practiced in an institution or organization, the organizational culture will provide a leeway for gender diversity. The objective of this chapter is to compare the institutional culture to the societal culture of the University of Botswana. Gender mainstreaming practices at UB are analyzed. The chapter describes observed gender disparities, possible solutions and suggestions for what seems to work for the future. It also explains gender discrimination as rooted in both organizational and societal culture.

scholarly journals Diversity management and gender equality outcomes in research, development and innovation organisations: Lessons for practitioners

2018 ◽  
Vol 28 (4) ◽  
pp. 166-190
Author(s):  
Katalin Tardos ◽  
Veronika Paksi
Keyword(s):  
Conceptual Framework ◽  
Gender Equality ◽  
Gender Inequality ◽  
Gender Diversity ◽  
Diversity Management ◽  
Research Development ◽  
Research Gap ◽  
And Gender ◽  
The Impact ◽  
Extensive List

Understanding the impact of various diversity management (DM) practices in terms of their effectiveness in achieving desired outcomes within the organisation is a prevalent research gap in the general DM literature and the new stream of literature on DM in the research, development, and innovation (RDI) sector. Therefore, this article reviews the literature on gender diversity practices in RDI workplaces and how DM contributes to gender equality outcomes. For this purpose, we introduced a conceptual framework to demonstrate the interrelatedness of the forms and reasons for gender inequality, and the choice of DM practices and their outcomes. Moreover, we compiled an extensive list of DM practices for practitioners related to how to address the different forms and underlying reasons for gender inequality. Finally, by comparing the literature on DM outcomes in the business and the RDI sector, we concluded that research on measuring the outcomes of DM practices was less developed for RDI organisations, but gaps of knowledge on the outcomes of DM practices prevailed in both sectors. Organisational contexts in which specific diversity practices were implemented had a significant role in determining their effectiveness,highlighting the relevance of the institutionalist theory.

scholarly journals The Dynamics of the Onboard Interpersonal Relations Based on Gender Issues. Study Case on Training Voyage Onboard MIRCEA Tall Ship

2018 ◽  
Vol XIX (1) ◽  
pp. 317-321
Author(s):  
Toma Alecu
Keyword(s):  
Interpersonal Relations ◽  
Gender Diversity ◽  
Diversity Management ◽  
Point Of View ◽  
Future Research ◽  
Naval Academy ◽  
Maritime Education ◽  
Depth Analysis ◽  
Education Network ◽  
The Individual

The paperwork is aiming to reveal the interpersonal relations particularities arose on gender diversity onboard maritime ships, considering the conclusions drawn from a set of training voyages carried out, annually, on the summer practical stage, onboard Mircea Tall Ship, owned by the “Mircea cel Batran” Naval Academy. The data were collected alongside 2003-2010 training voyage and the statistical data were collected from direct interviews with the male and female cadets, carried out during the 2010 summer voyage. The conclusion were very encouraging for the diversity management point of view, no significant gap or misalignment being observed alongside the study, in regard of interpersonal dynamic and the determinant factors in a seagoing crew. The study is really useful for the future research onset, in order to be continued with a in-depth analysis of the collected data with the reference not only to the interpersonal relations but to the individual perceptions and performance as well. The present research has been carried out by the authors within MENTORESS project - Maritime Education Network to Orient and Retain Women for Efficient Seagoing Services.

Diversity in India: addressing caste, disability and gender

2020 ◽  
Vol 39 (6) ◽  
pp. 585-596
Author(s):  
Rana Haq ◽  
Alain Klarsfeld ◽  
Angela Kornau ◽  
Faith Wambura Ngunjiri
Keyword(s):  
Gender Diversity ◽  
Diversity Management ◽  
Special Issue ◽  
Theoretical Frameworks ◽  
Content Type ◽  
Economic Diversity ◽  
Diversity And Inclusion ◽  
And Gender ◽  
Equality And Diversity ◽  
Country Specific

PurposeThe purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and inclusion (EDI) in India.Design/methodology/approachThis special issue consists of six articles on current EDI issues in India. The first three of the contributions are focused on descriptions of diversity challenges and policies regarding caste and disabilities, while the remaining three papers address gender diversity.FindingsIn addition to providing an overview of this issue's articles, this paper highlights developments and current themes in India's country-specific equality and diversity scholarship. Drawing on the special issue's six papers, the authors show the relevance of Western theories while also pointing to the need for reformulation of others in the context of India.Research limitations/implicationsThe authors conclude with a call to further explore diversity in India and to develop locally relevant, culture-sensitive theoretical frameworks. Religious and economic diversity should receive more attention in future diversity management scholarship in the Indian context.Originality/valueHow does India experience equality and diversity concepts? How are India's approaches similar or different from those experienced in other countries? How do theoretical frameworks originated in the West apply in India? Are new, locally grounded frameworks needed to better capture the developments at play? These questions are addressed by the contributions to this special issue.

Gender Diversity Research in the Slovak Republic and the Participation of Women in Top Management Positions in Science and Research

2012 ◽  
Vol 482-484 ◽  
pp. 136-148
Author(s):  
Dagmar Cagáňová ◽  
Milos Čambál ◽  
Jana Sujanova ◽  
Paul Woolliscroft ◽  
Jaroslav Holecek
Keyword(s):  
Gender Diversity ◽  
Diversity Management ◽  
Female Students ◽  
Women In Science ◽  
Top Management ◽  
Participation Of Women ◽  
Starting Point ◽  
Management Positions ◽  
Long Time ◽  
Science And Research

The issue of female participation in the field of science and research has been researched and discussed in several studies, most noticeably in ´She figures 2009´. The latest research in Slovakia was conducted by Tatiana Sedová in 2009 and focused upon female students at two faculties within two different universities (Comenius Universtity - The Faculty of Mathematics, Physics and Informatics and the Slovak University of Technology – The Faculty of Electrotechnics and Informatics). The study´s results highlighted the presence of gender role stereotypes, but also a high and long established interest of female students in natural science subjects. Therefore, not only the topic of participation of women in science and research, but also the issue of women in managerial positions is worthy of investigation over an extended period of time. However, the statistics show a relatively low proportion of women in professor position at universities and a low number of women in top positions. The authors of this article will argue that the reasons for this long-time trend are not only based on stereotypes in thinking about gender equality. To be able to identify the next set of factors, it is necessary to carry out research over a long time period that also includes the women’s domestic and working environment. Until now, in Slovakia such a complex study has not been carried out. The article however, contains the starting point facts from the areas of participating women in science and research and in top management positions from the available statistics, relating to researches and area specifications for the future research. Finally, the authors would like to share their experience in this area obtained from UNDP (United Nations Development Programme) and from the active involvement in the Seventh Framework Programme: ”Improving gender diversity management in materials research institutions” with the acronym Diversity, supported by the European Union.

scholarly journals Carbon Emission Disclosure in Indonesia’s Manufacturing Companies

2020 ◽  
pp. 148-154
Author(s):  
Muhammad Bayu Triansyah ◽  
◽  
Mohamad Adam ◽  
Tertiarto Wahyudi ◽  
◽  
...  
Keyword(s):  
Carbon Emissions ◽  
Carbon Emission ◽  
Gender Diversity ◽  
Company Size ◽  
Manufacturing Companies ◽  
The Government ◽  
Business Entities ◽  
And Gender ◽  
Company Growth ◽  
The Impact

In Indonesia, the government invites business actors to jointly reduce greenhouse gas emissions through disclosure of carbon emissions. Disclosure of carbon emissions in Indonesia is still voluntary (voluntary disclosure), so not all companies disclose this information in their reports. The purpose of this article is to assess the impact of factors such as company size, profitability, company growth, environmental committees, and gender diversity on carbon emission disclosure by Indonesia’s manufacturing companies. For the study, the authors selected 16 manufacturing companies listed on the Indonesia Stock Exchange in 2014-2018. The activities of these companies are the subject of study. To measure the extent of the carbon emission disclosure, a checklist is developed based on the measurement sheet provided by the Carbon Disclosure Project (CDP). The CDP is an organisation based in the United Kingdom which supports companies and cities to disclose the environmental impact of major corporations. The main idea of the project is that environmental reporting and risk management should become a business norm in order to ensure sustainable development of the economy. The study results show that company size has an effect on the level of carbon emission disclosure. The bigger is the company – the greater is the pressure that results from its economic activities. Therefore, the government and the public pay more attention to such business entities. It prompts the company to disclose its carbon emissions. At the same time, such factors as profitability, company growth, environmental committee and gender diversity do not affect on carbon emission disclosure. It was found that the level of carbon emission disclosure among Indonesia’s manufacturing companies is very low, and therefore the government and society need to take measures to increase the responsibility of business entities for environmental pollution.

scholarly journals Top management diversity: A survey of Lebanese journalists in top media teams

2018 ◽  
Vol 16 (1) ◽  
pp. 40-49
Author(s):  
May Chidiac ◽  
Mireille Chidiac El Hajj
Keyword(s):  
Decision Making ◽  
Gender Discrimination ◽  
Social Issues ◽  
Gender Diversity ◽  
Field Studies ◽  
Top Management ◽  
Leadership Positions ◽  
Women Journalists ◽  
The Media ◽  
And Gender

The media community in Lebanon has currently recognized the importance of women journalists’ role; few papers, however, have sought to discuss why they are still underrepresented in governance positions. Despite making up a majority and being active in the media field, Lebanese women journalists are still excluded from top management positions. This paper studies the factors that hinder them from climbing the ladder to top levels. It examines the status of women journalists in leadership positions in the media field, studies the obstacles and the barriers, and explores the glass ceiling they face. It highlights the religious, the political beliefs, the social issues and the binary division between the soft and the hard news that affect women’s leadership positions in the media sector. It is a blend of qualitative and quantitative approaches, as we looked for consistency among knowledgeable informants, to ensure comprehensive explanations and in-depth understanding of the related issues. The findings of the paper investigate media journalists’ points-of-view in terms of gender diversity and gender discrimination. They shed the light on the main obstacles, women and men journalists interviewees felt about women lack of progress as well as their inability to assume a place in decision-making processes and policy-setting positions. However, this study is not without its limitations; therefore, it recommends further research in order to explicitly explore strategies that promote the active participation of women in decision making structures in media in Lebanon. It creates value not only for the media sector but benefits as well the Lebanese society at large.

scholarly journals DIVERSITY MANAGEMENT AND SERVICE DELIVERY IN THE NIGERIA AIRLINE INDUSTRY: A CUSTOMERS PERSPECTIVE

2021 ◽  
Vol 2 (1) ◽  
pp. 45-59
Author(s):  
Mariam Ahuoiza AHMED
Keyword(s):  
Service Delivery ◽  
Airline Industry ◽  
Gender Diversity ◽  
Diversity Management ◽  
Primary Data ◽  
Aviation Industry ◽  
Customer Complaints ◽  
And Gender ◽  
And Migration ◽  
Customers Perspective

This study sought to assess the effect of diversity management on service delivery in the Nigeria aviation industry from a customers’ perspective due to the observed problem of increasing customer complaints and migration. The study was restricted to customers of the aviation industry in Abuja Nigeria who served as the population of the study. The study adopted the survey research design while multiple regression technique was used to analyze the primary data collected for the study through a structured questionnaire. From a purposefully selected sample of 384 respondents, the study found that age diversity and gender diversity both have a positive and significant effect on service delivery in the Nigerian Aviation Industry. The study therefore recommends that the management of the aviation companies should make concerted efforts towards optimally managing the diversity of their workforce with a good blend of male and female across the younger and older generations in order to maximize service delivery outcomes for the companies and boost performance ultimately.

Beauty, Choice, and Empowerment

2016 ◽  
pp. 191-207
Author(s):  
Jinat Hosain
Keyword(s):  
Rural Areas ◽  
Cosmetic Surgery ◽  
Structured Interview ◽  
Point Of View ◽  
Theoretical Point ◽  
Case Study Method ◽  
Common Problems ◽  
And Gender ◽  
Urban And Rural Areas

This study tries to explore the interrelated dynamics among cosmetic surgery, choice and empowerment. While poverty, poor health accessibility and gender inequality are common problems in Bangladesh, a growing number of cosmetic clinics are being established and a number of women are increasingly taking up cosmetic surgeries. This study seeks to explore why women choose cosmetic surgeries for beautification, how they experience it and whether cosmetic surgery leads women to be empowered or not. Using qualitative research methods, this study used in-depth semi structured interview, observation and case study method to collect the data from the different cosmetic surgery patients, coming from both urban and rural areas of Bangladesh. The data was further analyzed by coding informants' responses into themes based on the research objectives and the theory, named ‘empowerment'. The study shows that even if the women choose surgery, it does not necessarily enhance their empowerment. That is the surgery that brings changes in physical appearance and might make them attractive, but it contributes little socially in terms of enabling them to make own decision in the contest of family and in community. Rather these women act as prescribed by patriarchal norms and gendered rules. Analyzing the data from theoretical point of view, this study found that the women, irrespective of regional boundaries, can rarely fulfill the condition of empowerment in relation to choice and IAP. The study concludes with some questions and queries that need more research to be answered.

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