Essays on Gender and Ethnicity Challenges That an Auckland-Based Accounting Firm May Face Case Study

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The paper 'Gender and Ethnicity Challenges That an Auckland-Based Accounting Firm May Face" is a good example of a management case study. The success of organizations is determined by its ability to appoint women and minority members of the society in key organizational positions. This is due to the increasing awareness of the need for equal opportunities in the workplace. According to Metz and Harzing (2012) organizations around the world have been forced to undertake major changes because they have realized that gender and diversity issues are paramount to their social and economic performances.

Gender and diversity guidelines require organizations to manage ethnic diversity and gender equality as well as to ensure that equality exists between men and women in workplace practices and policies. The guidelines call for organizations to make major appointments by selecting the most excellent employees from distribution of both men and women. This paper is going to discuss gender and ethnicity challenges that an Auckland based accounting firm may face in managing its audit teams given the changing profile of its demographics. Analysis of Existing Statistical Data According to the Australian Institute of Company Directors (2012) in the top 200 companies boards, women constitute 14.60% while men represent 85.4 %.

Furthermore, a total of 55 companies have no women in their boards. This clearly indicates the lack of gender equality in the boards of Australian companies. However, the number of women represented in the companies’ boards increased by approximately 1% in 2012 as compared to 2011from 13.40% to 14.60%. This indicates an increase in awareness for the need for ensuring gender equality in senior management positions. The Equal Opportunity for Women in the Workplace Agency (2011) notes that women hold only 8% of the executive management positions in the top 200 companies in Australia.

Women comprise 55% of university graduates while they comprise approximately 45.6 % of the total workforce in Australia. This means that Australian organizations have by a large extent failed to adopt gender legislation and requirements guidelines. Furthermore, women employees constitute 70% of all part-time employees in Australia. Moreover, women occupy 33% of the total number of board members in accounting firms in the country.

Women who are full-time employees in Australia receive 17.4% less than their male counterparts. These statistics indicate that gender equality has not been embraced by a majority of firms in Australia. Gender and ethnicity legislation According to Turnbull (2011), the auditing firm will be required by the law to provide better transparency in matters pertaining to the selection of its directors by providing information on the ethnic diversity of its directors, method of identifying and selecting job applicants, method of selecting successors and the composition of its board in relation to men and women.

Moreover, it will be mandatory for the firm to have a policy regarding ethnicity, age, gender and cultural diversity background. The policy will also state the need for the firm’ s board to lay down measurable goals for achieving gender diversity and how the goals will be annually assessed. Fagan, Menendez and Anson (2012) state that the diversity policy also states the ways the firm can promote a culture which supports diversity and also the advantages of ethnic diversity in the firm. Furthermore, the accounting firm will be required by the law to provide annual disclosure of the proportion of employees in the firm, the women in the firm’ s senior executive positions and the number of women in the board.

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