Diversity Management and Glass Ceiling - Improving Gender Inequality in the Workplace - Essay Example

Diversity Management Name Institution Introduction Diversity Management is a process that aims at maintaining and promoting a favorable environment at work. It promotes and ensures that differences among individuals are recognized and respected .This helps in encouraging workers or employees to be comfortable at their workplace and to appreciate differences in gender, race, sex and background. Diversity management deals with acceptance. Gender inequality is one of the issues that diversity management tries to handle (Harris, 2008). A lot of women are not able to break through the glass ceiling. Managers and organizations should put in measures that improve gender equality in the work place. Glass Ceiling The glass ceiling refers to barriers that prevent women and minority groups from rising up the corporate business ladder (Harris, 2008). A lot of business organizations lack women leaders and are led by men. Women over the years have faced the problem of leadership. They are quite often overlooked by men at work. There are many barriers that hinder women from breaking through the glass ceiling. The barriers that hinder women from breaking through the glass ceiling are varied and quite complex. Reasons why few women have been able to break through the glass ceiling There are quite a number of reasons why few women have been able to break through the glass ceiling. One of the reasons is stereotyping. Gender stereotyping is one of the main reasons why women always pursue some careers. It is also the reason why in the labor market we have vertical and horizontal segregation of jobs. Gender stereotyping in the workplace holds the belief that certain positions are for women and others men. Women, for example, may not be assigned senior positions due to the belief that they may change the managing process due to their gender. Women may also not be awarded positions that require a lot of commitment due to the belief that women cannot undertake tasks that require a lot of commitment and consume one’s time (Williams, 2010). Education is another reason why few women are able to break through the glass ceiling. Naturally, men are more educated than women. It is perceived that more boys are enrolled to schools than girls. The rate of drop outs in girls is higher than in boys. The quality and nature of education and training for males and females also pose a barrier for women competing with men for managerial positions or promotions (Caroline, 2008). Women who have the same academic qualifications as other men may not be considered for managerial positions when competing with each other. This is because men are considered to be more skilled and educated despite the fact that they may hold the same academic qualifications as women. Education is, thus, one of the reasons why few women have been able to break through the glass ceiling. Family responsibility is another reason why few women are able to break the glass ceiling. Women have many responsibilities. Family is one of the responsibilities they have. Women are required to be there for their children (Burke, 2014). They should not work for long hours and should give their family more attention. This means that they cannot take jobs or managerial positions that require their undivided attention. Women who have just given birth cannot be awarded managerial positions that require them to be physically available at all times. Young mothers are also required to be there for their young children. They, thus, cannot be awarded top managerial positions in an organization. Women who take up managerial positions and do not have children are often disregarded by their fellow women. This is because many women view family and children as an important part of their life. Lack of female role models is another reason why few women are able to break through the glass ceiling. Role models play a crucial part in one’s life. People will often look up to their role models for inspiration and motivation. The fact that there are few women who have managed to break the glass ceiling means that there are few role models. Lack of female role models often discourages other women from breaking through the glass ceiling (Caroline, 2008). Sexual harassment is another issue why few women have been able to break through the glass ceiling. Sexual harassment hinders women from developing within an organization (Harris, 2008). A large number of women are often harassed at their work place by colleagues and their bosses. This creates an unfavorable environment that hinders growth of an employee. A large number of female employees quit their wok due to sexual harassment. This is one of the reasons why a lot of women are not able to break the glass ceiling. Gender discrimination is also one of the main reasons why few women have been able to break the glass ceiling. Women are often discriminated against due to their gender. They are perceived as inferior to men (Williams, 2010). Women suffer prejudice at their work place due to their gender. Women are also regarded as less mature compared to men. A lady, for example, may be denied a managerial role due to the perception that she is not mature enough to make managerial decisions. Women are also considered as less logical and competent compared to men due to their gender. This hinders a lot of women from breaking through the glass ceiling. Improving gender inequality in the workplace Gender inequality poses a great risk to organizations in terms of promoting gender growth. Gender inequality may hinder motivation of employees (Burke, 2014). This may lead to poor performance. Managers and organizations should take the necessary steps that will ensure that there is gender equality. This in turn improves performance in the organization or workplace. One of the ways through which organizations and managers can promote gender equality is through balanced recruitment of employees (Harris, 2008). An organization should work towards hiring an equal number of men and women. An organization that intends to employee four people should employee two ladies and two gentlemen based on their qualifications. This promotes gender equality in the workplace. Organizations and managers should ensure that there is equal pay for all employees doing similar kind of work. This means that one cannot be paid less money based on their gender. This promotes equality at work. Employees will feel equal and helps in fighting the notion that one’s sex can determine one’s pay. The organization should work towards fighting any discrimination. Pay discrimination may exist in different forms. Women for example, may be paid half of their money when on maternity leave. Managers and organizations should also comply with rules and laws that allow employees to be paid equally despite their gender or sex (Harris, 2008). Complying with such legislations helps in promoting gender equality in the workplace. Managers and organizations should ensure that their management personnel are properly trained on how to promote gender equality. Management personnel should be trained in the subtle and apparent discrimination that exists in the work place. They should learn how to identify, handle and prevent gender discrimination at their work place (Caroline, 2008). Training on how to handle gender equality plays a vital role in ensuring that employees are aware of the gender inequality and its effects to the organization. This in turn helps in promoting gender equality. Women are greatly affected when it comes to gender inequality. Women with children may suffer gender inequality due to the huge responsibilities they have. Organizations should provide facilities that take care of their employees young children. Young mothers may need to feed their children and work at the same time. Organizations should, thus, ensure facilities that take care of their employees children are on site. Employees should also be offered leave to be with their families regardless of their gender (Burke, 2014). This in turn helps in promoting gender equality. Organizations and managers should come up with policies that ensure there is gender equality in their workplace. These policies should ensure that there is equality when it comes to promoting, training and hiring employees. The policies should also ensure that all employees are able to balance their personal lives with their work. Such a policy would ensure that employees, for example, are given a chance to advance their education and personal lives (Williams, 2010). The policies should also prohibit and outlaw sexual harassment of employees. This kind of policy should also provide details on what would happen if cases of sexual harassment are reported. The organization should provide the necessary channels of airing sexual harassment complaints. These channels should provide an avenue that makes employees free and confident to air their grievances. These policies help in promoting gender equality. Organizations and managers should work towards evaluating performance of employees based on their performance and not gender. Performance appraisal in some organizations is based on one’s gender. This is retrogressive and hinders equality in the work place. Organizations should rate their employees based on their performance (Harris, 2008). This in turn helps in ensuring that there is equality when it comes to promotions. Employees should also be rewarded based on their performance and not gender. Organizations and managers should advocate for team work at their work place. Team work helps in promoting equality. Employees learn how to work together as a team. They learn how to succeed as a team and take responsibility as a team. Team leaders should be chosen based on their abilities to lead people and not their gender. Appointing female leaders, for example, helps in fighting gender discrimination (Burke, 2014). This in turn promotes gender equality. Conclusion Diverse management plays a key role within an organization. It helps in ensuring that there is equality and mutual respect among all employees. It also helps in fighting discrimination and prejudice that is based on one’s gender. Gender inequality is one of the reasons why few women have been able to break through the glass ceiling. Women face numerous challenges in their work place. These challenges form strong barriers that hinder women from achieving their dreams. They also hinder women from breaking through the glass ceiling. Discrimination, stereotyping, sexual harassment and responsibilities are some of the main reasons why women are not able to break through the glass ceiling. Organizations and managers should come up with measures or ways to ensure that there is gender equality in their work place (Caroline, 2008). Gender equality is the responsibility of everyone within an organization. However, the buck stops with the managers References Williams, C. (2010). Gender Sexuality in the Workplace. New York: Lea and Blanchard Burke, R. (2014). Gender in Organizations. Cambridge: Cambridge University Press. Caroline, G. (2008). Embodying Women’s Work. Massachusetts: McGraw Hill Harris, C. (2008). Through the glass feeling: Success Strategies for Female. New York: New York University Press. Read More