Gender Diversity
First and foremost, it must be emphasized that gender diversity in the workplace is indeed necessary. The main point of this factor is the destruction of gender and social stereotypes. This can be explained by the fact that a visible manifestation of female power can convince society of the competence of the female gender. A 2017 McKinsey study showed that companies in which some executive positions are held by women generate 47% more profits (Seierstad & Mensi-Klarbach & Gabaldon, 2017, p.30).
In addition, according to the World Health Organization, women and girls are more likely to experience some diseases and often have problems with access to health care (Seierstad & Mensi-Klarbach & Gabaldon, 2017). Women can only reach their leadership potential, adapt to new cultural contexts, and give their careers a new direction if they have every opportunity (Seierstad & Mensi-Klarbach & Gabaldon, 2017). Only when faced with challenges and out of their comfort zone, can an individual see points of growth and true potential. Nevertheless, if such challenges are not provided, there will be no chance.
However, when analyzing the problem of the lack of gender diversity, it is worth taking into account such a crucial fact as the absence or lack of any gender in the profession. As an example, we should consider nursing, where there are several times more women than men. The fact is that the lack of males in this field is a problem because, for example, a man’s stamina, strength or authority would help more in some situations. In other words, the lack of men sometimes puts an impossible task for women, such as carrying heavy objects or dealing with an aggressive, potentially dangerous individual.
This works the other way around, too, if you take the police as an example, where there are more men. Women’s and men’s logic is different, and the difference can contribute to crime detection and the success of law enforcement (Seierstad & Mensi-Klarbach & Gabaldon, 2017). The practice of introducing women into the police is not new but still unpopular, although it shows positive results, because there is, for example, an element of surprise. This is seen from a professional point of view, but there is also the social aspect of breaking stereotypes and preconceived notions. In any case, the lack of representatives of a particular gender in a particular profession is a problem that applies to all.
Strategies the Organization Implement to Manage Gender Diversity
A strategy to combat gender bias in the workplace is now in place. Equalization of opportunities and access to resources for both genders has become a key method of this approach. This will equalize the chances of the different genders gaining promotion and a managerial role. Another tool is the compulsory acceptance of women in a certain percentage of the bodies of the organization that make certain decisions.
This allows getting rid of the monopoly of the male sex on the control of corporate activities (Lanz & Brown, 2019). Finally, it is proposed to take into account the gender statistics in a particular region in the area of unemployment, and if there are more women speculating, it is necessary to hire them. All these instruments are protective, which allows us to characterize them as objective and not discriminatory against men. The fact is that this approach emphasizes professionalism in any case, not gender, so it is impossible to conclude that women are privileged.
Ways to Optimize Employee Performance
The optimization process as a whole is a search for the best solution, which, in fact, will bring the greatest possible result at the lowest possible cost. Accordingly, the optimization of personnel is a process in which the best ratio of costs to maintain the staff and the efficiency of its economic activity is ensured. At the same time, methods of optimization can be various – modern achievements of staff record keeping today’s achievements in HR-administration create a great number of variants of actions for managers or HR-specialists.
Methods of personnel optimization
- Reduce the cost of the employer to provide labor activities. Conducting optimization procedures in most cases is aimed precisely at reducing costs. This goal can be achieved in various ways.
- To raise the actual qualification of employees. The optimization procedure is often associated with the improvement of employees’ qualifications and the improvement of their labor efficiency.
- To get rid of inefficient employees. The workforce of any enterprise needs periodical renewal and removal of inefficient employees from it – such measures are easier to perform within the framework of personnel optimization.
- Improve organizational structure. Personnel optimization allows to considerably simplify personnel management systems and gives an opportunity to solve many managerial aspects of an activity.
The modern approach to headcount optimization provides for a more complete implementation of all related procedures. Nevertheless, in the area of gender diversity, we are not talking about downsizing. A 2017 study by Cloverpop proved that work teams with heterogeneous gender composition made better business decisions than those of purely male teams (Lanz & Brown, 2019). The decision quality score increased by 25%, and if the age and geographic diversity of the team were added, it increased by 50% (Lanz & Brown, 2019, p.64). The basic idea is that members of heterogeneous teams look at each problem and task from different angles, and this improves group thinking.
References
Lanz, K., and Brown, P. (2019). All the brains in the business. Springer International Publishing.
Seierstad, C., Mensi-Klarbach, H., and Gabaldon, P. (2017). Gender diversity in the boardroom. Springer International Publishing.