Asia is probably the region of the world that is both furthest ahead and farthest behind on the gender issue. In Singapore, many women are in management, while in Japan, less than 10% of management positions are held by women. Yet in both locations, the issue of gender is emerging as a key business lever.
According to a recent OECD report, Higher Education to 2030, women will become an even larger majority of the graduate talent pool in only one decade. Companies are already having to ensure that they don’t swing the gender balance too far in favor of women. However, it must be noted that women primarily study the social sciences, while men study engineering.
Top Managers in the Netherlands believe that the only way to reach the top for a woman is to act like a man without showing it. Senior managers currently are reluctant to recruit new women top managers.
Companies that hire and retain more women not only are doing the right thing but can also gain a competitive edge. They can take several basic steps to achieve even greater parity. These companies will be able to draw from a broader pool of talent in an era of talent shortages. What’s more, research shows a correlation between high numbers of female senior executives and stronger financial performance.
Submitted by afiorino on Mon, 02/08/2010 - 12:59pm
Any action that shows a consistent correlation to high profits would probably be of interest to companies struggling to swim against the tide of these perilous economic times. But one corporate policy seems to address both diversity and profitability issues in a single blow: Over the past several years, my colleagues and I at Pepperdine University have tracked the performance of Fortune 500 companies with a strong record of promoting women to the executive suite and compared their performance to that of other firms in the same industries. The correlation between high-level female executives and business success has been consistent and revealing.
Submitted by afiorino on Mon, 02/08/2010 - 12:53pm
The third study conducted by the NCAA to measure career aspirations and perceptions of careers in intercollegiate athletics among females. It also seeks to provide NCAA policymakers, conference offices and member institutions with detailed information on the perceptions and concerns of female student-athletes, coaches, administrators and officials regarding careers for females in intercollegiate athletics.
Submitted by afiorino on Mon, 02/08/2010 - 12:10pm
The Calvert Group, Ltd., one of the largest families of socially responsible funds in the United States and UNIFEM launched The Calvert Women’s Principles (CWP), the first global code of conduct focused exclusively on empowering, advancing, and investing in women worldwide. Since their launch, the CWP have been a major catalyst for dialogue and heightened awareness of workplace issues affecting women. They reflect Calvert’s view that there is a strong business case for gender equality.