Issue Analysis paper on Gender Diversity
Introduction
Gender diversity in a company’s workplace is essential in assisting the business to achieve its set goals. Gender diverse companies enjoy the benefit of good reputation from publics, a feature that makes the companies improve financial performance. Gender diversity refers to the equal representation of male and female gender in the company’s workplace (Badal, 2014). The most competitive factor in organizations lies in the management’s perception of the sexes, kind, and skills needed when hiring personnel. Gender biases in an organizational structure adversely affect employees morale and motivation, thereby developing enormous challenges for the firm to thrive and realize the set missions and visions (Berhane, 2015). This essay provides detailed arguments, evidence, and assumptions that show that gender diversity impacts significantly on the overall performance of an organization than a particular gender dominating the other in the workplace. This is a student sample: ORDER YOUR PAPER NOW
Key Arguments/ Benefits of Gender Diversity on the Business
The management of every organization understands that gender diversity plays a significant role in bringing order amongst the employees, and therefore, good results attainable. Recruiting a gender diverse workforce improves the enterprise’s bottom line in the sense that the set objectives get efficiently achieved (McNally, 2015). Every sex provides different ideas, points of view and market insights which assists the management authorities to form sound decisions while addressing business challenges. The following are advantages associated with diverse gender units in a corporation’s workplace.
- Improves reputation of a business to the key stakeholders. The overall success of operations gets determined by the audience, employees, and investors perception.
- Increases engagement and performance of employees. Gender balanced workforce arouses a great concern for job satisfaction levels amongst the employees.
- A gender diverse workforce acts as a real acknowledgment of the company’s recognition of the importance of diverse cultural base.
- Gender diversity widens the talent pool of the enterprise’s human resources. For businesses to gain a competitive edge against their competitors, they must apply the 50 percent rule in staff recruitment.
- Both women and men gender come up with varying opinions which are helpful in the problem-solving process. Therefore, gender diversity leads to superior performance of a company at the departmental levels.
- Application of gender diverse culture in organizations workforce provides a more simplified procedure for assessing resources. A gender diverse workforce provides excellent sources of information, and a broader technical knowledge.
Based on the above undoubtedly importances of adopting the application of different sex culture in the firm’s workforce, businesses should make gender diversity of 50 percent rule a priority when recruiting employees. ORDER YOUR PAPER NOW
Assumptions and Premises over which the above Arguments Form Basis
Despite improving campaigns on the importance of demographics in the workplace, women still lag behind in employment opportunities. Professional men must take issues of women advancement in the working environment as their own (Badal, 2014). The Gallup study provides research on the adoption of gender diversity in the workplace for retail and hospitality industries, and this forms the basis for assumptions and premises of firmly arguing that gender-diverse business units perform better than companies which ignore this principle (Badal, 2014). The Gallup report studied more than 800 business units for the two corporations and found out that:
- Less gender diversed business units in the retail company gains lower financial returns as compared to a remarkable 14 percent above average profitability in gender-diverse business units.
- Demographic variance business units in the hospitality company produce 19 percent average net profits on a quarterly basis than the less gender-sensitive businesses.
The above assumptions show that provided the-the company recruits employees without gender bias; the employees will be highly willing to be engaged an aspect that impacts on the overall performance of the enterprise (Berhane, 2015). The arguments form a basis in the observation that retail business units adopting diverse engagement of employees realize 46 percent more revenues as compared to organizations that ignore employees commitment. The hospitality firm achieves 58 percent higher net returns than single gender based and less engaged businesses.
Evidence Supporting Importance of Gender Diversity
The recent Gallup report on the benefits of different sex in an organization provides evidence that firms which recruit employees from various geographical locations foster attractive financial results in the long run (Berhane, 2015). For example, in retail and hospitality industry, gender-diverse business departments produce high-quality financial performance than companies relying on services from one gender.
The findings of the Gallup study reveals that adopting the culture of the equitable gender diverse role in organizational workforce brings adequate results in the company compared to poor performance results from the less engaged institutions (Badal, 2014). Business practitioners should create workplaces that engage personnel as well as establishing organizational units that compose of gender several subordinate officers.
Evidence from Gallup report suggests that gender diversity necessarily varies across the business’s departments, and this impacts on the performance of the enterprise. Leaders should carefully examine and analyze the existing gender balance in the company’s particular units when developing and implementing procedures for increasing gender diversity (Berhane, 2015). Careful analysis of sex imbalance makes managers design strategies of balancing sex in the workforce, and this makes companies enjoy the opportune benefits accompanied with the adoption of diversity.
Quality of Warrants Portrayed in the Arguments
Since both male and female gender has different working behaviors, skills, knowledge, and ideas, establishing a supportive, open, and inclusive workforce brings quality in the gender equity (McNally, 2015). Developing positive relationships with workmates, supervisors, and front-line personnel strike diversity power in the organization (Berhane, 2015). Integration of employees talents, skills, knowledge, and ideas results unleashes creative and innovativeness of strategies and policies that may help a company thrive.
Designing strategies that recommend gender diversity as the main business priority lead to financial benefits to the firm. The arguments about gender equity in the organization’s workforce state that this remains to be the greatest policy that a company should apply to realize its full potential (McNally, 2015). Setting inclusive goals creates an engaged culture that enables men and women develop trusting relationships.
The arguments presented in the report warrants business managers of ultimate success on the adoption of 50 percent gender role in recruitment, and an important observation of geographical variations of people whom the company employs. For example, research shows that when women develop a feeling that they are hired to fill allotments, this creates a negative relationship among the workmates.
Fallacies and Errors Presented in the Arguments
No matter how effective policy is, there must be disadvantages accompanied with its implementation into use by an organization. There are fallacies and errors presented in the arguments for gender diversity in a company’s workforce since the assumptions did not put into concerns about the disadvantages attached to increasing diversity in the workplace (Sawyerr, Strauss, & Yan, 2005). Companies should create a diverse workforce that promotes dignity to avoid tensions between employees. Below are the challenges associated with adopting gender diversity in the workforce.
- Diverse languages adversely affect the means of communication among the staff, and this reduces productivity in part of the affected personnel.
- There is a high possibility of conflicting needs and opinions on the part of colleagues regarding certain aspects of gender rules.
- The company may end up recruiting less qualifies and experienced personnel to the point of gender diversity and thereby hindering the firm’s growth.
- Certain key employees who realize the primary goal of the business is encouraging diversity develops a feeling that they are not significant in the workplace of the gender they represent.
Values and Emotions Drawn to Impact in Importance of Gender Diversity
The arguments show that providing women with equal economic opportunities is significant in unleashing the potential of the female labor in workforce and business development. The fact that women of the current millennium are obtaining degrees at a significantly higher rate than men, women can work in managerial roles (Herring, 2009). The value of gender diversity is cumulative since the living standards of women get upgraded in return. Inclusive decision making that entails all stakeholders opinion, idea and perception on issues affecting the company adds value to the overall performance of an enterprise.
Employees emotions significantly affect organizational performance. From the arguments, the emotions of cooperation, honesty, commitment, faithfulness, and supportiveness make a firm realize favorable performance (Campbell & Minguez-Vera, 2008). Positive emotions and employment values enrich the work perceptions of the personnel as well as establishing mutual interrelationships and links among the employees. However, gender diversity when invaded with negative emotions of hatred, greed for power, and pessimism in the company’s goals results in a bad performance. ORDER YOUR PAPER NOW
Conclusion
The variety of workforce diversely keeps increasing in organizations workplaces. Despite the fact that business progressively benefits from the varied perspectives, points of view, ideas, and experiences provided by their personnel, the practice may be challenging to manage and therefore disadvantageous (Sawyerr, Strauss, & Yan, 2005). Even though it is a legal requirement for companies to ensure equal employment opportunities and non-discriminatory legislatures, workforce diversity goes beyond this compliance.
However, gender diversity plays a very crucial role in enabling companies increase productivity and profitability. Diverse opinions, ideas, and points of view come up as the primary importance of this aspect since business managers get equipped to formulate sound decisions for solving the problems faced by the enterprise (Herring, 2009). Therefore, human resource departments of companies should come up with policies that do not discriminate against any gender, whether female or males. The workforce should be equitably and relatively composed since this fosters a great significance in helping a firm achieve the set objectives.
References
Badal, S. B. (2014, January 20). The Business Benefits of Gender Diversity. Retrieved from Gallup: http://www.gallup.com/businessjournal/166220/business-benefits-gender-diversity.aspx
Berhane, S. (2015, October 23). How To Make Gender Equality At Work Matter To Everyone. Retrieved from Strong Female Lead: http://www.fastcompany.com/3052401/strong-female-lead/how-to-make-gender-equality-at-work-everyones-problem
Campbell, K., & Minguez-Vera, A. (2008). Gender Diversity in the Boardroom and Firm Financial Performance. Journal of Business Ethics, 435-451.
Herring, C. (2009). Does Diversity Pay? : Race, Gender, and the Business Case for Diversity. American Sociological Review, 208-224.
McNally, L. (2015, March 5). 5 Real Benefits Of Gender Diversity In The Workplace. Retrieved from https://www.linkedin.com/pulse/5-real-benefits-gender-diversity-workplace-lee-mcnally
Sawyerr, O. O., Strauss, J., & Yan, J. (2005). Individual Value Structure and Diversity Attitudes: The Moderating Effects of Age, Gender, Race, and Religiosity. Journal of Management Psychology, 498-521.