Globalization and Diversity

Diversity in the Workplace

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Introduction

In organizations all over the world, diversity is an attribute that companies face each day in the workplace. Gender diversity is a common form of diversity in any organization. This area of diversity comprises the male, female and other genders. Gender diversity means the equitable and fair representation among the genders. In the workplace, gender equality is gained when people are able to access and enjoy similar rewards, opportunities, and resources irrespective of gender.

Similarities and Differences among Genders

According to research, there is a major difference in communication. It is suggested that women tend to be more empathetic compared to the males thus making her a better listener and communicator. In the work environment, a large chunk of team success is determined by the effectiveness of a leader’s skill in communication. It is without debate that both men and women vary in their styles of communication and as a result show different degrees of success when it comes to relaying their message. Another attitude is on behavior and workplace attitude. The females are conditioned by past experiences to not act with as much confidence as compared to men. There is also the difference of women working better as a team compared to men (Paludi, 2008).

Studies have shown that men and women have no major differences apart from psychological and anatomical. With this information, it means that men and women can be in a position to make sound decisions without degrading that of another gender. Women can take up leadership positions and deliver good performance similar to what men can offer. The new era brings equalization between males and female role given the conversation that women can take on jobs men carry out.

Role of Personal Identity on Gender Diversity

The idea an individual develops about themselves that evolves through the course of life is personal identity. Gender makes up a person’s social and personal identity. A person`s gender may not match to their sex designated at birth. Gender is a spectrum and people identify in various ways. People may choose to present their gender in different methods. This makes gender inherently personal and private element of all people. Personal identity plays a critical role in determining a person’s gender irrespective of how they look, their name and the way they speak (Tayler, 2016). In the workplace, a person’s gender may not align with their gender assigned to them at birth, colleague should come in hand in supporting them affirm their gender at work. The affirmation process can be through changing one's name, appearance, and salutations.

Proactive Plans

One of the plans is the expansion of the pool of applicants. The objective is too diverse in the workplace, the pool of job candidates requires to be diverse meaning it reaches to professional groups for both men and women. Another plan is the consider the company`s biases. It`s worth noting that managers should distribute resumes with names removed to ensure discrimination based on gender is avoided when hiring. Gender pay gap needs to be reduced through establishing a pay range for every position excepting the allowances (Tayler, 2016).

The proactive plan should ensure that member of staff in the organization have equal access to opportunity. The management should create policies that encourage both genders to have a fair chance of promotions as they progress through their careers. The evaluations in the company should put emphasis on equality. The evaluations need to measure content and outcomes and not styles and methods. Staff needs to be judged on their behavior and not their personality.

References

Paludi, M. (2008). The psychology of women at work: challenges and solutions for our female workforce. Westport, Conn: Praeger.

Tayler, K. (2016). Gender Diversity and Inclusion in Early Years Education. City: Taylor and Francis.