Unit 6 Power Point Presentation (Managing Diversity in Organizations)

The issue of gender equality is most prevalent in the corporate world. In most cases, if not all, the victimized group are women. This is precisely manifested in the compensation difference found between the genders. Fueling this debate is the act of some employers to pay their female employees less compared to the male counterparts. Because of the difference in the compensation gap, there exists a significant disparity in the monetary and non-monetary benefits for work. In spite of the efforts to bring equality in the corporate world, less has been achieved. So far, there has not been any direct connection between performance and gender (Malach Pines et al., 2010). Therefore, undervaluation of the women's work is wholly based on male chauvinism and the traditional role of men and women in the society. These discriminations against the hiring, promotion, and the assignment of jobs to women have disabled the efforts meant to foster equality.

The aim of all the businesses is always to make massive profits by creating more market, which this is attained by having a conducive working environment to the employees, considerate salaries, and remunerations as well as proper management which can only be achieved through workplace culture. With the current growth in technology and the issue of globalization, many organizations have been formed to fight for the women to make sure that they have been given leadership positions in the businesses, government, and also in the society. It is important to ensure that there is a minimal gap in gender pay in the technology industry.

In assigning duties and responsibilities, employers should ensure that they possess the required technical and communication skills that pertain administration services. The advantage streams along ensuring flexible in working schedules. Flexibility involves compressing working days into flexible hours or telecommuting. Flexibility provides a concern for general personal obligations in life responsibilities. However, sometimes the flexible schedules can lead to distractions from neighbors and friends.

Telecommuting has no clear delineation between work and home. Flexible schedules ensure that employees enjoy their time without inconveniences thus reduce turn-over rates for the valued staff. Even more important this will ensure there is minimal consumption of time and fuel costs. A well thought out schedule allows employees to work from home when there isn’t so much work to be done in the office, this means that fewer people will be driving and easier for people to telecommute. Nevertheless, a sense of personal control of the work environments provides motivation and good entrepreneurial spirit thus increased productivity. Flexibility ensures that employees do not burn out from overload. Thus, reduces tardiness and absenteeism. However, team-oriented departments require set guidelines to meet the day’s activity. Managers are sometimes faced with troubles adjusting to new management styles when some of the staff members have not come to work.

Offering child and elder care is one of the best ways of recruiting talent. Family-friendly benefits are said to be one of the ways of retaining working parents (Dychtwald et al., 2006). The parents need time off for things like doctor’s appointment, unexpected illnesses, and family vacations. Attending to the aging parents helps in ensuring that the employees focus on work without distraction from family duties. As workforce mature, the organization becomes caregivers to children and the elderly. Firms that introduce such initiatives help the employees with caregiver responsibilities. Work and life balance lead to better working performance. Job satisfaction will be at a high rate and many of the employees will be committed to their organization. Such incentives tend to reduce the turn-over rates and most importantly bosses perform their jobs better thus increases profits and minimizing the costs for firms.

References

Dychtwald, K., Erickson, T. J., & Morison, R. (2006). Workforce crisis: How to beat the coming shortage of skills and talent. Harvard Business Press.

Malach Pines, A., Lerner, M., & Schwartz, D. (2010). Gender differences in entrepreneurship: equality, diversity and inclusion in times of global crisis. Equality, Diversity and Inclusion: An International Journal, 29(2), 186-198.