Positive Gender Diversity Management from Deloitte and Johnson & Johnson

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Gender Diversity Management

Introduction Comment by Author: This part is too long, it must not be 1-page full long, three paragraphs would be more than enough

The talk about diversity in workplace has become a common topic in contemporary organizations, but as more companies, politicians, and individuals argue about feminism and gender identity it is now becoming forefront of the business journals. The researchers are indicating that the more diverse the workplace is, the more success it brings to the company and currently organizations are finding ways an how to increase diversity and manage it. Comment by Author: This part is too long, it must not be 1-page full long, three paragraphs would be more than enough Comment by Author: Provide more sophisticated synonym

In this current regime, the organizations are recognizing the contribution of the female employees unlike in the past where the females were seen as inferior creatures who could not manage to handle difficult tasks. Today, women are holding higher positions in organizations and even in some nations they have managed to clinch the top careers such as become presidents. For example like in Africa, in Liberia, the president of that nation is a woman and even in America the just conclude election the women managed to competitively fight for presidency. Thus, sending a message that women are equally important as men in organizations and that they should be given chance to work. Deloitte and Johnson & John are among the few modern organizations that have recognized the potential of women. Therefore, the paper will evaluate the significance of treating female workers well and why other organizations should follow the same suit. Comment by Author: Revise Comment by Author: Grammar. Also note that “like” is inappropriate word in academic paper writing, structure “such as” is better Comment by Author: There is no such country. Comment by Author: Revise the whole part, it is incoherent Comment by Author: The part seems not finished. Comment by Author: Wrong firm’s name Comment by Author: Provide more academically sounding synonym

Essentially, organizations need to do more to treat female employees with utmost respect in order to increase their productivity. Considerably, the managers should understand the management style suitable to apply to females so that they do not reject. Female employees do not prefer strict supervision, they desire some creativity and some leeway in undertaking their tasks. Therefore, managers should maintain high morale even during economic downtown. Precisely, organization leaders need to find the suitable management style for female employees\ treatment and the motivation in order to enhance productivity. Comment by Author: Enhance language level, provide more sophisticated synonym Comment by Author: Not finished part

An organization that is diversified does not simply hire employees from several age groups and balances than in the proportion of women and men , rather , a diverse workplace comprises of individuals with diversified skills , experiences , creativity , personalities, and a range of the concepts and concepts. Employees from different backgrounds provide a selection of diverse skills and talents that is essential to the organization and enhance the work performance. Employing staff who speak in diverse linguistic assist the company on the international level and increase the customer base due to enhanced level of interactions. Comment by Author: Too long and vague sentence, make proper coherent ones Comment by Author: Wrong, rewrite

Organizations employing staff from similar background do not have the access to the experiences, global views of the market, and insights. Particularly, diversified organizations outperform their rivals and win in innovations. For instance, diverse groups are better at solving issues and overall more creative. The company’s productivity can be strengthened by the employees’ who have different cultural settings. Through proper management of diversity, it is possible to leverage on the weaknesses and strengths of the workers. Additionally, diversity can cement relations with clients by enhancing communication and making it more effective and efficient. Moreover, the company’s competitiveness and success mostly depends on it is capacity to execute diversity and actualize its significance.

How Deloitte Treat Female Employees Well

Deloitte struggles to deliver a positive work life to both of it is workers – men and women alike. For over the years now, the company has been providing full time environment for telecommuting. In addition, approximately duration of seven hours of the PTO is assembled every payable period. Generally, it is not possible to exhaust all this time yearly unless the employee is a toddler. Recently, Deloitte has implemented a more organization wide off – work hours to permit for professionals to use unplugged time from the work and spent time with their families. Overall, Deloitte Company is continuously exploiting ways in which it can provide its workers with much flexibility that will lead to the personal development and growth. Comment by Author: Too vague Comment by Author: What do you mean? Employee is a toddler?

Deloitte started the journey of shattering glass ceiling in 20th century and ever since the company has managed to create a transformational adjustment. Together with more than 1000 female principals, directors, and partners, the company has so far received several recognition awards from corporations like fortune, catalyst, and working mother. Currently, the organization has three initiatives of promoting females workers welfare (Sinclair 237).Women’s Initiative (WIN), the main objective of this program is to develop, advance, and retain women employees with diverse programs of development. The program targets all female skills across the company from the entry level to the senior positions. The programs host annual events such as coaching, networking, courses, projects, and workshops for the purpose of empowering female employees. For example, the leading edge is a course that takes five days training employees on leadership, negotiation, and development skills and preparing them for senior positions as well. Recently, Deloitte introduced a career sponsorship program for female employees. The program trains workers on coaching and mentoring skills and so far the program has been singled out to the core success element. Comment by Author: Meaning? Comment by Author: First, mention awards appropriately. Second, never use “like” in academiuc paper writing. “Such as” is a much better structure Comment by Author: Mind sentence structure, revise Comment by Author: This must be the name of the course, spell it appropriately. Comment by Author: The part seems not connected well Comment by Author: This part is vague + there is repetition, revise.

The company also introduced another program called Vigorous Measurement (VM). Through this program, leaders in every organization function and service are held accountable for the progress on their career sponsorship, customer allocation, and management succession. The program measures actions and objectives through specific metrics (Umans and Torbjorn 243) Comment by Author: Rather vague, be specific

Another program introduced by Deloitte to cater for the women employees is Mass Career Customization (MCC). This program transforms the previous cooperate into the modern lattice and describes career span fit and flexibility. By flattering, most matrix structures and wider data access, the program enables a typical process to individualize several direction paths of careers for an employee to consolidate work into life as the standard priority adjustment over time. E.g. Individual perception permits workers to quit the workforce for a maximum of five years while still connected to the organization. Comment by Author: The sentence is unclear + there are possible grammar issues, revise Comment by Author: Meaning? Comment by Author: Write full version of the words Comment by Author: First, the sentence is incoherent. Second, the logic of the whole argument is unclear

The Benefits of Treating Female Employees Well

In the environment that is competitive, treating employees well is critical for the health of the organization ((Mavin and Gill 433). especially m whey they are females, many organizations and industries consistently befuddled on the best ways to treat their female workers. Surprisingly, how many supposed contemporary organizations find themselves in this time warp. Un equitable compensation, inflexible planning and continuous discouragement continue to plague organizations small. Comment by Author: Rewrite, the part is wrong Comment by Author: Absolutely incoherent

Importance of Managing Gender Diversity in Organizations

Proper management of the diversity in the company leads to the enhanced performance (Hsu and John 190). The performance reflects the core principles and values of the corporation. In other words, the company’s investment and attitudes are affected by the team’s performance. Additionally, the aspect of inclusivity and equality are the main drivers of the organization’s performance. The workers, without regards to their gender, require to be given equal rights in the company. By doing this, it gives them morale of working hard towards the vision of the organization. Comment by Author: Mind grammar Comment by Author: First, repetition, second, avoid using “It”, unclear what exactly you are referring to

In summary, the gender diversity is not the end and there are no cookie cutter solutions. The analysis of the gender diversity reveals the same key players and patterns. Through collective approach it results in well crafted initiatives of the gender that focuses on promoting, retaining, and developing. sensitive factors and strategy’s comprises of the training in diversity , development of leadership , mentoring, sponsoring , training , recruiting g, forming women’s networks, high impact , stretching of the assignments, role model promotions, tracking of the progress via metrics, and diversity of the leaders’ targets with ultimate flexibility. To finalize, in order to come up with a conducive environment to adjust and develop change with the remarkable results, it vital to develop workplace and personal awareness on the issues of gender. In my own opinion, to be indentify the issue gender diversity organizations need to use check that is facts oriented and enhance accountability via measurable objectives and establish a effective and efficient planning of career and make it a culture in the institution as well incorporating I t into the daily activities of the company. Comment by Author: What is the meaning of this part? Use academic language only. Comment by Author: The purpose is other analysis, provide Comment by Author: The same? As who and what? Comment by Author: Explain the approach

Works Cited Comment by Author: Arrange according to the style guide attached.

Hsu, I-Chieh, and John J. Lawler. "Toward a model of gender diversity in the workplace in East Asia: Preliminary evidence from manufacturing industries in Taiwan."  The Global Diffusion of Human Resource Practices: Institutional and Cultural Limits. Emerald Group Publishing Limited, 2014. 171-190.

Mavin, Sharon, and Gill Girling. "What is managing diversity and why does it matter?"  Human Resource Development International 3.4 (2010): 419-433.

Sinclair, Amanda. "Women within diversity: risks and possibilities."  Women in Management Review 15.5/6 (2010): 237-246.

Umans, Timurs, Sven‐Olof Collin, and Torbjörn Tagesson. "Ethnic and gender diversity, process and performance in groups of business students in Sweden."  Intercultural education 19.3 (2014): 243-254.