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Transcript of Diversity management
Trends in the sectors
- closer to final customer e.g. Healthcare, higher proportion of women on the board
- lower proportion in IT and Energy sectors
in the top management
- growth in the number of women keeping
top positions during last two decades
2.The differences between man and woman
1. Gender diversity in management
a) Performance changes in the top management
b) Results of geneder diveristy in management
The same job but... the different salaries
- average women's earnings lower by 15 % in EU
- the difference in wages of women and men in the management sector 45%.
- the lower salary as a compensation for the company for the period of maternity leave or potential exemptions taken care of the children
- segregation of the labor market
- differences in work patterns
- the more women in top management positions the better results of the companies i.e. increase in profitability (even by 69%), return on equity, return of shareholders
- the more diversified management board the better decision process
- better evaluation of the decisions
- better understanding of the market place
- increasing creativity and innovation
- better reflection of the consumer
- a signal of a better company
- greater effort across the board
- a better mix of leadership skills
- access to a wider pool of talent
- improved corporate governance
- diversity management can improve the image of the company
- production of conflicts
Trends in the world
- the lowest number of women keeping top positions in Emerging Asia and Developed Asia
- the biggest number of women keeping top postions in North America and Europe
- strong dispersion at regional level
b) emancipation of women
- beginning of the education in 19th century
- "Suffragettes" as a first women organization fighting for voting rights for female
- introducing the first voting right, 1869 Territory of Wyoming
- the lack of full voting right highlighted by World War I
- winning voting right
1902 - Australia
1906 - Finlandia
1918 - Poland, Austria, Germany, Soviet Union
1920 - United States
- increasing the attendance of women in social life in 20th century
2.The differences between man and woman
What exactly is diversity management?
Definition? = In short, diversity management is a kind of strategy used to promote the perception, implementation and acknowledgement of diversity in organizations and institutions.
Goal? = the goal is to optimize activities and to make them durable, despite all differences.
Why is diversity necessary?
Making sure that diversity is made visible and fruitful remains a central concern of diversity management.
Why? This means that social, institutional as well as personal views and expectations are questioned.
Quote: “Companies must take a long term strategic approach to engage diverse talent. Companies must define their role in the global marketplace. The train has left the station. You may not be where you want to be with your diversity strategy, but you need to get started!”
Kathy Hannan, National Managing Partner, Diversity & Corporate Responsibility, KPMG LLP
Both in Europe and in the USA there seems to be a movement away from Equal Opportunity (or in German "Chancengleichheit"),
Structural changes in the world
Worldwide trend: deregulation of labour markets
more flexible contracts
more obstacles for vulnerable groups, like women
Due to market changes and reductions in social expenditure, such as childcare, women are forced to make the choice between work or family
The majority of world saw little or no change in female unemployment rates over the period 1993 to 2003.
In South-East Asia, the unemployment rate of women increased by more than two percent (from 4.7% to 6.9%).
One of the biggest difficulties is the finding of a job for young women (15-24year)
Being female and young can represent a double source of discrimination
Solutions offered by the social system
Jobs of women remain unregulated and unstable.
Women workers are systematically denied their rights to regular pay and regular working hours, equal pay for equal work, permanent contracts, safe and non-hazardous work environments and freedom of association.
Also sexual harassment in the workplace, and workplace-related sexual violence are big threats
Example: women are sometimes forced into sexual relations or forced into pregnancy tests as a pre-condition for employment
ILRF's (=International Labour Rights Forum)
Rights for Working Women (RFWW) campaign against the problem of sexual harassment and violence in the workplace.
The EC (= European Comission) was a major catalyst in the generation and extension of national sex equality laws
The future development of EC sex equality policies is uncertain.
Why? = ‘Mainstreaming’ is an important development, but the success of it depends on the policy-makers and their willingness to consider the gender dimension of policy options.
The provisions of the Amsterdam Treaty relating to sex equality may prove important in this respect.
Major differences between men and women
• Communication skills & body language
are generally better able to process words and to use language than
provided that all other factors are constant.
pay special attention to words, read in between lines and can notice the body language of people along with their facial expressions in a much better way than
Sharing vs. problem solving
in general are more independent than
. They even prefer to solve their problems alone without talking about them.
on the other hand become distressed if they didn't share their problems with their friends even if their friends weren't able to provide solutions.
are more in touch with their feelings and are better at expressing their emotions. This makes women better at connecting with others, but unfortunately also more prone to different types of depression.
Aggression vs diplomacy
are biologically wired to avoid conflict.
are much more aggressive in general. A typical
would try to avoid conflict and maintain peace while a typical
will hardly back off if someone threatened or challenged him.
Logical thinking vs. emotional thinking
in general can take decisions without being emotionally affected that much while
in general take into consideration other factors that are related to emotions that most
The inferior-parietal lobule, which controls numerical brain function, is larger in
. On standardized tests,
often score higher on mathematical tests than
When faced with stressful situations,
usually employ ‘fight or flight’ tactics, while
use a ‘tend or befriend’ response that is rooted in their natural instincts for caring for their children and establishing strong group bonds.
The external influences that latter affect the development of their personalities some
override initial programming and act against their nature.
Should women act as men at work to get promoted?
Acting like a men or just being aggressive?
Women force themselves to "act like men", but they do so to such a degree that they come across as "bossy" and over-aggressive in situations, the same situations their male counterparts will not.
Men’s self-confidence is financially rewarding.
Article in The New Yorker revealed that only 7 percent of women negotiate their salaries up front when entering a new position…compared to 57 percent of men
Researchers from several business schools, including Columbia University Business School suggest that one of the reasons for the shortage of women in high-level corporate positions is that they just don’t exaggerate their accomplishments enough
It does not pay to be nice.
'Alpha females' earn £40,000 more in their lifetime
Senior partner of the Academy Leadership Associates - Professor Nicolson:
"It's almost like women feel that they must 'act like a man' and overly develop traits often more associated with power-hungry city traders.
This notion drives women away from a healthy assertiveness into emulating more aggressive male models."
Acting like a men or just being aggressive?
It is thought that while such traits (self-confidence, assertiveness) are highly-prized in men, go-getting women are penalised for not being feminine enough and are seen as less likeable.
Act like a lady !
Independent, persistent, running the large companies or holding the important positions.
Christine Lagarde - Managing Director, International Monetary Fund
She’s a passionate defender of women’s equality, even superiority, when it comes to management skills and common sense, and plans to introduce more gender diversity at the IMF, until now a notorious boys’ club.
"I hate to say there are female and male ways of dealing with power, because I think each of us has a male and a female part. But based on my own experience, women will tend to be more inclusive, to reach out more, to care a little more."
Margaret Thatcher - "The Iron Lady"
"Margaret Thatcher exhibited certain personality traits in her political persona such as aggressiveness self-confidence, dominance pragmatism ambition and a strong moral belief of how things should be." Klenke (1996)
Anna Wintour - Editor-in-Chief, Vogue,
Wintour’s success stems from a balance of stereotypical masculine strength and feminine beauty
She intimidates men and women alike due to her ice-queen exterior.
"I don't like people who'll say yes to everything I might bring up. I want people who can argue, and disagree, and have a point of view that's reflected in the magazine. My dad believed in the cult of personality. He brought great writers and columnists to the Standard. I try to do that here, too."
Is gender equality possible?
It is against the nature?
Women don't want to be equal but have more privileges?
True gender equality is about giving both genders a chance to be themselves, not about homogenizing the human race.?
It's more about human rights not equality
Does "gender diversity" influence on companies ?
Does "gender diversity"
influence on companies ?