1. Introduction:
Over the last few years, corporations and their successes across the world brought advantages in terms of innovative challenges of managing the workforce. The more woman participating in the workforce in terms of gender diversity has accelerated in the developed countries. Gender Diversity is divided into the importance of Gender Diversity Management that means why it is important in general and in context of Europe; how Gender Diversity should be managed in the workplace; and what are the benefits for an organization in terms of its overall performance. Organizations pursue workforce diversity as a competitive advantage so that they could attract, retain and encourage the contribution from a diverse population of employees …show more content…
Many companies are glad for having a diverse workforce which is made by people with many characteristics and experiences. Some of the characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that constitutes diversity can broaden its skill base and become more competitive and innovative. Therefore, workforce diversity management brings with it a number of issues and challenges. According to Griggs, diversity is classified into primary and secondary dimensions. Primary dimensions of diversity are those human differences that are there from when we born and constitutes an important role on our socialization and have an ongoing impact throughout our lives. The six primary dimensions include age, ethnicity gender, physical abilities/qualities or race that influence on how we view the world. The secondary dimensions of diversity are those that can be changed but are not limited to, educational background, geographic location, income, marital status, military experience, religious beliefs, and work experience …show more content…
The Importance of Gender Diversity Management in general and in context of Europe:
Achieving gender diversity within organizations brings many benefits to companies that leads to increased long term profits. The most important benefits are:
Increased financial performance
Diversity workforce in companies is going on higher percentages, studies have shown that higher diversity is expected to bring higher returns. Indeed, diversity is now seen such as “competitive differentiator” that brings an effective shift in the market share of a company to more diverse as time goes by. Specifically presented, thanks to McKinsey’s examinations, it was found that companies that allow for gender diversity within the workplace are 15% more inclined to experience higher financial outcomes that they are comparing with the national industry medians.
Moreover, a study guided by the British Columbia University proves that women on boards help companies to end up better M&A deals, reducing their costs by 15.4%.
Attraction and Retention of Diversity-Sensible Talents
Gender diversity, that promotes its value proposition that companies are more likely to attract talented people that are more logical to the problem and take into consideration gender equality policies when considering different
Over the last few years, corporations and their successes across the world brought advantages in terms of innovative challenges of managing the workforce. The more woman participating in the workforce in terms of gender diversity has accelerated in the developed countries. Gender Diversity is divided into the importance of Gender Diversity Management that means why it is important in general and in context of Europe; how Gender Diversity should be managed in the workplace; and what are the benefits for an organization in terms of its overall performance. Organizations pursue workforce diversity as a competitive advantage so that they could attract, retain and encourage the contribution from a diverse population of employees …show more content…
Many companies are glad for having a diverse workforce which is made by people with many characteristics and experiences. Some of the characteristics of workforce diversity include race, ethnicity, gender, age, religion, ability, and sexual orientation. A company that constitutes diversity can broaden its skill base and become more competitive and innovative. Therefore, workforce diversity management brings with it a number of issues and challenges. According to Griggs, diversity is classified into primary and secondary dimensions. Primary dimensions of diversity are those human differences that are there from when we born and constitutes an important role on our socialization and have an ongoing impact throughout our lives. The six primary dimensions include age, ethnicity gender, physical abilities/qualities or race that influence on how we view the world. The secondary dimensions of diversity are those that can be changed but are not limited to, educational background, geographic location, income, marital status, military experience, religious beliefs, and work experience …show more content…
The Importance of Gender Diversity Management in general and in context of Europe:
Achieving gender diversity within organizations brings many benefits to companies that leads to increased long term profits. The most important benefits are:
Increased financial performance
Diversity workforce in companies is going on higher percentages, studies have shown that higher diversity is expected to bring higher returns. Indeed, diversity is now seen such as “competitive differentiator” that brings an effective shift in the market share of a company to more diverse as time goes by. Specifically presented, thanks to McKinsey’s examinations, it was found that companies that allow for gender diversity within the workplace are 15% more inclined to experience higher financial outcomes that they are comparing with the national industry medians.
Moreover, a study guided by the British Columbia University proves that women on boards help companies to end up better M&A deals, reducing their costs by 15.4%.
Attraction and Retention of Diversity-Sensible Talents
Gender diversity, that promotes its value proposition that companies are more likely to attract talented people that are more logical to the problem and take into consideration gender equality policies when considering different