Essay about Catalyst for Women in Financial Services

Achieving consistent practices across the staff team, will help to reduce the likelihood of discrimination, workers challenge poor practice and record and report any concerns. The organisational culture should be: to never accept poor practice and ensure all staff are trained and knowledgeable on the subjects of equality and inclusion, leading to a more open accessible and inclusive service that demonstrates values and qualities that promote inclusion.

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

It is so sad to read at how many of these treaties were promised to the people that turned out to not be fulfilled. Wanted to trust those same people who didn’t keep their promises that would be extremely difficult to do. The Ghost Dance religion was something that many of the chiefs were interesting it taking part in. Little did they know the trouble that it was going to cause in the future. In which eventually lead to the Battle of Wounded Kneee. Your presentation was very informative and the picture you use added to the information that was presented.

• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change,

The organizations where I work promote equality, diversity and inclusion in both policy and practice. Staffs should regularly be reminded the importance of equality, diversity and inclusion in day to day practice. Staff should respect the choice, preference, ethnicity, origin, rights, and wishes of service users. Care staff should be allocated to service user to make sure that

In the 1800’s a women was suppose to have four things Piety, Purity, submissiveness, and domesticity. These principles shaped the “Cult of True Womanhood” an idea that women were to be seen but not heard. Women had no say when it came to politics, they couldn’t own property, they were not allowed to do many jobs, and they couldn’t even speak in front of men. They had the duty to be a mother and raise their children but even thought they had this responsibility it was the husband who had the complete control and guardianship of the children. Because of these ideas it was very difficult for change to happen. When women started to receive more education they began to ask questions about why they were being denied these rights, which began the

Promotion and pay gap are the main concerns in gender discrimination. Many studies in the past and present have shown that women do not get promoted as fast as

1. 1 Legal and organizational requirements on equality, diversity, discrimination, rights , confidentiality and sharing of information in relation to managing and developing yourself and your workforce

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

Gender inequality plays a critical role when it comes to social progress. As a woman,

The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.

The sight of a working woman today is not something that causes one to look twice. However, this was not always the case. It was a long struggle for women to get to where they are today, and there is still a long way to go. There were a few momentous occasions throughout history that caused a shift in the way women were viewed as workers, such as the need for workers during World War II, the Equal Pay Act, and the appointment of Sandra Day O’Connor to the Supreme Court. Women have made great strides in integrating themselves into the workforce alongside men and continue to do so today.

Gender in Management: An International Journal Vol. 26 No. 3, 2011 pp. 220-233 q Emerald Group Publishing Limited 1754-2413 DOI 10.1108/17542411111130981

The business world today is competitive. It's full of fierce, educated, and motivated people. For some people it's tough to rise to the top and for some people it comes much easier. It's not always about hard work! One might ask for a map to the yellow brick road, but few people are ever provided with it. Most people are stuck in an ocean making calculated guesses as to how they can reach land. Which route is the best? How much school is enough? How many certificates of accreditation is enough? How much work experience is enough? All of us ask these questions attempting to navigate our ships in a competitive world were only a few individuals ever get to their targeted career position. How many of those in leadership positions are women?

Based on a recent report from the ILO (International Labour Organisation), more females are engaged in work today than ever in the past. Despite a significant improvement in the involvement of females in the labour force with equal experience and qualification level as males, female workers still face the glass ceiling and a number of challenges in career development (McGraw 2011). Family responsibilities, career interruptions and gender relatated differences in work experiences have attemped to justify the lower levels of female career progression (Hakim, 2002). Female workers still find that they are differentially treated in terms of career development than their male co-workers (Lyons and Smith 2008) moreover, they still being discriminated in workplace (Bell et al.2002). Metz (2009) critisises the common perception that educated and expereinced women cannot fully contribute to their organisations because their main focus is the family care responsibilities. The gaps in exsisting literature encourage to produce this research proposal. Although mentioned issues continue to be important factors preventing women from success in their careers, this study shows the urgency for continous researching that would draw a greater image of career progression of females in a small size organisation. Female career progression is a common issue at the present, therefore it is