Hiring And Retention Of Women

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

When applying for a job, women have been turned down because “even though they have fantastic qualifications, the longtime clients of the company are more comfortable handling men” (2015, para. 4). Women get turned down for reasons other than qualifications, showing how discrimination is a large factor in the job searching process. Men on the other hand, are rarely turned down for jobs because of their sex. This skewed job application process causes a snowball effect into the rest of the workforce. All of this ends up bringing different industries for male and females. Some sectors of work are male dominated, while others are female dominated. According to the Catalyst knowledge center, the most male dominated sectors of employment are brickmasons and stonemasons with men taking 99.9% of that field. The most female dominated sector of employment are secretaries and administrative assistants with 95.3% of women taking that field (2015, para. 11-12). Male and female based industries tend to have trends with them. The male based industries are more physical labor and construction type jobs, where women dominate the assistant and the secretary sector of the workforce. This segregation of genders into different workforces is why it is hard for women to seek employment in “male dominated industries”. Next, it leads us into the third and final snowball effect. In general throughout the U.S, women do not get equal

"In 1950 about one in three women participated in the labor force. By 1998, nearly three of every five women of working age were in the labor force" (Heatherfield, n.d., para. 4). In 2008, the U.S. Department of labor estimates that women will make up 48% of the workforce (Heatherfield, n.d., para. 6). As the number of women in the workforce rises so do the numbers of women who hold higher titles such as Chairman, CEO, Vice Chairman, President, Chief Operating Officer, Senior Vice President, and Executive Vice President. This number has increased from 7.3% in 2000 to 9.9% in 2002 (Diversity statistics, 2006).

At the beginning of my senior year, my former Integrated Business teacher presented me with an opportunity to be the president of her newly founded organization, Females in Information Technology, since she firmly confided in my leadership capabilities. Despite my previous years of being timid, I accepted her invitation to be president because I was inspired to be apart of such an extraordinary organization which promotes gender diversity in the information technology field. For many years, there has been gender disparity within this field of study. Unfortunately, women do not pursue information

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

In today's world women are perceived in the workforce as either less qualified or arrogant uptight. "Approximately 40 percent of students in elite business schools are female, and it is particularly difficult for them to move up the career ladder. A study by the nonprofit organization Catalyst in 60 U.S. top companies indicates that among 500 directors there is not a single woman" (Sinitsa). From an article "Man's world refuses to take women seriously, even in 21st century" we are shown that more than Half of the female talent is are wasted. To allow the female population to grow will be beneficial that will slow the society to grow an advance. Women can be a perfect candidate in the workforce just as well as any

Ullman puts her argument within the context of computer science, particularly in the field of computer programming. She notes that, in the deep and technical aspects of computer programming, women are “nearly alone, outsiders in a culture that [is] sometimes boyishly puerile, sometimes rigorously hierarchical, occasionally friendly and welcoming” (Ullman 728). In other words, Ullman observes that there is a stark disparity between men and women as far as actual employment in computer programming is concerned. For Ullman, the disparity extends to other

Gender diversity is the proportion of women to men in any particular workplace or team (gender diversity). It can range from a department to the board of directors. Women bring trustworthiness and legitimacy to work teams (gender diversity). For Target, having women employees in all areas of the organization, whether cashier or executive, reaches out to female consumers and stakeholders to invest and shop there. Within the corporate culture, having a women 's perspective is essential to, not only profits but, the environment where consumers shop (gender diversity).

The increased need for more workers has led to less sexist decisions and more decisions being base off of qualifications. “As a result... women's share is supposed to increase from 46.4 to 46.8 percent,” Source A (Zupek). This source state that the amount of men and women in the workplace may soon be equal. A contrary justification would be that certain genders have specific qualities and their careers should pertain to that. Well, this argument can be easily disproved. Anyone can have any characteristic. Even men can have feminine

In the 21st Century the number of women enrolling in higher education institutions is surpassing the numbers of men enrolled. The graduation rates of women from high school and higher education are most often higher than for men. The number of women graduates from most professional occupations, including higher paying medicine, law and business, will exceed the number of men graduates in the near future. In numerous occupational areas with a majority of women graduates, salaries already surpass salaries in occupational areas with a majority of men graduates.

This skewed representation has raised many alarms in outside circles on why the tech industry deals with such uniformity. In the show Silicon Valley this stereotype of women not being leaders is subtly perpetuated throughout the series. In episode one we are introduced to two companies that are competing against each other. The first company is Hooli incorporated which has a male CEO, looking closely in the boardroom the only gender represented is male, however the only females present in the office are the female secretaries. The same uniformity is present in the competing firm, male CEO, male president, male board members, and female secretary. Throughout the entire first season not one woman holds a position in leadership, and when we are introduced to a female character she usually holds a position working as an assistant to one of the male characters. Silicon Valley deals with the issue of not injecting women into higher power position, unfortunately many of these stereotypes are found in many industries around the world. The portrayal of women as being incapable of being good leaders leads to a male dominated managerial system. A study conducted by the Wall Street Journal finds that “Only ten percent of directors at Silicon Valley are women.” (Wells 2) this glass ceiling keeps women from reaching position that they are fully qualified for, just because they are perceived to be ineffective

The earning gap between men and women is slowly closing in part because of women 's educational attainment. “Organizations run by women perform better, and not just a little bit,” she says. “The same thing goes for companies that have diverse leadership.” (Carter, 2013). The U.S. Bureau of Labor Statistics projects that most of the 30 fastest-growing occupations through 2020 are in female-dominated fields, such as health care, child care and education and as the baby boom generation ages, the need for home-health and personal-care aides is expected to grow by 70 percent by 2020, creating an estimated 1.3 million additional jobs for women. In conclusion, the article ends on a positive note. In spite of all the challenges that women face in the workforce, that ultimately they will not only continue persevere in their fight for equality, but excel in the coming decades.

When looking at the statistics of women in the workforce, there are 57% of women working in professional occupations and only 25% of women working in computing occupations (Ashcraft et al. 2016). In addition, fewer women hold positions in software development or technological leadership. Therefore, men tend to be the prime community working on future innovations. From 1980 to 2010, 88% of all information technology patents are from male-only teams while women-only teams hold 2% of the patents (Ashcraft et al., 2016). In addition to women being underrepresented in leadership roles, it was also found that women made 61% less than men. This means that women have to work an extra five months to make the same amount as men in the same job and company (Aragon and Ashbaugh, 2015). After Damore’s memo came out, it upset many women working at Google. Lauren, a Google product designer whose last name was not included, argues that while Damore’s memo sparked important conversations within Google, it felt as an attack on powerful women (Kovach, 2017). Regarding Damore’s firing, Lauren explains, “If we don’t fire him, what message does that send to all women in Google? That it’s acceptable to alienate all the women at Google and say that they don’t deserve to be here?” (Kovach,

For my research question I will be asking: “How is America making progress on gender equity?” Fundamentally, I believe that women are still misrepresented, and are still facing many challenges in the workplace, especially in the business world. The gender stereotypes play a considerable role in the way the society sees women as leaders. However, it will be judicious to consider the small but noticeable changes that have been made over the past years concerning gender equality in the American workplace.

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?