Importance of Women Appointment in Boardrooms

This essay discusses the importance of appointment and participation of women inside the boardrooms in the cultural background of the corporate sector. It explores the gender inequality prevailing in the corporate sector in terms of profiles, wages, and opportunities, and highlights the benefits of women inclusion in the boardrooms.

CAUSE AND EFFECT ESSAY

TABLE OF CONTENTS
TOPIC: Business and Society..........................................................................................................1
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

TOPIC: Business and Society
INTRODUCTION
Background Statement: Today’s business society is dominant by privatization due to advent of
open economy and technological advancements with the lack of diversifications in the white
collared jobs at global level. Women are seen as nurturers but their contributions in boardrooms
are still in question with their skills. In statistically speaking terms, it has been found that women
are more educated (MBA: 19% versus 7%) and that too from esteemed universities (21% versus
12%) as compared with their male counterparts (WOMEN ARE NOT NECESSARY IN THE
BOARDROOM, 2015).
Thesis Statement: To understand the importance of appointment and participation of women
inside the boardrooms in the cultural background of the corporate sector.
MAIN BODY
There are mainly three points to be explained here to understand the gender inequality prevailed
in the corporate sector in terms of their profiles, wages and opportunities.
Lack of women’s appointment is due to the dominance of patriarchal perception in all over the
world. It’s a general concept in the business world that different people from different
backgrounds and ages have the ability to provide good recommendations on the basis of their
experience, qualification etc. Along with this, the diversified composition would assist in
increasing the talent pool to expand the business horizons in efficient manner. It is better to have
more people on teams for demonstrating an understanding and skills that are required for
conducting the functional expertise in competition of projects in the fulfilling ways.
Additionally, it is a known fact that woman is the home maker and has the ability to know the
pros and cons for her family. Thus, it must be emphasis that this social conditioning is required
in the professional work-front for women to cohort the propositions attached with their presence.
The major effect for appointment can be described by the factual statements regarding the studies
conducted in order to evaluate women performance with respect to brainstorming, complex
problem-solving and decision-making. With these results, it was confirmed that any group's
performance based on the collective intelligence could be analyzed and would further be
reinforced by the inclusive participation by women in the office with putting their enhanced
capacity for intuitiveness with listening abilities and collaborative skills.
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Figure 1. Report on overall appointment for United Kingdom, 2017
(Source: Women in the boardroom: A global perspective, 2017)
There is a necessity for women inclusion in the boardrooms due to the broadening of overall
performance to achieve higher sustainability in the global competitive marketplaces. They give a
cross functional angle to any project’s designing details. It’s been a notion, believed by many
researchers that women are effective in dealing with any risk management and are more clam in
combating the situations. As a consequence, it will accelerate in the growth and sales volume of
the companies in leaps and bounds. Moreover, almost seventy percent of business decisions in
context of risk management, purchasing or any strategic dealing, are taken by women in the
European part of the world, whereas eighty percent women from USA have contributed in such
decision making to impact the complete outlook and approachability with respect to project’s
deadlines and attainment in the most organic way.
Gender equality must be promoted in the boardrooms as a consequence to understand women
appointment. There is a study conducted in recent times which at as one of the causes that
emphasized on a woman’s ability to be aware of other women and their day to day activities, this
resulting in more clear and transparent channel for overcoming the barriers in substantial order.
In the year 2009, Fortune-500 stated that due to the number of women directors in the
boardrooms, it led to exponential 42 percent of higher return on sales with a 53 percent of return
on equity that led to the fact about their contribution in the company’s growth and progression is
indescribable. This issue has plagued the organizational structures in more profound manner
because of the behavioral approaches and static mentality that women are not capable to lead
teams (Adams and Ferreira, 2009).Although in recent times, with more number of women active
participations have facilitated their appointment for board room roles and responsibilities.
According to the UK’s The independent Hampton-Alexander review, which was led by Sir
Philip Hampton who is regarded as one of Britain’s most reputed bosses has challenged all FTSE
350 companies. He has led a revolutionary movement to make a definite mark of their board
members and leadership as women by the year 2020 (FTSE firms' excuses for lack of women in
boardrooms 'pitiful and patronizing', 2018).
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Figure 2. Highest Women Participation in the Top Five Sectors
(Source: Women in the boardroom: A global perspective, 2017)
CONCLUSION
It has been summarized that women appointment is necessary aspect to bring equality in
the global world and lay a foundation of progressive societal norms giving same opportunities to
all. However, it is evident that women participation is yet to be tapped to its highest level. There
has always been discussion on their inclusion in the upper management of the organization.
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REFERENCES
Books and Journals
Adams, R.B. and Ferreira, D., 2009. Women in the boardroom and their impact on governance
and performance. Journal of financial economics. 94(2). pp.291-309.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Braine, R.D. and Roodt, G., 2011. The Job Demands-Resources model as predictor of work
identity and work engagement: A comparative analysis. SA Journal of Industrial
Psychology. 37(2), pp.52-62.
Losonci, D., Demeter, K. and Jenei, I., 2011. Factors influencing employee perceptions in lean
transformations. International Journal of Production Economics. 131(1). pp.30-43.
Oludayo, O.O. and Omonijo, D.O., 2013. AN ANALYSIS OF THE EFFECTS OF SELECTED
HUMAN RESOURCE MANAGEMENT PRACTICES ON THE CORPORATE
PERFORMANCE OF A MULTINATIONAL COMPANY, WESTERN NIGER.
International Journal of Economics, Commerce and Management United Kingdom. 1(2).
pp.1-18.
Online
FTSE firms' excuses for lack of women in boardrooms 'pitiful and patronizing', 2018.
[Online].Available through:<
https://www.theguardian.com/business/2018/may/31/pitiful-views-on-women-in-
boardrooms-permeate-ftse-firms>.
Human Resource Management, 2018. [Online].Available through:<
http://www.whatishumanresource.com/human-resource-management>.
WOMEN ARE NOT NECESSARY IN THE BOARDROOM, 2015. [Online].Available through:<
https://www.managers.org.uk/insights/news/2015/december/women-are-not-necessary-
in-the-boardroom>
Women in the boardroom: A global perspective, 2017. [pdf].Available through:<
https://www2.deloitte.com/content/dam/Deloitte/cn/Documents/risk/deloitte-cn-ra-ccg-
e1-women-in-the-boardroom-a-global-perspective-fifth-edition.pdf>.
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