Comparative analysis of employee diversity

Leadership 1
Leadership and Management

Leadership 2
Comparative analysis of employee diversity
Summary of the articles
This analysis based on employee diversity. Two-journal articles compared as per the employee
diversity in the organization. The employee diversity in the workplace provides various
advantages to the organization and helps to increase the productivity of the organization. The
management of diversity in the workplace is essential for the overall business. However, the
proper advantages related to workplace diversity are not recognized properly. However, the
recent journals like Towards Gender Diversity on Corporate Boards: Evaluating Government
Quotas versus Shareholder Resolutions from the third wave feminism (Dobson et al., 2017) and
The Paradox of Diversity Initiatives: When organizational Needs Differ from Employee
Preferences (Windscheid et al., 2015) defines about the various points regarding the diversity in
the organization and the diversity in the corporate sector. This journal describes the diversity in
the workplace. As per the research, it has been analyzed that conscious initiatives are more
effective as compared to the identity of blind initiatives. This is the reason that increases women
power in management activities. There is a good relationship between the type of diversity and
pursuit intentions. As this gives the impact on the individual’s perceptions and affects the overall
concept of gender diversity. The diversity gives a negative impact on organizational growth and
reduces the several preferences of organizational diversity. The balancing of gender diversity
gives various advantages to the business and improves the skills of female employers. There are
various practices used by the business organization to increase female employment as per the
upper management propositions. As per the article, most of the companies support through the
targeted initiatives. The various initiatives are provided to the women to maintain their value in
the management process. By this process, the women increase their skills, which are required in
the betterment of the organization. By these skills, the leadership qualities also improved in the
women employers and manage all the leadership problems occurred in the organizational
management. The balance in employment is also maintained by the better skills of women
employers. The diversity is linked to the performance of the organizations as well as the overall
business. The management of diversity maintains the productivity and profitability of the
organization. Diversity is the main part that plays a role in the strategic plan and improves the
overall strategic management of the organization. As per the above journals, it is easily

Leadership 3
determined the value of feminism in the workplace which changes the overall position of the
organization in the market and it creates several opportunities for the business. The female
employees are responsible for the particular development of the organization and achieve all the
better outcomes for the business. The several leadership propositions also affected by the
diversity in the genders. The article defines that several human resource practices used in the
management of organizational diversity. The human resource strategies are very essential for the
proper management of diversity and to increase the organization values in the business market.
Discussion of author’s ideas
Dobson et al., (2017) acknowledge the gender diversity in the corporate brands. As per the
article, in the last few years, the EU and the US uses various process and agendas regarding
gender diversity. The gender diversity process gives various side effects to the corporate sector
and the quotas cannot achieve success in the process of promoting gender diversity. This journal
includes the definition of the expansion of the Quota and uses the US shareholder proposals in
the improvement of gender diversity in corporate brands. This article concludes that as compared
to the quotas, the EU works on removing the hurdles of regulatory relate to the shareholder
democracy. The several issues of gender inequality arise in western societies. Nowadays, female
involvement increased in the general workforce. The economy sectors also affected due to
female involvement. This paper mainly focuses on the position of power and influence in the
business relates to female gender diversity. The shareholder resolutions also affected due to
female gender diversity. This paper defines the shareholder resolutions in the context of gender
diversity. The overall corporate brand affected due to the diversity and several problems
increased in the business process. As per the article, several concerns arise in the process of
European gender quotas. This process effects on the women personal and professional process.
The EU shareholder faces many problems due to the diversity among the employees in the
corporate brands.
Therefore, it is essential to maintain the gender diversity in corporate brands for better
professionalism. It is the most important part of the organizational performance and other factors
related to the business. Windsheid et al., (2015), describes the paradox of diversity initiatives
based on employee preferences. Most of the countries facing the gender diversity in the business
as the women's underrepresented in the process of management. Therefore, for managing the