Gender Diversity and Diversity Management in Business Organizations

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
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LEADERSHIP AND MANAGEMENT1
Introduction
The given paper is primarily based on the theme of gender diversity. In the concern of
understanding the aspect of the same, the paper is focused on reviewing the two articles
named Toward Gender Diversity on Corporate Boards: Evaluating Government Quotas
(EU) Versus Shareholder Resolutions (US) from the Perspective of Third Wave Feminism
and The Paradox of Diversity Initiatives: When Organizational Needs Differ from
Employee Preferences. The paper in the concern of reviewing the above-mentioned articles
investigates the strengths as well as the weakness of the same which helps the readers to
determine the importance and factors of diversity management
Review of Article 1
The article The Paradox of Diversity Initiatives: When Organisational Needs Differ
from Employee Preferences, based on the viewpoint of Windscheid et al. (2017), it is
examined that fostering the synergy of a diversified workplace with regards to the factor of
gender diversity has turned out to be a significant challenge for the business organisations in
the modern corporate world. Notwithstanding the fact that various forms of actions have been
aiming at the achievement of the gender equality in the productive business organisations, the
female population has still been under-represented in the position of upper management in
several nations all across the globe. The mentioned article in this connection has fostered the
perceived effectiveness that lies in the aspect of understanding the initiatives related to the
gender equality scenario. Thus, Windscheid et al. (2017), had proposed the statement that
different kinds of actions taken for the aspect of diversity management bring different
interpretations of the counterfactuals. These counterfactuals are known to impact the pursuit
intention of the people towards the synergy of diversity management in productive business
entities.

LEADERSHIP AND MANAGEMENT2
Review of Article 2
In the article named Toward Gender Diversity on Corporate Boards: Evaluating
Government Quotas (EU) Versus Shareholder Resolutions (US) from the Perspective of
Third Wave Feminism, Dobson, Hensley and Rastad (2018), states that the issues connected
to the aspect of gender equality have been into force since the late 1960s. However, the
synergy of female involvement in the concern of general workforce, politics profession as
well as law has significantly increased since then, but the participation of women in one area
has remained noticeably smaller, and the same is determined to be the platform of the
business department. The article critically provided the example of the nations such as the
US, UK and the US were only less than 5% of the positions concerned to the level of senior
management is held by the women population. In this consideration, the article suggests that
the evaluation of the relative success of the approaches towards the aspect of gender diversity
would need valuable policy implications. The article critically states the philosophy of the
feminism factor, which is determined to be vast as well as nuanced. In this concern, it was
noted that the history related to the consideration of feminism as well as the scholarship of
feminist has always included a diversity of interpretations in understanding what feminism is.
Strengths and Weakness of Article 1
The first article described herein the report significantly explains the paradox of the
diversity management strategies by the help of stating the discrepancies that exist between
the thought-process of the individuals acknowledging the practical adaptation of gender-
balanced aspects by the organisations and the individuals who perceive the same as attractive
attributes of an organisation (Windscheid et al. 2017). Thus, the article critically exemplifies
the evidence related to the existing synergy of the identity conscious in the concern of
implementing the diversity strategies that are perceived as the effective ones. Moreover, the