Importance of Gender Diversity in the Workforce

This article discusses the importance of having a diverse workforce in terms of gender and the possible issues and barriers women face in taking on managerial roles. It also explores how HRM can ensure organizations respond to these issues and promote women's advancement in managerial roles.

Human Resource
Management

MAIN BODY...........................................................................................................................................3
Why it is important to have diverse workforce in terms of gender......................................................3
What are the possible issues or barriers for women’s to take managerial roles..................................4
How does HRM ensure organisation respond to these issues in order to advance women managerial
role........................................................................................................................................................4
REFERENCES.........................................................................................................................................6

MAIN BODY
Why it is important to have diverse workforce in terms of gender
Diversity refers to the existence of variation of different characteristics within group of
people. Moreover, these characteristics can anything which make individual unique such as skills,
personality traits as well as things also which shape individual identity like race, age, gender, religion,
sexual orientation, cultural background and so on. It is essential for an business firm to have different
characteristic staff members because it provide assistance in accomplishing goals and objectives
within effective manner (Stone, Neely and Lengnick-Hall, 2018). In addition to this, diversity not only
means employees as men’s within different characteristics but it is important to have women’s also as
employees within company. Moreover, diversify workforce foster mutual respect within staff
members. Whether employees work in group or team comprises of co-workers with variety of
working style, disabilities or who represent different culture or generation. Along with this, providing
employment opportunities to every people result in reduce unemployment ratio which is essential for
economy as well as it also provide assistance in development of economic condition. Thus, it is
essential to the diverse workforce in term of gender. Explanation of these are as follows :-
 Both men as well as women have different point of views, ideas, market insights which
provide assistance to organisation in solving issues in effective manner. Ultimately lead to
superior performance at business unit level.
 In addition to this, gender diverse workforce help organisation in easier access to the resources
like source of credit, industry knowledge at wide level, multiple sources of information and
many more (Guerci and Carollo, 2016). Along with this, it also allows business firm to serve
an enhancing diverse customer base.
 Most important is the gender diversity in company provide assistance in attracting and
retaining talented women’s. This is especially relevant as more women join the labour force
around the world. Companies cannot afford to ignore 50% of the potential workforce and
expect to be competitive in the global economy.
 Moreover, diverse workforce mainly in gender gives positive impact on the brand image
within business environment. Such practices result in increasing customer base, profitability of
company as well as revenue. In addition to this, women’s always have some creative ideas
which generally male staff members don’t have. Thus, such creative thoughts brings
opportunity for company which result in enhancing their productivity as well as making
customers satisfy in more effective manner(Yong and et. al., 2019).

Thus, for a business firm of any sector it is important to have diverse workforce because it will
provide them assistance in serving customers within more effective manner as well as also in
accomplishing goals and objectives in appropriate manner.
What are the possible issues or barriers for women’s to take managerial roles
Managerial role are specific behaviours which is related with task of management. Within
an business firm managerial role includes planning, organising, controlling, leading and developing
staff members. It is important for staff members who are working within an organisation to perform
their role in appropriate manner because mistake within such activities give negative impact on image
on company. In organisation women’s face several issues while performing managerial roles.
Explanation of these are as follows :-
 Business environment is dynamic in nature within this several modification take place which
require taking risk (Bohlouli And et. al., 2017). But women’s are not risk taking in nature as
they face several challenges while taking managerial decisions. Without taking risk it will not
easy for company to gain success. As it has been said by different authors that managers are
the risk taker so it is important for individual to take risk while performing managerial roles
because without this success will be not easy to gain.
 In comparison of men’s, women’s are paid less within organisation which also becomes issue
for them and work as barrier is performing managerial roles. Because it will decrease their
morale which directly reflect within their working. Moreover, wages differentiation by
performing same work is unethical practices as well as government bodies has introduce equal
wages act in against of this.
 Another major issue facing by women in performing their job role within organisation is that
while decision making process women's are not involved within organisation. Such type of
practices result and negative impact on the behaviour of moments as they feel they are not
valuable for organisation which reduce their productivity as well as down their moral.
From the above discussed issue it has been identified there are several issues facing by women
within an organisation which directly impact on their role in company. Apart from this, it not only
impact their job but also their personal life as they feel in equal in several areas (Chams and García-
Blandón, 2019). Moreover, for an business firm it is important to take major steps in relation of this so
that day to day activities will conduct in effective manner and organisation goals will also
accomplished.

How does HRM ensure organisation respond to these issues in order to advance women
managerial role
Human resource management involves major function of an organisation such as planning,
organising, directing, controlling and many other. HRM as an division within business firm handles
each and every aspects related to staff members as well as have several functions such as HR
planning, recruitment and conducting job interviews, selection of human resources, training,
appraising the performance of employees, deciding compensation and providing benefits, motivating
employees, maintaining proper relations with employees and their trade unions, ensuring employees
safety, welfare and healthy measures in compliance with labour laws of the land and many more. An
organisation an diverse workforce which includes women’s also (Rothenberg, Hull and Tang, 2017).
While performing managerial roles several issues faced by them. In simple terms it can be said that
human resource is important division of an organisation which provide assistance in conducting
overall activities of company in effective as well as efficient manner. In relation to this, it is
responsibility of HRM division within organisation to resolve such issues by taking major steps. As
one of the major issues is that women’s are not risk taking in nature so it is important for company to
provide the appropriate training and development session which will help in developing risk taking
nature. Because without risk there will be less chances of success in business environment.
It is important for organisation to resolve the issues women are facing within the company
because it may not only give negative impact on their productivity but also decrease their brand image
within business environment (Lee and et. al., 2019). In simple term it can be said that, resolving issues
result in enhancing productivity as well as accomplishing organisational goals within required
duration. Now a day’s people are working more towards women empowerment but still females are
facing issues while working in an organisation then it will give negative impact on brand image within
market area. Another major issue which female employees are facing is related to unequal pay as they
are doing same work like males but wages or salaries paid to them is low in comparison of men's.
Such practices will reduce their moral that will have direct negative impact on the organisation and
may also delay in accomplishing goals and objectives. So it is important for and business form to take
major action in relation of this and have to provide equal wages to every employee according to their
job roles and working hour (Zehir And et. al., 2016). Apart from this, within and business organisation
several decisions are taken place and such practices implemented by superior of organisation that they
don't involve women’s in decision making procedure. As they think that they are not capable of taking
any decision for the benefit of company which is wrong. It give totally negative impact on mind of
females working within an organisation as they feel they are not valuable for business firm. This result
in in high turnover ratio of females within company to overcome with such issues it is important for

organisation to involve women’s also in decision making procedure as it will build their moral and
they will feel valuable for the company.
So, it is important for an business firm to resolve the issues facing by their employees in
appropriate manner because it may result in reducing productivity that will have direct negative
impact on accomplishing goals and objectives of organisation within required time period.
Furthermore, human resource management is important part of an organisation as it provides
assistance in conducting day to day operations within more effective manner (Pham, Tučková and
Jabbour, 2019). These activities as recruiting, selecting, inducting employees, providing orientation,
imparting training and development, appraising the performance of employees, deciding
compensation and providing benefits etc.. Moreover, it is essential for an business firm to have diverse
workforce specially they have to employ women’s also. Because there are several skills which
founded in women’s instead of men’s. Apart from this, there are several issues which faced by
women’s while performing managerial role and every have some solution to overcome with these that
an organisation will take.

REFERENCES
Books and Journals
Yong, J. Y. and et. al., 2019. Nexus between green intellectual capital and green human resource
management. Journal of cleaner production, 215, pp.364-374.
Stone, C. B., Neely, A. R. and Lengnick-Hall, M. L., 2018. Human resource management in the
digital age: Big data, HR analytics and artificial intelligence. In Management and technological
challenges in the digital age (pp. 13-42). CRC Press.
Pham, N. T., Tučková, Z. and Jabbour, C. J. C., 2019. Greening the hospitality industry: How do
green human resource management practices influence organizational citizenship behavior in
hotels? A mixed-methods study. Tourism Management, 72, pp.386-399.
Rothenberg, S., Hull, C. E. and Tang, Z., 2017. The impact of human resource management on
corporate social performance strengths and concerns. Business & Society, 56(3), pp.391-418.
Bohlouli, M. And et. al., 2017. Competence assessment as an expert system for human resource
management: A mathematical approach. Expert Systems with Applications, 70, pp.83-102.
Guerci, M. and Carollo, L., 2016. A paradox view on green human resource management: Insights
from the Italian context. The International Journal of Human Resource Management, 27(2),
pp.212-238.
Chams, N. and García-Blandón, J., 2019. On the importance of sustainable human resource
management for the adoption of sustainable development goals. Resources, Conservation and
Recycling, 141, pp.109-122.
Lee, H. W. and et. al., 2019. Effects of human resource management systems on employee proactivity
and group innovation. Journal of Management, 45(2), pp.819-846.
Zehir, C. And et. al., 2016. Strategic human resource management and firm performance: The
mediating role of entrepreneurial orientation. Procedia-Social and Behavioral Sciences, 235,
pp.372-381.