Presentation on People Management and Gender Equality Trends

This presentation explores the critical topic of people management with a focus on gender equality. It begins by establishing the importance of employees as a company's biggest asset and the need for balanced gender representation. The presentation highlights current trends, including the persistent disparity in higher managerial positions despite equal representation at lower levels, the increasing number of women in senior management roles globally, and the slow but positive growth in gender parity. It also addresses historical wage disparities and the increasing presence of women in decision-making bodies. Furthermore, it notes the enhanced efforts of human resource management in promoting gender equality through work-life balance initiatives and maternity leave benefits. The presentation concludes with recommendations such as restructuring the interview process, pre-planning gender diversity strategies, collaborating with stakeholders to channelize female talent, and providing comprehensive health benefits for female employees, all aimed at fostering better gender parity in the workplace. This resource is available on Desklib, a platform offering a variety of study tools and solved assignments.

PEOPLE MANAGEMENT AND GENDER
EQUALITY
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 Employees are the biggest asset for a company
and it is the responsibility of the company, also
the managers to ensure effective people’s
management (Alhejji et al. 2018)
 It is important to ensure that number of
employees within an organization is equal. The
ratio of men and women are one of the key factors
that determine the success of the company and it
leaves an impression about the underlying values
of the organization (Bolden 2016).
BACKGROUND OF THE
STUDY

CURRENT TRENDS
•According to the current data, it is estimated that the current
the disparity between men and women prevails in terms of
higher managerial position even though there are equal
representation of men and women at all lower positions (Alhejji
et al. 2018).
•It is further estimated that there is an increase in the number
of women at the global level, while the percentage was limited
to 66% in 2017 worldwide; it has gone up to the level of 75% in
2018 in senior management positions (Coles et al. 2015).

CURRENT TRENDS
•However, the picture is not so gloomy now. The gender parity has seen a
successful growth and it is interesting to see that numbers of women in
management places are seeing a higher growth (Ncube 2016).
•Secondly, in case of career advancement and wage, women have
historically paid less and this has led to their fewer expectations in this
regard.

CURRENT TRENDS
•Thirdly, there are more women at the decision making bodies and
boards than before. It is to be noted that there are lesser number of
boards with women decision makers, however the situation is
changing (Pagan 2018). There are more number of women for the
management boards which is an advantage for the company since
the decision is balanced and it takes into account the multiplicity of
issues under their management (Romani et al. 2017)
•Lastly, it is important to note that the human resource management
has enhanced their effort ensuring better gender equality by
providing extra benefit like work-life balance; maternity leave
benefits (Pagan 2018).

RECOMMENDATIONS
•Firstly, the interview process should be restructured. Questions should be
asked to the male and the female candidate in the same manner, working
hours should not be a bias for women and even if such requirements are
there for the company, there should be enough infrastructure for the
female employees to work in the relaxed environment.
•Secondly, the HR management should be preplanning their gender
diversity strategy which will also help to create a robust workforce (Ncube
2016).
•Thirdly, any probable collaboration is to be made with the stakeholders to
channelize the female talent and provide them enough employment
opportunity at all levels of management to ensure better gender parity
(Coles et al. 2015).
•Fourthly, there should be enough and more health benefits for the female
employees of the company or even if such infrastructure is not in place,
they should install such system so that more women are encouraged to
participate in the process (Coles et al. 2015).