Business Frontiers

This topic of gender discrepancies in the company is an old chronicle. It has been in debate from past 10 to 12 years. According to S&P’s, women are given only 5% representation in the company. But now it is the time to give them a position in the company. They are 41% of the global workforce. Women are now doing great in their studies. They are attaining professional degrees. Companies are designing programs to resolve the issue of biasness at the workplace. Yet recent studies have shown that companies which are under economic distress prefer men over females to control and look after the company. It shows programs design from them is not as good enough as it is visible.

From the last 10 years no progress has been made in removing these biases. So it is the time to take action. Companies should realize that they have failed on this  front and must take action to help talented women. Here one question arises: what acts as a catalyst for men and not for women ? Men usually start their career from higher level than women and this is not because women don’t want to be at the top but because many firms policies and systems are designed in a way that even though they don’t plan in advance for inequity at preliminary stage yet at managing level,  there system get disbalanced. Companies need to understand where their policy fails. This is a very critical stage as it sets the base for the future.

There are several assumptions associated with the woman’s career like they leave their career in between to start families, they are less aspiring and even work with lots of onus. But they hardly give time in understanding why they leave early and how we can mitigate this problem.

REASONS OF WOMEN FOR LEAVING THEIR FIRST JOB

Denscombe in 2003 proposed a simple test to see how companies are doing biasness. He took out some resumes and removed the name from it and then asked the company where you wanted to place them. He then compared the answer of the company with the position they have already assigned to employees. It is a presumed notion that men are ready to take higher positions while women are required to prove their effectiveness in the market. Companies need to make an effort to hire managers not on the basis of their presumptions but on the basis of qualification. Gender disparity in the early stage of career also highlights bad bosses where they have worked.

Study shows that gender disparity causes underutilization of female talent. This behaviour of companies can make them lose in the global competitiveness index. Some companies have shown improvement but more is yet to be done. Some companies ignore the effect of early managers on employees and while some disrepair the topic of biasness. We need to tip off and make organisation answerable for it.