Glass Ceiling in the Australian Work Force - have
In general, women are both more likely to lost their jobs in an economic downturn and reduce their hours or even quit their jobs when greater care responsibilities arise. This the reality for women in all sectors of the economy. In financial services however, women have to contend with additional challenges, including massive under-representation at the executive levels. Now with added COVID vulnerabilities, female representation in the financial services industry is under even greater threat. The unfortunate truth remains that women continue to be under-represented in senior positions across almost all sectors, despite the fact that they account for nearly half of the workforce and more than half of university graduates in the EU. The financial services sector is no different. Critically, having women in senior positions in a company is not just a nod to diversity, but has proven financial returns for the company and the economy as a whole.Think, that: Glass Ceiling in the Australian Work Force
| IMPROVING COOPERATION BETWEEN RUSSIAN FEDERATION AND THE | Music And Share The Message Of World |
| LIFE LESSONS IN ORESTEIA | 475 |
| AN EYE OPENING BOOK BY BARBARA EHRENREICH | 4 days ago · A historic brewery in a trendy Melbourne suburb has a swimming pool sunk into the floor of the living room with a retractable glass ceiling overhead.. Stacked over five storeys, the 19th century. 6 days ago · CRACKING THE GLASS-CULTURAL CEILING: Future-proofing your business in the 21st century. Australian organisations with culturally and gender balanced leadership teams are well positioned to thrive in today’s diverse and complex operating environments. Industry research shows that leadership teams. 2 days ago · Horizontal diversity, view of diversity as a variation, allows the person to engage in inquiry to lessen uncertainty rather than making snap judgments and using stereotypes to categorize the other. (Awbrey, ) Horizontal diversity fosters integration and learning, which allows employees to contribute talents and abilities to the organization. HR now must go beyond just diversity training. |
Before the pandemic the workplace for women was still a challenge.
Women making less than men, harassment in the workplace and the ever present glass ceiling. Now throw in a global pandemic, economic downturn and guess what?
RELATED ARTICLES
The glass ceiling is even thicker and women are being forced to leave the workplace in droves. Women are being penalized at work for having to manage childcare while also being required to homeschool. For the women who are not penalized simply the stress of having to manage work and childcare at home is just too much and they are leaving the workplace. Business suffers when women leave. So how do you know if your organization is part of the problem or part of the solution?
Just saying you are an organization that supports gender diversity is not enough. Setting goals and then tracking and measuring attainment of those goals over time is key. Be an organization that has a set goal for hiring women at all levels and track and measure the progress. Be sure there Austarlian accountability to these goals. If your organization is doing this then you are one step closer to being a glass shattering organization.
At this point in the pandemic most organizations have had to leverage flexible and remote work options. If you are committed to offering more flexible work options then you are on your way to being a glass shattering organization. A Fairygodboss is someone who elevates women at work. Someone who listens, encourages and shares what they know to enable women to succeed.
If you have resources available for women once they are hired then you are Glass Ceiling in the Australian Work Force step click to being a glass shattering organization. There are a number of organizations out there that are making incredible progress shattering the glass ceiling. The first step in being a glass shattering organization is to ensure your sourcing strategies attract from the largest talent pool- women.
Join us as we tackle this topic and more at our next Roundtable. The bottom line is it takes intentionality to be a glass shattering organization and the benefit, in addition to being truly humanis the positive impact on your bottom line. Learn More! Schedule a 15 minute overview. For those of you who may not be familiar, Pepsi went out click the following article set up tables in public areas, covered the soda cans and asked people to pick which one they preferred based on taste.
Once the label bias was removed people regularly chose Pepsi based on taste alone.
The airways were filled with Coke drinkers shocked they preferred Pepsi. This is a classic example of implicit bias. Did you know Amazon.]
One thought on “Glass Ceiling in the Australian Work Force”