woman in diversity workforce
111512424
Workforce Diversity Becoming a Woman Entrepreneur in the Water Services Industry (PDF)
Kristin Darr-Bornstein Marsha Miller
167998611
The Impact of the Diversity Management on the Workforce Composition and Financial Performance
Abstract Even though Korea has long experienced single race/ethnic demographic composition, the recent rapid change of demographic diversity will have powerful impact on the HRM(human resource management) in the future. In this research we find the influence of the diversity friendly HRM to the human resource practices using the data of WPS(Workplace Panel Survey) of Korea Labor Institute. If the training for women is high, the density of the woman increased. The performance pay is introduced, then the density of the disabled person would be increased. The foreign workforce was also increased if the company used more selection methods. But the HRM practices such as talent management, yearly based compensation systems, and appraisal program which has a tendency to reduce diversity have no significant influence to the financial performance. This findings imply that the management team should introduce the effective HRM systems to manage diverse human resources after considering the organizational culture and business environment. This research intends to find the diversity friendly HRM practices and hope to help the efforts of the management team to find effective management methods.Key words Diversity management, Diversity friendly HRM, Training for women, Performance based compensation, Selection methods, Firm performance
Sang Hyeon Sung Dae-Lyong Kim
134305518
Gender diversity on the boards of listed firms in China and India
Phase I finds that board gender diversity is significantly related to women's political and economic empowerment at national level. Phase II finds a significant negative relationship between state ownership and board gender diversity in China (2009 and 2015) In India, a positive relationship between state ownership and board gender diversity in India in 2009 had disappeared by 2015, following the 2013 introduction of a one woman director rule for all listed companies. A positive relationship between female workforce participation and board gender diversity was found in both countries. Phase III examines individual beliefs and attitudes regarding board gender diversity.
Alice de Jonge
69441400
An Exploration of the Cybersecurity Workforce Shortage
There isacolossalcybersecurityworkforceshortage.Globalestimatesstate there areover1millionunfilled cyber security jobs.Aseveryonebecomes increasingly hyper connectedandcybercrimeintensifies inbothscaleandcomplexity, theneed forexpertsinthefieldisdire.Innovativeorganizationsarerealizingthattheyneed to tap into new talent pools of minorities and woman that have historically been overlooked.Thisarticleexploresnatureofthisthisworkforceshortageandhowto findnewsourcesoftalent. KEyWoRdS Cybersecurity, Diversity, Inclusion, Minorities in Cybersecurity, Minorities in STEM, Women in STEM International Journal of Hyperconnectivity and the Internet of Things Volume 2 Issue 1 January June 2018
IoT 2018
Darrell Norman Burrell
154488315
Communicating as a Woman in the Information Technology (IT) World
Effective communication can be a challenge for any individual in a homogenous workplace, and it is especially more difficult when there is diversity of gender, age, ethnicity, language, culture, and other such dimensions. With increased diversity of gender in the modern workplace, communication lines may get crossed causing miscommunications between the two sexes. These differences create biases that affect the way women are seen and perceived in the industry. As such, this paper focuses on the status of women in the information technology (IT) industry in the United States by providing the latest statistics, discussing some of the existing challenges, and offering recommendations for professionals in this industry. Having a diverse workforce can provide a competitive advantage for firms, and having women at all levels of the hierarchy in the workplace can attract more diverse professionals. Suggestions and recommendations for the creation of a fair and diverse workplace for IT firms are provided.
Omar Wee-Ellis Angelique Dorsett C A G M van Montfort Nereida Valdes Bahaudin G Mujtaba
169082559
Woman and work in rural Assam: pattern and determinants
The interrelationship between women and work has been affected by the diversity of socio economic institutions. The impact of economic transformation on work participation is likely to be mediated through changing gender relations as well. This article attempts to look at the trend as well as the nature of job availability along with the underlying causation of female workforce participation in the rural areas of Assam. Regarding regional variations in female work participation, women in the eastern plains and districts with more tea plantations report higher levels of participation in work. In the article, instrumental variable probit estimation has been used to identify various household and individual characteristics that determine rural female workforce participation in the state. This analysis suggests that female workforce participation is the result of a complex interplay of various individual, household, social and economic factors. Further, the analysis reflects that the higher level of education and land possession are positive factors that propel female workforce participation in the rural areas. However, the presence of the children in the household obliterates women's way into the labour market of rural areas.
Krishna Surjya Das Deepak K Mishra
49564464
Issues in Gender Diversity and Equality in the UK
There has been a significant increase in the number of initiatives to raise awareness of diversity related challenges in technology worldwide within the past decade. Multiple organizations now emphasize a need for a close to 50% 50% male to female workforce distribution. Example of proposed activities include introducing quotas for women on board positions, promoting equal opportunities for employment in STEM (Science, Technology, Engineering, Mathematics) jobs and creating a woman friendly work environment. However, despite these efforts, the growth of number of women working in STEM is still slow. To understand the impact of various initiatives and how they influence the work environment in universities in the UK, we conducted a survey to record responses from multiple women groups, so that we can identify the issues that they have been facing. This paper presents the insights drawn from the survey, along with recommendations for STEM and computing fields in order to increase female numbers in their programs. The survey presents qualitative measures of initiatives addressing the gender gap in the UK. The results show a clear need for prominent role models, mentoring, and promoting engagement of women in STEM subjects from an early age.
2018 IEEE/ACM 1st International Workshop on Gender Equality in Software Engineering (GE)
Amel Bennaceur Ampaeli Cano Lilia Georgieva Maria Kiran Maria Salama Poonam Yadav
8552150
Now Hiring! Empirically Testing a Three Step Intervention to Increase Faculty Gender Diversity in STEM
Workforce homogeneity limits creativity, discovery, and job satisfaction; nonetheless, the vast majority of university faculty in science, technology, engineering, and mathematics (STEM) fields are men. We conducted a randomized and controlled three step faculty search intervention based in self determination theory aimed at increasing the number of women faculty in STEM at one US university where increasing diversity had historically proved elusive. Results show that the numbers of women candidates considered for and offered tenure track positions were significantly higher in the intervention groups compared with those in controls. Searches in the intervention were 6.3 times more likely to make an offer to a woman candidate, and women who were made an offer were 5.8 times more likely to accept the offer from an intervention search. Although the focus was on increasing women faculty within STEM, the intervention can be adapted to other scientific and academic communities to advance diversity along any dimension.
Bioscience
Jessi L Smith Ian M Handley Alexander V Zale Sara Rushing Martha A Potvin
41869751
Ensuring a Diverse Physician Workforce: Progress but More to Be Done.
In their study of the diversity of graduate medical education in the United States, Deville and colleagues 1 call attention yet again to the continued underrepresentation of women and minority groups in medicine compared with the population as a whole. Among the many interesting findings, I was most struck that among all specialties obstetrics and gynecology had the greatest proportion of women trainees in 2012 (82.4% the highest percentage of black trainees (10.3% and one of the highest percentages of Hispanic trainees (8.7% All these percentages reflect substantial increases over the past 3 decades. The proportion of practicing female obstetrician gynecologists has steadily increased from around 20% in the early 1990s to nearly half by 2010. As a black woman and a specialist in maternal fetal medicine I am thankful that growing numbers of physicians from underrepresented minority groups are being trained in wo men's health care, a field in which health disparities are important public health issues. Maternal mortality, although low overall in the United States, is increasing. 2 Black women have a 3 times greater risk of death in pregnancy than non Hispanic white women; in addition, black women have higher rates of hypertension, obesity, and diabetes mellitus in pregnancy than non Hispanic whites. Black infants are more likely to die in the first year of life, often because of extreme prema turity. In 2013, 16.3% of live births to black women were pre term (born before 37 weeks gestation) compared with 11.3% of births to Hispanic women and 10.2% of births to non Hispanic white women. 3 Racial and ethnic disparities have been documented in other obstetrical outcomes, such as rates of pre natal care, cesarean delivery, and vaginal lacerations. 4 Although numerous factors specific to the patient, the health care system, and the societal environment likely account for some of these differences, factors related to physicians have been implicated as well. Providing culturally competent care is as important in obstetrics and gynecology when women interact with the health care system at one of the most vulnerable times in their lives as in any other specialty. Not only are minority physicians more likely to work in underserved areas when their training is complete, but the quality of health care may be better when clinicians and patients are of the same race or ethnicity. The findings also raise questions, however. For example, it is not clear what makes obstetrics and gynecology so attractive to black and
JAMA internal medicine
Laura E Riley
156133658
Woman a Key Player
It is the time to understand the power of a diverse workforce built on merit and its ability to take a position in an organization. We need to believe in ability, willingness and enthusiasm as important attributes of team member. Women constitute 30% 35% of total workforce. Women CEOs are becoming the new face of India Inc. However, only 10% of corporate women reach senior management levels and less than 4% becomes CEO. Today many companies are taking steps to implement gender diversity and following equal opportunities for all. Empowering women and achieving gender equality will require an intentional action, deliberate politics and more importantly the mindset of working class.
Nisha Dewan