Achieving Success in the Labor Market for Women - Article Example

Essay Topic: Women Still face a Steep Climb to the Top Table. The purpose of this essay is to provide an in depth analysis of the aforementioned newspaper article by Sunderland (2009). In providing the critique this article will first identify who the article is intended for, identify why it is being published, the context, and provide a summary of the opinions of the author. Furthermore this article will give an explanation to a plethora of other subjects considered for the background of the article such as a social attitudes, stereotypes, economic trends, labour market statistics as well as public policy trends of the UK and the greater European marketplace. Upon examination of the article one must question who the target audience for the publication would be. It is the case that much of the article and its subsequent findings provide advice and insight directed towards large organizations and how they could theoretically benefit from improving their diversity programs. According to HRM Guide (2008) it is the case that in the UK Market, most firms have diversity policies in place but only 30% have clearly defined diversity policies. Furthermore a great deal of the article is directed towards female as well as minority groups and how they might improve their chances at achieving a position with a larger company. As such one could conclude that the target audiences are people and organizations interested in bringing about organizational change through improvements in diversity programs. Whilst it is the case that the article postulated a number of concrete benefits to diversity the real benefits can be summarized in four major points; increased adaptability, broader service range, variety of viewpoints, more effective execution (Greenberg, 2004). The context of this article is in its most simple terms the work environment at the upper management levels of large organizations in the United Kingdom which according to the CIA World Factbook (2009) it is the case that the majority of people are employed in these types of enterprises and comprise a total real GDP of $2.68 trillion at the 2008 (est.) exchange rate. It is the case that clearly this article intends to provide some sort of catalyst for change insofar as the article conducted its own research and provided solutions as to how companies can benefit from improved diversity programs and how they might more effectively implement these policies. However, this is not a scholarly journal, and the newspaper does not identify its research methods, limitations etc. Furthermore this article uses language such as “Anecdotal evidence suggests” and “The question remains speculative” One could conclude that the findings could be considered topical although that is not to say that its information would not be considered provocative by some people. As far as assumptions that the author might make of the subject and of the reader would be that a fundamental problem is recognized. The article indicates that boards in which women and minorities are better represented would be more desirable because they would be more in tune with customers as an example, the article sited Aziz Corporation who suggested business executives thought macho culture was at least in part to blame for the current financial crisis (Sunderland, 2009). One could conclude that the Sunderland’s opinion on this subject closely matches the assertion that increased diversity across senior management is a good thing. I wholeheartedly agree with this statement however as a contrary argument it is the case that First Gulf Bank’s Board of Directors are all male (FGB, 2010). However as argued in a Credit Suisse UAE Bank Report (2009), First Gulf Bank outperformed many of their contemporaries across a number of metrics such as market capitalization. In regards to the subject matter covered in the classroom with particular focus on identity one can question how the identity of the subject in the article is portrayed. For the purpose of this paper, the subject will be identified as major UK based organizations and their policies towards equal opportunities as well as the individuals who hope to achieve success in these organizations. According to Cornelius (2002) in the last decade there has been a new perspective to achieving workplace equality. In terms of workplace identity it is the case that one can recognize a number of different personal identities and may choose to execute them at different times depending on context. In this respect one must question what would be the background of the article in regards to social attitudes, stereotypes about people. According to Prasad et al. (1997) there is a great deal of activity that leads to the reinforcement of both marginality and dominance within organizations and as a result one should give considerable attention institutional social attitudes and their transformation over the last few decades. As an example there has been a growth in the number of female direct sales professionals in sales organizations. As argued by Lane (2003) with the grown of females in purchasing roles, sales organizations have seen a reciprocal growth of female professionals in the traditionally male dominated industry. Furthermore it was argued that sales teams led by female managers recognized a lower propensity for team members to leave, higher job satisfaction along with a higher organizational commitment. As such one could argue that the social organizational attitudes are in a constant flux and in regards to the article it could be further argued that while the situation is indeed not ideal the changing workplace dynamic will likely represent positive contributions of females and minorities in the coming years.. In regards to stereotypes and myths about groups, it has been argued by management-issues.com (2005) that gender stereotypes are more pervasive than people think and it is the case that many senior executives’ perceptions are more informed by external factors such as stereotypes rather than by true talent. In the wake of this realization it would be the case that this article was molded by the fact that decisions are not necessarily based on real evidence. If one were to examine what relevant piece of legislation this article would be directed towards, it would be the case that one could argue that the Government Equalities Office: Equality Bill (2009) would be a relevant candidate. The legislation aims to “Protect Careers from Discrimination”. As the article indicated that as women and ethnic minorities represent more than 50% of the UK workforce however women only comprise 242 out of 2,742 seats on the boards this construes a level of inequality upper management un UK companies. According to the Office of National Statistics (2009) the proportion of women in employment has grown considerably insofar as the 1971 employment rate of 56% was recognized at over 70% in 2008. As with this changing dynamic the nation has also seen a reciprocal relationship with the growth of implementation of a number of public policies such as the sex discrimination act of 1975, the Race Relations Act of 1976 or the Disability Discrimination act of 1995 to name a few. In conclusion one could argue that women and minorities have come a long way in achieving success at all levels of the job market. And as the article highlighted it is the case that many women and minorities have reached top table positions however it remains the case that they still have a long way to go in achieving adequate representation. The important message to take away from the situation is that the odds can be beaten and as argued by Sunderland (2009) beefing up ones CV by adding qualifications can help women fight off negative perceptions and increase their chances of achieving success in their careers. References CIA World Factbook (2010) United Kingdom: Economy. [online] Available at https://www.cia.gov/library/publications/the-world-factbook/geos/uk.html Accessed on January 20th , 2010. Cornelius, N. (2002) Building workplace Equality: Ethics, Diversity and Inclusion.Thompson. Credit Suisse Reports (May, 2009) UAE Banks. Available for download at http://www.equity-reports.com/document.php?id=152. Accessed on January 19th 2010. Disability Discrimination Act (1995) House of Commons. [online]Accessed online at www.opsi.gov.uk/acts/acts1995/ukpga_19950050_en_1 Accessed on January 20th 2010. First Gulf Bank (2010) Board of Directors. FGB.ae [online] Available at http://www.fgb.ae/en/aboutus/bankstructure/index.asp accessed on January 19th 2010. Government Equalities Office (April, 2009) Equality Bill. House of Commons Internet Publications [online] Available at http://www.publications.parliament.uk/pa/cm200809/cmbills/085/09085_iw/09085_iw_en_1.htm Accessed on January 19th 2010. Greenberg, J. (2004) Diversity in the Workplace: Benefits, Challenges and Solutions. Alphameasure Inc. [online] Available at http://ezinearticles.com/?Diversity-in-the-Workplace:-Benefits,-Challenges-and-Solutions&id=11053 Accessed on January 19th 2010. HRM Guide (2008) Managing Diversity. [online] Available at http://www.hrmguide.com/diversity/job-market.htm Accessed on January 20th 2010. Lane, N. (June, 2005) Sales manager behavior control strategy and its consequences: the impact of manager gender differences. Journal of Personal Selling & Sales Management. [online] Available at http://www.allbusiness.com/sales/746537-1.html Accessed on January 20th 2010. Management-Issues.com (Oct, 2005) Gender stereotypes block womens advancement. [online] Available at http://www.management-issues.com/2006/8/24/research/gender-stereotypes-block-womens-advancement.asp Accessed on January 20th 2010. Office of National Statistics (2009) Women in the Labour Market: Impact of Downturn. [online] Available at http://www.statistics.gov.uk/CCI/nugget.asp?ID=2145&Pos=3&ColRank=1&Rank=176 Accessed on January 20th 2010. Prasad, P., Mills, A., Elmes, M. & Prasad, A. (1997) Managing Organisational Melting Pot: Dilemmas of Workplace Diversity. Sage. Thousand Oaks. Race Relations Act (1976) House of Commons. [online] Available at www.opsi.gov.uk/.../Acts/ukpga/1976/cukpga_19760074_en_1 Accessed on January 20th 2010. Sex Discrimination Act (1975) House of Commons. [online] Available at www.opsi.gov.uk/acts/acts1975/PDF/ukpga_19750065_en.pdf Accessed on January 20th 2010. Sunderland, R. (Aug, 2009) Women Still Face a Steep Climb to the Top Table. Guardian.co.uk: The Observer. [online] Available at http://www.guardian.co.uk/money/2009/aug/23/women-directors-gender-gap-survey Accessed on January 19th 2010. Read More