We were tasked with reading four different articles about workforce diversity. The focus of each of these articles was the role that women play in creating diversity in the workforce.
The first article “How to Get More Women into the Workforce” started off by stating that the baby boomer generation is nearing retirement age. Once consequence of this is that the number of job openings will reach record highs. Currently, the workforce participation rate is 62%, which is the lowest it’s been since the 1970s. The question that arises from this predicament is who will keep the economy progressing? One possible solution is to get more women into the workforce, especially since they have needed skills. However, the workforce participation rate for …show more content…
It has been proven that professional relationships create opportunities and outlets for career development. Most senior executive women attribute their advancement to their connections. Unfortunately, women have fewer ties than men to colleagues and cohorts at work and outside work that can help them. According to data collected in a study of 118 companies by LeanIn.Org and McKinsey & Co., 10% of senior executive women said they had received aid from four or more executives helping them advance. Most of these executives were men; however, only 42% of senior men prioritize these relationships. The results were conclusive: women need help from higher sponsors in order to advance. This proves the notion that it’s not what you know, but who you …show more content…
An overhaul of the company culture is needed. Employees need to feel secure and comfortable utilizing flexibility programs, otherwise the programs will remain unused.
The fourth article, “More Companies Say Targets are the Key Diversity” began by explaining the importance of diversity in the workplace. According to the by LeanIn.Org and McKinsey & Co If firms proceed at their current pace it will take 25 years for women to reach parity at the level of senior vice president. Additionally, more than a century will pass by before the C-suite has even numbers of male and female executives.
This information has incited bigger companies to set various goals for hiring and retaining women and other minorities. To reach these goals, companies are mandating that diverse candidates are interviewed for jobs, as well as ensuring that new hires get interviewed or vetted by someone other than a white male. Some companies, like J&J, Intel Corp., and BASF, are even making payouts determined by a diversity
The first article “How to Get More Women into the Workforce” started off by stating that the baby boomer generation is nearing retirement age. Once consequence of this is that the number of job openings will reach record highs. Currently, the workforce participation rate is 62%, which is the lowest it’s been since the 1970s. The question that arises from this predicament is who will keep the economy progressing? One possible solution is to get more women into the workforce, especially since they have needed skills. However, the workforce participation rate for …show more content…
It has been proven that professional relationships create opportunities and outlets for career development. Most senior executive women attribute their advancement to their connections. Unfortunately, women have fewer ties than men to colleagues and cohorts at work and outside work that can help them. According to data collected in a study of 118 companies by LeanIn.Org and McKinsey & Co., 10% of senior executive women said they had received aid from four or more executives helping them advance. Most of these executives were men; however, only 42% of senior men prioritize these relationships. The results were conclusive: women need help from higher sponsors in order to advance. This proves the notion that it’s not what you know, but who you …show more content…
An overhaul of the company culture is needed. Employees need to feel secure and comfortable utilizing flexibility programs, otherwise the programs will remain unused.
The fourth article, “More Companies Say Targets are the Key Diversity” began by explaining the importance of diversity in the workplace. According to the by LeanIn.Org and McKinsey & Co If firms proceed at their current pace it will take 25 years for women to reach parity at the level of senior vice president. Additionally, more than a century will pass by before the C-suite has even numbers of male and female executives.
This information has incited bigger companies to set various goals for hiring and retaining women and other minorities. To reach these goals, companies are mandating that diverse candidates are interviewed for jobs, as well as ensuring that new hires get interviewed or vetted by someone other than a white male. Some companies, like J&J, Intel Corp., and BASF, are even making payouts determined by a diversity