There have been growing concerns on the issue of representation in organizations management and gender equality in all aspects of life. Despite the many campaigns aimed at empowering the girl child in the world, the issue of gender equality is still a topic of discussion in the 21st century. Although in some aspects the campaigns have succeeded in guaranteeing the girl child the deserved education, the society is still adamant in giving them the equal considerations in terms of representation in the corporate industry. The major positions especially in top level management as well as the executive in large corporations are occupied by men leaving the women to occupy the lower positions (Williams & Dellinger, 2012). The women’s views are therefore, not heard or considered despite the fact that some companies which have given women the chance to run the show have registered remarkable growth in terms of success.
One of the development or innovation seen as a milestone towards achieving a gender balance in the world has been developed by the European Union. The Union has finally decided to break the barrier that has for many years prevented women from taking top positions in the leading companies in Europe. It has developed and proposed a piece of legislation that compels all major companies to include women in the top management. The legislation proposes that not more than sixty percent of top positions in major companies that are publicly listed should be occupied by people from the same gender. This was arrived at after a close analysis of the leading corporations which are listed in the major stock exchange in the region by the Union identified that gender balance is still an issue of concern in the corporate industry.
Relevance and challenges in implementation.
The idea to put the need for gender balance as legislation is a brilliant one. This is because by doing so people will be compelled to follow it because it is a requirement as opposed to campaigning for change where they have a choice of whether to adopt it or not. This could prove to be a milestone in achieving the much needed gender balance and prevent marginalization of some people by virtue of their gender. The adoption of this legislation or approach to solving the gender crisis is very crucial even in other regions. This is because people have a tendency to strictly follow set up rules.
Issues covered in the proposal
Corporate management issues take center stage in the proposed legislation by the European Union. The running of a company is a crucial practice that needs people with informed minds and a variety of ideas. Fair representation in the management team in a company is relatively important as it ensures that issues raised by all groups represented in the company staff are given a fair hearing and are handled amicably. (Hodson & Sullivan, 2008). For instance, in addition to handling general corporate issues, women are in a better position to handle issues facing female staff that could impact negatively on the company performance.
As the legislation proposes, having at least forty percent representation of all genders in the corporate industry will bring positive change because there will be no biased thinking in terms of gender issues. The legislation also ensures that there is fair hearing and its implementation at the company level will see the company make a significant move towards achieving gender balance that have for long been at the center of corporate issues. This however, does not guarantee people positions at the management team by virtue of their gender, it simply pushes the issue a notch higher and making it the custom to consider people by comparative advantage regardless of their gender.
Methods of implementing the new idea
Implementing a new idea in a company can prove to be a challenge mainly because a slight change in the system of running a company takes time before it is understood and followed by all stakeholders at the company level. The management therefore has to weigh all the benefits that the new innovation will bring to the organization and then compare them with the current laws and regulations to determine the changes that will be experienced. Preparing an action plan prior to the implementation of new regulations will reduce the chances of failure for the particular proposed idea and therefore the management at the company should prepare its staff to receive the new action plan. This may be achieved by interpreting the new plan to the staff and collecting their views on the same. The management team is also charged with lobbying support for the same law because the greatest challenge that faces new innovations and plans in a company comes from rejection by the members of staff.
The proposed gender balance legislation by the European, Union comes at a time when many companies are struggling to achieve gender balance in their executive teams. It happens that the society have not fully accepted the fact that women can hold key positions in running big corporations and deliver like their male counterparts. What makes the legislation great is the realization that women have become equally equipped and informed in matters concerning running of companies and what is required is just the acceptance by the people. The law is set to bring positive change and make people accept the fact that one’s gender cannot hinder them from delivering. Adopting this innovation is important because it will set the company at a different level with the competitors and end up appealing to clients who are concerned with gender issues.
Barth, R. & Wolff, F. (2009). Corporate Social Responsibility in Europe: Rhetoric and Realities. Camberly: Edward Elgar Publishing.
European Commission. (2012). Women on Boards: Commission proposes 40% objective. Retrieved from http://ec.europa.eu on 4th April 2013.
Fulford, H. (2011). Proceedings of the 5th European Conference on Innovation and Entrepreneurship. Reading: Academic Conferences Limited.
Hodson, R. & Sullivan, T. (2008). The Social Organization of Work. Independence: Cengage brain.
Williams, C. & Dellinger, K. (2012). Gender and sexuality in the workplace. London: Emerald Group Publishing.