HR Policy: Why Promote Gender Diversity to Top Management?

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Are you trying to convince board members that levelling the male to female ratio in top management is not just about portraying gender equality and equal opportunity? Or considering the promotion of gender diversity to top management in your own company, but not certain how much resource you can ‘afford’ to use on the change? Then this factsheet on why promoting gender diversity to top management may be just what you need!

Just diversity?

A socially diverse team is more likely to question and amend ideas to suit more types of people before releasing a more effective ‘finished product decision’. As with including any social diversity in a team, including both males and females brings together a wider range of knowledge, skills and points of view and so improves team abilities, especially in the case of the decision making process. A ‘culture club’ management team (of very little social diversity) may come to a decision very quickly but with very little distance between the original idea and the ‘finished product decision’ it is likely to fall short of the success it could have made with more varied input. However, having a ‘token’ female on the management team is not enough, as including females in top management is not ‘just’ about social diversity, some other factors to consider follow.

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HR Policy: How to Promote Gender Diversity to Top Management

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During the 15months since the Lord Davies Report in 2011 the percentage of female non-executives on FTSE 100 boards increased from 15.6% to 22.4% while the percentage of female executives is still abysmal at 6.6%! While it appears that companies are finding it relatively easy to outsource to bridge the female gap in non-executive board positions, the ability to find and nurture female talent up through top management to executive positions appears to be lacking.

Not certain why gender diversity in top management is important? Check out our other factsheet HR Policy: Why is Gender Diversity Important in Top Management? Continue reading for how HR Policies can help to improve your company at promoting gender diversity up to top management.

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HR Policy: Change Management Check List

change management spider: data, plan, team, engage, execute, measure success and improve

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The following information can be used as a checklist to help ensure your policies and procedures for change management makes the most out of the changes you implement for your company, and overcomes the negative emotional hurdles on the way to success.

Planning

Before beginning a change to the company, whatever it is, small or large, it is important to work out the Who, When, Where, How, Why and What about it. The plan doesn’t have to be concrete, it is much better to have a plan that needs reviewing then to have no plan to refer back to.  Your Human Resources Policy should stipulate that a plan is needed for all changes that are to be implemented.

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Human Resources Factsheet: Grievance Flowchart

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  • Ensure grievances are given importance and investigations are carried out promptly to lessen the likelihood of hearsay and facts becoming blurred.
  • Let the person raising the grievance know the outcome and be given the chance to appeal what has been decided.
  • Timescales will differ from case to case, ensure sufficient time is taken to confirm the facts and investigate properly.
  • Inform the person raising the grievance of the delay if the process is running longer than expected. Do not let the process slip just because other tasks have taken unnecessary priority.

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