Headline April 24, 2018/ '' ' GENDER WALTZ GENTLE ' ''


GREAT COUNTRIES SUCH AS Norway and France that have enforced quotas for women on board  have shown greater strides than those that have left it as voluntary provisions.

IN 2015 - 193 COUNTRIES UNDER the auspices of the UN adopted the 17 SDGs aimed at irreversibly reducing poverty in a sustainable manner.

NUMBER 5 of these SDGs was focused on gender equality in recognition of the fact that almost $25 trillion were locked out of the world economy by -

By denying the women same access to education, and healthcare, financing and land ownership amongst other basic human rights.

These rights are not conferred easily, especially in societies where deep-seated sociocultural biases do not even recognise equal access as a basic human right.

Over the past decades, the discourse has therefore shifted more towards defining the business case for an enhanced role for women within the formal economies of these societies.

In the Developing World - say, in Pakistan, this discourse scored a modest victory in 2017 when the  Securities Exchange Commission, the apex corporate regulator, deemed that all public interest  companies should have at least one female board member.

The business case articulated by by myself and others leading up to that decision has not been reiterated by many studies conducted around the world.

Women represent more than 70 per cent of spending decisions within the household leading to more informed decision-making at the board level about consumer preferences and priorities.

They focus more on corporate governance and financial accountability and present an alternative perspective conducing to innovative thinking.

Gender diverse companies are more likely to outperform their national industry median on all major financial parameters because of their diverse styles of management including more participative decision making and focus on people development and corporate social responsibility.

It is also well known that senior women in leadership positions inspire other women to follow suit and there are fewer leaks in the career pipeline.

The lack of female leadership role models and mentors has been identified as significant corporate barrier to the entry and retention of women in the workplace.

Most importantly, having women in the decision-making position enables them to be part of the discourse on matters that affect them directly or indirectly.

Many countries have been leading the way for greater gender parity at the workplace through both private initiatives and advocacy for relevant government provisions.

Private initiatives include the propagation of business practices that inculcate a conducive environment for women to succeed at the workplace.

A clear commitment from the leadership for diversity and inclusion, training, coaching and mentoring programmes, effective anti-harassment policies, childcare services, removal of pay gaps and-

And career flexibility amongst other measures, contributes to attracting and retaining female talent.

Therefore, to sum, it is just so obvious that unless women slide into and become part of the decision making process, little can be done to advance their great cause.

The Honor and Serving of the Latest Global Operational Research on ''Gender, Quotas and Future,'' continues. The World Students Society thanks author and researcher Sadia Khan

With respectful dedication to the Leaders, Grandparents, Parents, Students, Professors and Teachers of the world.

See Ya all  prepare for Great Global Elections and ''register'' on The World Students Society - for every subject in the world : wssciw.blogspot.com and Twiitter-!E-WOW! - the Ecosystem 2011: 

''' Century Of Hopefulness '''

Good Night and God Bless

SAM Daily Times - the Voice of the Voiceless


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