Closing the Gender Gap is an article that discusses the gender issues that are being experienced all over the globe. Patricia Flynn is the writer of the article; it seeks to point out on the need for organizations to support and implement gender diversity from business schools to multinational companies. The aspect of gender equality, especially in multinational corporations, have proven to be challenging and complex. These international business organizations should be operated in states where the traditional norms and legal frameworks do not advocate for gender equality in workstations, society, and home (Flynn et al., 2015). Additionally, the issue of gender has been extended to business schools. According to Flynn, there are numerous gender gaps, in that some business disciplines like economic and finance produce few female graduates.
Some of the things that need to be improved are for the business institutions to address the issue of gender diversity as a primary concern. They should develop strategies that will welcome and support women in business organizations and help them to excel as leaders (Flynn et al., 2015). Students in business schools especially the female lacks role models of successful women in business, and hence they end up changing careers and venturing in new fields other than business. All organizations need to foster change and appoint more women in the leadership positions as well as academic leaders in institutions.
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The involvement of women in business management posts in Russia has been proportional compared to other countries. Women are given top leadership positions in Russia; however, the only thing missing is the economic contributions of women in different organizations. Russia has a culture of recognizing the role of women in the society ranging from the Soviet era and in the present times (Khotkina, 2015). However, women presentation was not easy to be achieved in Russia; there was certainly some “glass ceiling,” that hindered the career of the Russian women. The strongest barrier that prevented women from moving to administrators levels was the high population of Soviet (52% of the total employees). Therefore, they had to be segregated in certain types of jobs before they could be promoted.
References
Flynn, P. M., Cavanagh, K. V., & Bilimoria, D. (2015). Closing the Gender Gap. Bized , 14 (2), 38-41.
Khotkina, Z. (2015). Gender Aspects of Business Administration in Russia. Sociological Research , 54 (6), 406-418.
