A survey was conducted among a sample of female, in
order to know if the Gender diversity can effect to reach to the top management. Eventually, a reasonable Determination might have been committed Also portion proposals were given
Survey Analysis
Figure 1
The results and what it showed is that majority of the
sample agreed on the culture effect on womens confidence in success. The majority were resembled in 1
85.19% of the total, whereas, the minority which are the
remaining 14.81% had a different saying.
Figure 2
The majority of the sample disagreed on the fact that
women are less confident than men when they reach top management. The majority were resembled in 42.55% of the sample adding to them that 18.52% of the sample strongly disagreed. As for the minority of the sample they agreed, they 2
were also resembled in 27.78% in addition to the part of them
who strongly agreed of 11.11%.
Figure 3
Gender diversity effect women entrepreneurship had
the saying of YES in its majority of 64.81% of the sample. As for the minority they had the say NO of 35.19% of the sample. 3
Figure 4
Out of the biggest barriers to implementing gender
diversity were said to be lack of awareness or concern for gender diversity as a critical matter, saying were to form 4
62.96% of the whole sample. As for the second saying were
said lack of resources dedicated to gender diversity initiatives (eg; people, budget, etc), saying were to form 25.93%, and so the minority had the saying that there are no barriers and other reasons forming 9.26% and 1.85% of the sample.
Figure 5
Women having a different style than men when it comes
to management, the results took over to the YES forming 79.63% of the sample. Whereas, NO formed 20.37% of the sample. Proving the women does have a different style than men.
Figure 6
Prevailing leadership styles limit womens
opportunities to reach top management positions had the majority saying MAYBE forming 62.26% leaving it on chance of YES or NO. Whereas, the DISAGREE took over next forming 22.64%. The AGREE had the minority of 15.09%.
figure 7
Combining parenting and top careers is more difficult
for women than men, turned out to be a YES for majority had the saying AGREE forming 64.81% of the results, as for the DIAGREE forming 35.19% of the sample. 7
Figure 8
Gender diversity having a change on the level
strategic importance, as a result of seeking top management positions had the majority say YES forming 77.36%, whereas, the minority had the saying NO forming 22.64%.
Figure 9
For the tectical measures and how it had the biggest
impact on gender diversity in reaching top management, the majrity had the saying of the flixable working conditions, locations, etc forming 62.96% of the sample. As for the second biggest impact to be gender specific hiring goals, programs, etc forming 20.37% of the sample. And last 9
assessing indecators of gender divesity performance had the
least rate of 16.67% of the sample. None of the sample had the choice of other impacts or any other answer, 0.00%.
Firgure 10
In the last question, the sample was asked to give
opinions of which how do they think women can reach top management positions. Most of the repeated answers had 10
awareness and giving rights to women, equality and
ignoring the gender as a barrier or so. Some of the other answers had suggestions of providing programs that supports women confidence and intervention programs to foster their career programs.
Related to the survey conducted to the female sample we
had. The results showed and stated the fact that there is gender diversity to reach the top management position, and as we prove that there is gender diversity there is a difference between males and females at work places. One of the most important reasons of this difference is culture, so in our opinion, we hope by time we can break down and change these distinguishes between women and men because everyone can reach the top management depending on their abilities and education not just the gender. Each one of us has special abilities and qualifications that makes him/her special to be someone not labelled by the gender.