Annotated Bibliography of Gender Equality/Diversity in Business

Question: Describe about the Annotated Bibliography of Gender Equality/Diversity in Business. Answer: The article presents a statistical data which is collected from Workplace Gender Equality Agency (WGEA) and discusses how a woman is still not considered at par when it comes to her male counterpart in terms of salary structure in work organizations and growth opportunities. The data is presented for full time working employees for the year 2015-16 and the statistics data shows that women, who represent almost half of the countrys population do not contribute anywhere close to half of the total earning of men and women. The article further discusses the reason behind this pay gap, which is described by the director of WGEA Ms Lyons as the bias and discrimination. She continues to discuss about this pay gap and how it has declined over the recent years and how the organizations are taking an initiative to promote gender equality. The article shed some light on the fact that very less women get through the ladder of promotion due to which very few are able to get managerial profile and hardly a woman gets an opportunity to lead an organization. Though, steps are being taken and results have shown that this pay gap declined over the recent years. This article has been taken from the website of KPMG, and thus, discusses about the ingrained work culture of the organization which is based on 7 aspects namely- Gender, Flexibility, Ethnicity, Generational, Sexual Orientation and Gender identity, disability and family. The article describes how these 7 aspects contribute to the work culture of organizational moral values and promote gender equality. Gender aspect talks about the policies framed by KPMG to promote gender equality to provide a key role for the women in the organization. KPMG has been nominated for an award through the AHRI and recognized as an employer of choice for Gender Equality by WGEA. Flexibility allows the employees to have a balanced life between work and personal life. Ethnicity brings people together from different culture to work at KPMG. Generational aspect of KPMG brings people of different generations together. Sexual Orientation and Gender Identity allow lesbians, gay, transgender and intersex to work at KPMG. Disability provides a chance to work at KPMG for those who have a disability. Family aspect provides pre-parental leaves and other facilities so as to support the family of employees. Thus, the article covers every aspect of Gender Equality at work, ways to achieve it, steps taken by KPMG and the results it has shown. Gender Equality and Responsible Business is a book that provides another perspective to gender equality. It strongly states that gender equality is one of the prominent factors for a responsible business agenda and cannot be just eyed out. A thorough discussion has been laid out on Corporate Responsibility along with gender equality to focus on gender issues at workplace. The book looks at gender equality completely from different angle that broadens the agenda by providing a common platform for practitioners and researchers facilitating exchange of dialogues between them. The book forces business practitioners to rethink about gender equality from a complete different angle by giving them an understanding of the topic in a broader sense and how it can help them to achieve a successful business model. The discussion in the article revolves around the male and female oriented industry and their statistics, which is a major reason for such a high pay gap between men and women. The statistical data has been sourced from WGEA, which is a credible source and shows that women prefer to work in a female oriented industry and men prefer to work in a male oriented industry, which is one of the reasons that females get paid lesser than their male counterpart. The director WGEA Ms Lyons describes it as a serious concern since diversity is an essential for any successful organization. The article lays stress on the importance of diversity in an organization, which has a great impact on the performance of an organization. Thus, the article provides a new perspective for the business practitioners, and would encourage them to recruit more female employees in their organization. The article revolves around a general discussion CEOs, HR and Professors and discusses the role of men in promoting Gender Equality. Instead of discussing on the matter Gender Equality and how it can play a crucial role in corporate responsibility, the article focuses on how men should participate in promoting women in such a manner that they dont seem to be very authoritative. The article fails to discuss the challenges a woman has to face in an organization and does not provide any credible sources. List of References Ryan P. (26 November 2016). Gender inequality still rampant in Australian workplaces, pay gap remains high: report. Abc. Available at: https://www.abc.net.au/news/2015-11-26/gender-inequality-still-rampant-in-australian-workplaces-report/6976452 [Accessed 29 November 2016]. KPMG. Diversity and Inclusion. KPMG. Available at: https://home.kpmg.com/au/en/home/about/values-culture/diversity-inclusion.html [Accessed 29 November 2016]. Grosser, K., McCarthy, L and Kilgour, MA. (2016). Gender Equality and Responsible Business: Expanding CSR Horizons. UK: Greenleaf Publishing Limited. Burke, L. (16 November 2016). The scorecard Australia should be ashamed of. News.com.au. Available at: https://www.news.com.au/finance/work/careers/the-scorecard-australia-should-be-ashamed-of/news-story/1de0d76dcdd04abad4933cf538b2ae48 [Accessed 30 November 2016]. Williams, W. (14 November 2016). Engaging Men is not the game changer for Gender Equality. [online] probonoaustralia. Available at: https://probonoaustralia.com.au/news/2016/11/engaging-men-not-game-changer-gender-equality/ [Accessed 30 November 2016].