《平衡工作与生活》ppt课件

1、Emerging Gender IssuesBalancing Work-LifeLearning ObjectivesAt the end of this course, participants should be able to do the following:Identify the evolutionary path of modern workplace within the context of gender issuesIdentify the key drivers of women career development and the barriers that must

2、 be surmountedIdentify domestic issues of concern in a womans personal lifeIdentify the role of law and policy in achievement of work-life balance“Companies today cannot afford to ignore the issue of work-life balance. Providing employees the flexibility to address personal commitments, without comp

3、romising the needs of the business, can make the difference between a good working environment and a great one. - Diane DomeyerWork Life Balance is the creation of a work environment that provides flexibility for employees to enable them to achieve a better balance between work, family and life comm

4、itments. Source: Government of Western AustraliaStages in Evolution of Modern WorkplaceEvolution of Modern WorkplaceThe modern workplace is characterized by increasing number of women which gave rise to the following challenges.Gender EqualityEqual PayGlass Ceiling at Top EchelonGendered Stereotypes

5、Gender ReassignmentResponsibility of Birthing and LactationFurther Issues in WorkplaceLack of cooperation between men and womenPrevalent mindset about lower capability of womenMisinterpretation of religionLow awareness of women rightsNon-availability of breastfeeding facilityImplementation of Patern

6、ity leaveInequitable practices during promotionGender division of workNetworking of men The differences between paychecks have more to do with the differences between social classes and increasingly, the education that, more than anything else today, determines class membership than with the differe

7、nces between the sexes. Within classes, differences between men and women persist, although they are steadily lessening. - Elizabeth Fox-Genovese, Claims That Women Face Discrimination in the Workplace Are ExaggeratedWomen make up 50 percent of the global population. In meeting the challenges of tom

8、orrows economy, businesses cannot afford to overlook the talents offered by this half of the population. Source: Sanofi AventisWomen and Career DevelopmentThe demand for equal opportunity at all levels provided impetus that catalyzed global awakening in career development among women. What do women

9、need to advance in the labour market?Self-esteemCareer development self-efficacy skills Attitudes + Aptitudes + Aspirations+ ExperienceEvidence of having employability skills Sufficient industry/sector-specific technical skills, that employers are looking forAwareness/support/flexibility/money to ac

10、cess re-training and job opportunitiesFair and equal recruitment & employment practices! Source: Elizabeth PollitzerTypes of Barriers Against Women Career DevelopmentPerson- centered barriersSituation-centered barriersPerson-Centered BarriersSkillsWork Enhancing BehavioursPersonality TraitsSitua

11、tion-Centered BarriersCorporate PolicyOrganisational PracticesCultural InclinationAttitudinal InfluenceCommon Factors that Influence Women Career ProgressionDuration of workQualificationOrganisational cultureWorkloadMeasuring InequalityGender Empowerment Measure GEM, is a measure of agency. It evalu

12、ates progress in advancing womens standing in political and economic forums. It examines the extent to which women and men are able to actively participate in economic and political life and take part in decision-making. While the Gender-related Development Index GDI focuses on expansion of capabili

13、ties, the GEM is concerned with the use of those capabilities to take advantage of the opportunities of life. Source: UNDP, Human Development ReportsGender Empowerment MeasureRankCountryAmount1Norway0.8372Sweden0.8243. Denmark0.8214. Finland0.8035. Netherlands0.7816.Canada0.7777. Germany0.7657.New Z

14、ealand0.7659.Australia0.75910.United States0.75711.Austria0.74512.Switzerland0.71813.Belgium0.70614.United Kingdom0.68415.Ireland0.675Source: NationMaster Women and Family IssuesIn most homes especially in Africa, women coordinate and carry out domestic labour with the intention of achieving greatly

15、 within the family.Aspects of Domestic LabourHousehold CleaningShoppingCaring for ill members of the familyLaundryCookingNursing InfantsBarriers to The Required Change ConflictsFearLines of ProhibitionInabilityAbsence of favourable communal thinking Rising individuality profilesResistanceFavourable

16、Legislation Working HoursLeavesMinimum WagesTypes of LeavesSabbatical LeaveLong Service LeaveCarers LeaveMaternity LeavePaternity LeaveCeremonial LeaveCompassionate LeaveStudy LeaveCultural LeaveCorporate PolicyThe policy thrust of a forward looking organisation must be inclined to provide a turf th

17、at accelerates dual agenda, which combines organisational needs and demands of workers personal life. It must signify a departure from the old school assumption about a committed and competent employee being one who has no other responsibility in life.Policy PerimeterWork-Life Policy should encompas

18、s flexible work options, elder care provision, cluster of leave varieties, culture of work-life balance imbibed as best practice, periodic conduct of work-life balance survey, and promotion of awareness of entitlements which can assist employees in achieving distinctive balance marks. General Work-L

19、ife BenefitsChild CareElder CareIn-House ServicesVariety of LeavesFlexi-TimeeWorkingEmployee Assistance ProgrammesSocial Club ServicesGym ServicesWhat do organizations need to implement gender equality policies well?Business case showing that gender diversity/equality increases value/status/competit

20、ivenessFacts & figures showing that gender parity in the workplace delivers better performance/impactExamples of good leadership within sector/companySolutions that work and are transferableRegulatory and voluntary compliance in line with societal expectations of social justiceRecognition and re

21、ward by peers of actions leading to positive change Source: Elizabeth PollitzerExerciseDiscuss evolution of modern workplace within the context of gender issues.What are the barriers to positive change in work-life balance and how can they be surmounted.Dr. Elijah Ezendu is a multidisciplinary profe

22、ssional whose business experience mounts through diverse fields. He is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his strides in managem

23、ent consulting, he received Merit Award for Excellence in Consulting. He is concurrently Senior Partner, Shevach Consulting; Director of Strategy and Performance, Fortuna; Lead Assessor and Member of Governing Council, Institute of Management Consultants; Director of Training, International Council

24、of Business Development Professionals; Member of Marketing Committee, International Council of Management Consulting Institutes; Honorary Global Advisor, International Project Management Commission; and Programme Coordinator Nigeria, Regent Business School, South Africa. He holds a doctoral degree i

25、n Management from St. Clements University, British West Indies. He is a Chartered Manager certified by Canadian Institute of Management, Canada and holds numerous professional qualifications including Master Project Manager; Project Manager E-Business; Fellow, Institute of Management Consultants; Fe

26、llow, Certified Institute of Cost Management; Fellow, Institute of Business Development; Fellow, American Academy of Financial Management; Fellow, Institute of Internal Auditors; Member, Nigerian Institute of Training and Development; Member, Institute of Analytics Professionals; Associate, Chartere

27、d Institute of Personnel Management of Nigeria; Associate, Chartered Institute of Arbitrators Nigeria. He is a Certified Business Development Analyst and Competitive Intelligence Professional. Additionally, he is an information technology management professional certified by Institute for the Management of Information Systems, UK along with Microsoft Corporation, USA and stands as a Member of International Association of Software Architects. He is an outstanding motivational speaker with a knack for recalibration of positive influence;