Gender Equality and Diversity in Businesses for

the Future
Recruitment based in gender is one of the major factors biases of the industries. Gender based
working restriction is still active in the present. This essay Gender Equality and Diversity in Businesses for
the Future will attempt to analyze and respond to the article of Robert Grant The Future of Gender
Equality.

Restriction to work based upon gender has been part of humanity since the Era of
Enlightenment. The beliefs in which works are restriction to one’s gender for it is the believed
appropriate way of living. Males must work their bones as the breadwinner for the family. Females must
only do house chores to as a support to the family. The modern age people pushing the notion of gender
equality has widespread among the society. Law and constitution protecting and encourage to promote
gender equality in the public and private sector.

In the present, gender equality and diversity are observed in businesses. Achieving gender
equality is important for a workplace not only because it is ‘fair’ and ‘the right thing to do,’ but it also
improved productivity, economic growth, and increased organizational performance. With gender
diversity workforce allows the business to serve an increasingly diverse customer base. Gender diversity
helps businesses attract and retain talented individuals.

According to Robert Grant, recruiters are key to gender solution. Recruiters can be more
influential to businesses around the issues of gender equality. Prioritizing gender diversity as a business
objective can address discrepancies. For example, qualified and sometimes more qualified women are
not equally hired. Women’s tenure is higher than men in banks and fewer women employed in the
digital industry. To stay competitive, business should encourage recruiters to understand this the
implication in this trend and should work in partnership with recruiters. Using IT systems allows
monitoring of all relevant diversity across internal staff and employees in the business. Staff should be
expected to work inclusion guiding principles, but businesses need support systems in place and
investment in on-going development on the value of diversity to the business.

In the article, I agree in the statement ‘recruiters are the key to gender solution’ for recruiters
have the power to choose qualified candidates. However, most recruiters tend to pursue judgement
base in their biases of gender. To me, recruiting base in gender alone is minor factor affecting the
workforce. Major factors should be used in recruiting employees. Some of these factors are capability,
flexibility, and social abilities. I agree in prioritizing gender diversity as a business because it can address
discrepancies. Flexibility workers and employees are needed to adjust the demand of the customer.
However, gender diversity should follow qualification standards to what the business may be. Recruiting
unqualified applicants may not solve the business’s problems in terms of service. It may cause the down
fall or lack of performance for being unfitted of the task. I agree in using IT system to monitor all
relevant diversity across the staff and employees. With the implication of technology to widen the
intelligence of the business to its staffs and employees. To see the problems and solve it for better
performance. I agree in the statement ‘Staffs and employees should expect to work inclusion guiding
principle’ to maximize peak performance of workforce. Ill feelings towards their colleagues should be
terminated for better work flow. Understanding towards their colleagues makes it better for them to
work and the boost productivity and performance. Investing in programs developing in the value of
equality and diversity in the business. To strengthen the relationship between staffs and employees that
can boost the effect of work.

I strongly disagree encouraging recruiters to understand implication of the trend in the example.
The fairness and equality not followed because of these trends in which some may be qualified or
there’s someone more qualified for the task. The flaw of this article is the misleading title, in which
Robert Grant tackled the gender diversity in businesses while entitling his article about gender equality. I
see this as a flaw in which is misleading readers thinking they would read about gender equality when in
face it is all about gender diversity.

In conclusion, the article of Robert Grant ‘The Future of Gender Equality’ had made its points of
illustrating the importance of gender diversity. I agreed in his idea in which recruiters are the main
driving force of pushing gender diversity in the industry. However, its should be carried on with no
pursue of judgement based on biases and should overlook for standards of qualification. Prioritizing
gender diversity with qualified applicants to imply for flexible needs of the customer. Using modern
technology to monitor relevant diversity across staff and employees is critical. Investing in programs in
developing the values of gender equality and diversity is needed. Employees working inclusion guiding
principles to strengthen employee’s relationship towards their colleagues and boosting productivity and
performance. I disagreed in his idea of encouraging recruiters in implying the trend of selective gender
based on profession. I also seen a flaw of misleading the readers in the title with a different thesis.
Overall, the article is effective in explaining the gender diversity with support ideas and examples. But
Robert Grant was lost in the concept of gender equality and gender diversity.