 It makes great business sense

Women are increasingly more highly educated than men, as shown in the Global Gender
Gap Report. You can leverage your competitive advantage on the long-run by attracting and
retaining the best talent, regardless of their gender. Catalyst’s 2011 study found that
companies with the most women board directors outperformed those with the least on
return on sales (ROS) by 16 percent and return on invested capital (ROIC) by 26 percent.

 It reduces the costs of turnover

Both men and women will leave a company that is not flexible. Flexible work arrangements
that facilitate sharing of care lead to better recruitment and retention outcomes. A company
that fosters gender diversity will support retention of employees and reduce an important
expense by limiting advertising costs, time spent on interviews and administrative tasks,
termination pay, onboarding costs for the new employee etc.

In their article on The role of calculative attachment in the relationship between diversity
climate and retention, David M. Kaplan, Jack W. Wiley and Carl P. Maertz Jr. point out that
decreased turnover intentions are associated with employees’ positive perceptions of an
organization’s diversity climate. The study also establishes indirect links between positive
perceptions of the climate and predictions of calculative attachment and satisfaction.

 It increases business performance

There are a range of reasons why company performance and gender diversity may be linked,
as this Credit Suisse report on Gender Diversity and Corporate Performance shows. One
reason is that diversity brings together varied perspectives, produces a more holistic analysis
of the issues a company faces and stimulates greater effort, leading to improved decision-
making.

McKinsey&Company successfully showed that diverse teams are also top financial
performers. Looking at the at the executive board composition, returns on equity (ROE), and
margins on earnings before interest and taxes (EBIT) of 180 publicly traded companies in
France, Germany, the UK, and the US over the period from 2008 to 2010, the study focused
on measuring two groups: women and foreign nationals on senior teams.

The results speak for themselves: for companies ranking in the top quartile of executive-
board diversity, ROEs were 53 percent higher, on average, than they were for those in the
bottom quartile. EBIT margins at the most diverse companies were 14 percent higher, on
average, than those of the least diverse companies.

 Failing to take action is not just a matter of denying women their basic human rights,
but also leads to significant loss of economic potential. You don’t have to take my word
for it: companies with a strong track record of gender diversity are 15% more likely to
have higher earnings than their peers. In fact, among all Fortune 500 companies, the
 ones with the highest representation of women on their boards significantly
outperform the others.

 The world is in a unique position to capitalize on the huge opportunities offered by

women’s participation across all levels of society. Women are more educated, healthier
and more eager to succeed than ever before. Study after study shows that women who
work and are financially independent have greater control over their own lives, and
bring positive political and economic contribution to their extended families, their
communities and their countries.

 Originality. The authors have substantiated that in many economically developed

countries the problem of providing a gender is still relevant, but most of the crisis
problems in this area have found their legal regulation. The motivated position of the
authors is that the level of education and professionalism of women cannot serve a
reason for discrimination against women, which now exists in the economic and
political sphere in the post-Soviet space. Conclusions. Gender stereotypes remain the
priority in woman’s keeping family household, which creates significant inequalities of
women and men at the labor market. Specialized regulatory acts in the field of gender
declare the equality of men and women, while labor law defines a number of norms
and guarantees that complicate the employment of women. In order to improve the
situation we propose to implement a number of measures, such as, creation and
financial support of the programs at the state level for supporting maternity, family and
childhood; examination of all normative acts and concerning the issue of gender
asymmetry, and especially the norms of labor law; introduction of state monitoring of
employment and income of persons as to the complying with the principle of gender
equality; introduction of quotas for women’s participation in political activities, in the
work of the government and parliament, etc.