Youth and diversity management in the Republic of North Macedonia:

determining the impact of gender and sexual orientation

ASSOCIATE PROFESSOR MARJAN MLADENOVSKI

HEI EURO COLLEGE, N. MACEDONIA
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Introduction

 global trend of increased opening of the labor market to all social groups and individuals
 democratic and humanist principles in terms of equality
 strong economic support in a direction of utilization of the overall economic potential

 diversity is a wide category (positive effects and problems)

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Methodological approach

 the crucial research question is whether and how gender differences and sexual orientation influence the business sector
or workplace.
 Illustration - through the perception of 100 young students (age 18 – 26) from Kumanovo (“Little Macedonia”)
 studies which produce managerial staff
 research sample based on the phrase “convenient sample”
 horizontal relationships – work in the same office, opening a joint venture
 vertical relations - employment, promotion or working for a person with a different gender or sexual orientation
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Work in the office
Would you mind working in the same office with a person of LGBT population?
(age, ethnic and gender structure)
Would you mind working in the same office with a  Age yes no not sure
person of: 18-19 47,1% 47,1% 5,9%
20-22 37,5% 58,3% 4,2%
  Different gender LGBT population 23+ 37,5% 62,5%  0
  % % Ethnicity yes no not sure
Yes 8,2 55,1 Macedonian 28,6% 64,3% 7,1%
No 91,8 40,8 Albanian 61,1% 38,9% 0
Other smaller 33,3% 66,7% 0
Not sure 0 4,1
Gender yes no not sure
Male 38,5% 61,5% 0
Female 43,5% 47,8% 8,7%
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Opening a joint company

Partnership with a person of LGBT population

Would you open a joint company in a
(gender structure)
partnership with a person of:
  Different gender LGBT population Gender yes no not sure
  % %
Yes 81,6 38,8 Male 30,8% 69,2%  0
No 8,2 51,0
Not sure 10,2 10,2 Female 47,8% 30,4% 21,7%
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Advantage in employment

Advantage in employment for a person of heterosexual

Advantage in employment for a person of the same orientation (age structure)
gender and heterosexual orientation instead of a person  Age yes no unknown
of:
  Different gender LGBT population
  % % 18-19 64,7% 29,4% 5,9%
Yes 12,2 55,1
No 87,8 40,8 20-22 54,2% 45,8%  0
Unknown 0 4,1

23 + 37,5% 50,0% 12,5%

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Advantage of promoting
Advantage of promoting a person of heterosexual orientation (age
Advantage of promoting a person of the same gender and ethnic structure)
and heterosexual orientation instead of a person of:
 Age yes no not sure
  Different gender LGBT population
18-19 52,9% 41,2% 5,9%
  % %
Yes 12,2 44,9 20-22 45,8% 54,2% 0%
No 85,7 53,1 23+ 25,0% 75,0%  0%
Unknown 2,0 2,0
Ethnicity yes no not sure
Macedonian 39,3% 60,7% 0%
Albanian 50,0% 44,4% 5,6%
Other smaller 66,7% 33,3% 0%
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Acceptance of a manager

Would you mind having a boss (manager) of: Would you mind having a boss (manager) of a different
gender (gender structure)
  Different gender LGBT population
  % % Gender yes no unknown
Yes 6,1 49,0
Male 7,7% 84,6% 7,7%
No 89,8 49,0
Unknown 4,1 2,0 Female 4,3% 95,7% 0
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Conclusions

In general, gender is a much smaller problem in business relations than sexual orientation.
 Sharing an office with a LGBT person is a big problem
 Business partnerships with LGBT people - unacceptable
 Discrimination in employment of LGBT people, advantage in employment of men
 A member of the LGBT population with a little chance of promotion
 Manager of LGBT population - unacceptable situation, still reserved for women bosses
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Thank you for your attention!