Essay On Gender Sensitization
Potential versus performance Men assume policy leads to positive impact.
Women see that these policies are not leading to positive outcomes.
And it applies to many other issues such as climate change, citizen/police interactions, and for the purposes of this blog post, to women’s progress.
We all have our own lenses through which we see the world.
For women their conclusion of dissatisfaction was based on performance.Focus groups and internal workforce surveys disaggregated by gender (or other salient identities) can help.The leadership may believe, looking through their lens, that the organization has strong programmes for hiring, evaluation and feedback, career development and promotions, access to critical assignments, mentoring and sponsoring, and other inclusive practices.Leaders: look through another lens Information rather than anecdotes always helps.For a leader it means awareness and the need to probe more deeply into what causes the gaps.Based on their experiences, men might be more likely to achieve those work goals; women, on the other hand, may have experiences that create a diminished sense of satisfaction.Given these feelings of dissatisfaction in the workplace, women may have a lower threshold when it comes to deciding whether to leave the world of work or not.Her answer was that both men and women are right, at least based on what they are observing and what facts or cues they give weight to for their differing conclusions.Several explanations can be put forward for these differences: 1.Catherine Fox, former Corporate Woman columnist for the Australian Financial Review, found that 72% of male senior executives agreed with the statement that much progress had been made towards women’s empowerment and career progression.Of the female executives surveyed, 71% disagreed with that statement.