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  • >25.05.17
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Women – at the operational management level, men – at the top management level (Преимущественно женщины - на операционном уровне управления, мужчины - на уровне топ-менеджмента)

Thu 30.3.2017 5:07 pm

Have you ever faced the problem of the so-called "glass ceiling" in organizations? A "glass ceiling" is a metaphor used to represent an invisible upper limit in organizations, above which it is difficult or impossible for women to rise in the ranks.  This metaphor is used for the hard-to-see informal barriers that keep women from career grouth or pay raises. 

Rank

Goals: it gives to womens show themselves at the level of leaders.

Details: conducting trainings at enterprises, namely the days of self-managment, when ordinary employees changinge posts with their immediate supervisors (women with men).

It give an opportunity to solve the problem of "glass ceiling". 

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The purpose of this idea is to achieve equality in the positions held.

 

In order to achieve the necessary result (namely, equality), I propose to make changes to the system of selecting individuals for the positions (irrespective of whether they are governing or not):

1. During the selection of persons for the position, pre-compete for the competition, separately between men and women.

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When searching for a new employee, make a requirement not to state applicant's sex or name in a one's CV. So when a resume is considered, it is considered only based on person's skills and qualities, never on one's gender.

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The idea is on creating short movies/presentations, where will narrate about women achieve certain heights due to self labor, motivation, hard work and knowledge.

It's necessary motivate women press for stated goals, growing up in a career and teach them don't scared of express self standpoints.

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When searching for a new employee, make a requirement not to state applicant's sex or name in a one's CV. So when a resume is considered, it is considered only based on person's skills and qualities, never on one's gender.

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Pursue a policy that every employee, especially women, from their first day at work are aware that every position in the organization is equaly available for men and women. Hold meetings to raise awareness, make the information clear to the employee at their firts day briefing. So every woman can be confident, that if she works hard and have required skills, top positions in company will be open to her. Also male employees will be more ready to work, having a woman boss and start to feel that it is a normal situation.

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The purpose of this idea is to achieve equality in the positions held.

 

In order to achieve the necessary result (namely, equality), I propose to make changes to the system of selecting individuals for the positions (irrespective of whether they are governing or not):

1. During the selection of persons for the position, pre-compete for the competition, separately between men and women.

404
3

Goals: it gives to womens show themselves at the level of leaders.

Details: conducting trainings at enterprises, namely the days of self-managment, when ordinary employees changinge posts with their immediate supervisors (women with men).

It give an opportunity to solve the problem of "glass ceiling". 

198
1

Comments

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Submitted by Dima on Mon, 2017-04-10 16:22

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Submitted by Maryna Andenko on Mon, 2017-04-10 22:10

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Submitted by Morokhovskaya Marina on Tue, 2017-04-11 00:13

In my opinion that today the "gender prejudice" was an excuse for women who are too lazy to make efforts and achieve their goals. Gender stereotypes is a thing that should be, because it contains the most common ideas about gender roles and their features (femininity, masculinity) Naturally, men and women are different. They have different biological destinys, different abilities and genetic predisposition for something, so on this basis there are variation in the size of wages and status in the company I am 20 years old and I have never encountered with problem of gender inequality. When you pass the job interview, your gender is unimportant, your knowledge and skills are more important. Today woman can freely realize herself anywhere, even in the military domain.
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Submitted by Anna Chernetskaya on Tue, 2017-04-11 10:06

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Submitted by Vladyslav on Tue, 2017-04-11 19:27

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Submitted by Anastasia Golubnycha on Wed, 2017-04-12 11:55

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Submitted by Alexander Kulik on Thu, 2017-04-13 14:51

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Submitted by Serhii Znakhur on Fri, 2017-04-28 16:51

There are various solutions or examples in biological systems and social systems. The advantage of women or men for top-level management can not be proved. It is important to create a mechanism for competition, so that the top-level manager would be the best and worthy
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Submitted by Ganna Plekhanova on Sat, 2017-04-29 22:54

I'm surprised that employees and students of KhNUE do not realize the problem of the "glass ceiling". Despite the fact that predominantly women's collective is led mostly by men.

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Submitted by Anonymous (not verified) on Sat, 2017-04-29 23:35

If we talk about Ukrainian universities in most cases, you need to ask the question of how, in principle, the appointment of employees of top management is justified. Despite the progressive new law on higher education and the need to apply the elective procedure for appointing, for example, heads of departments, the common is practice of the appointment of candidates acceptable to the administration, and not chosen by the collective. As long as this situation persists, it  is meaningless to talk about gender-independent appointments.

Если говорить об украинских вузах, то в подавляющем большинстве случаев нужно задать вопрос насколько в принципе справедливо происходит назначение топ-менеджмента. Несмотря на прогрессивный новый Закон о высшем образовании и необходимость применять выборную процедуру для назначения, например, заведующих кафедр, повсеместно сохраняется практика "кумовства" и назначения угодных ректорату кандидатов, а не тех, кого выбирает коллектив. Пока эта ситуация сохраняется, бессмысленно говорить о гендерно-независимых назначениях.

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Submitted by Egle Butkeviciene on Mon, 2017-05-08 23:47

I agree. There are many cases when men are the leaders in organizations where mostly women work.

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HR practices and management processes

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