Dr. Elijah Ezendu FIMC, FCIM, FIIAN, FBDI, FAAFM, FAAPM, FCCM, MIMIS, MITD, ACIArb, ACIPM, PhD, DocM, MBA, CWM, CBDA, CMA, MPM, PME, CSOL, CCIP, CMC Emerging Gender Issues Balancing Work-Life

Learning Objectives At the end of this course, participants should be able to do the following: Identify the evolutionary path of modern workplace within the context of gender issues Identify the key drivers of women career development and the barriers that must be surmounted Identify domestic issues of concern in a woman’s personal life Identify the role of law and policy in achievement of work-life balance

At the end of this course, participants should be able to do the following:

Identify the evolutionary path of modern workplace within the context of gender issues

Identify the key drivers of women career development and the barriers that must be surmounted

Identify domestic issues of concern in a woman’s personal life

Identify the role of law and policy in achievement of work-life balance

“ Companies today cannot afford to ignore the issue of work-life balance. Providing employees the flexibility to address personal commitments, without compromising the needs of the business, can make the difference between a good working environment and a great one.” - Diane Domeyer

“ Companies today cannot afford to ignore the issue of work-life balance. Providing employees the flexibility to address personal commitments, without compromising the needs of the business, can make the difference between a good working environment and a great one.”

- Diane Domeyer

Work Life Balance is the creation of a work environment that provides flexibility for employees to enable them to achieve a better balance between work, family and life commitments. Source: Government of Western Australia

Work Life Balance is the creation of a work environment that provides flexibility for employees to enable them to achieve a better balance between work, family and life commitments.

Source: Government of Western Australia

Stages in Evolution of Modern Workplace

Evolution of Modern Workplace The modern workplace is characterized by increasing number of women which gave rise to the following challenges. Gender Equality Equal Pay Glass Ceiling at Top Echelon Gendered Stereotypes Gender Reassignment Responsibility of Birthing and Lactation

The modern workplace is characterized by increasing number of women which gave rise to the following challenges.

Gender Equality

Equal Pay

Glass Ceiling at Top Echelon

Gendered Stereotypes

Gender Reassignment

Responsibility of Birthing and Lactation

Further Issues in Workplace Lack of cooperation between men and women Prevalent mindset about lower capability of women Misinterpretation of religion Low awareness of women rights Non-availability of breastfeeding facility Implementation of Paternity leave Inequitable practices during promotion Gender division of work Networking of men

Lack of cooperation between men and women

Prevalent mindset about lower capability of women

Misinterpretation of religion

Low awareness of women rights

Non-availability of breastfeeding facility

Implementation of Paternity leave

Inequitable practices during promotion

Gender division of work

Networking of men

"The differences between paychecks have more to do with the differences between social classes and increasingly, the education that, more than anything else today, determines class membership than with the differences between the sexes. Within classes, differences between men and women persist, although they are steadily lessening.” - Elizabeth Fox-Genovese, Claims That Women Face Discrimination in the Workplace Are Exaggerated

"The differences between paychecks have more to do with the differences between social classes and increasingly, the education that, more than anything else today, determines class membership than with the differences between the sexes. Within classes, differences between men and women persist, although they are steadily lessening.”

- Elizabeth Fox-Genovese, Claims That Women Face Discrimination in the Workplace Are Exaggerated

Women make up 50 percent of the global population. In meeting the challenges of tomorrow’s economy, businesses cannot afford to overlook the talents offered by this half of the population. Source: Sanofi Aventis

Women make up 50 percent of the global population. In meeting the challenges of tomorrow’s economy, businesses cannot afford to overlook the talents offered by this half of the population.

Source: Sanofi Aventis

Women and Career Development The demand for equal opportunity at all levels provided impetus that catalyzed global awakening in career development among women.

The demand for equal opportunity at all levels provided impetus that catalyzed global awakening in career development among women.

What do women need to advance in the labour market? Self-esteem Career development self-efficacy skills Attitudes + Aptitudes + Aspirations+ Experience Evidence of having employability skills Sufficient industry/sector-specific technical skills, that employers are looking for Awareness/support/flexibility/money to access re-training and job opportunities Fair and equal recruitment & employment practices! Source: Elizabeth Pollitzer

Self-esteem

Career development self-efficacy skills

Attitudes + Aptitudes + Aspirations+ Experience

Evidence of having employability skills

Sufficient industry/sector-specific technical skills, that employers are looking for

Awareness/support/flexibility/money to access re-training and job opportunities

Fair and equal recruitment & employment practices!

Source: Elizabeth Pollitzer

Types of Barriers Against Women Career Development Person- centered barriers Situation-centered barriers

Person- centered barriers

Situation-centered barriers

Person-Centered Barriers Skills Work Enhancing Behaviours Personality Traits

Skills

Work Enhancing Behaviours

Personality Traits

Situation-Centered Barriers Corporate Policy Organisational Practices Cultural Inclination Attitudinal Influence

Corporate Policy

Organisational Practices

Cultural Inclination

Attitudinal Influence

Common Factors that Influence Women Career Progression Duration of work Qualification Organisational culture Workload

Duration of work

Qualification

Organisational culture

Workload

Measuring Inequality Gender Empowerment Measure (GEM), is a measure of agency. It evaluates progress in advancing women's standing in political and economic forums. It examines the extent to which women and men are able to actively participate in economic and political life and take part in decision-making. While the Gender-related Development Index (GDI) focuses on expansion of capabilities, the GEM is concerned with the use of those capabilities to take advantage of the opportunities of life. Source: UNDP, Human Development Reports

Gender Empowerment Measure (GEM), is a measure of agency. It evaluates progress in advancing women's standing in political and economic forums. It examines the extent to which women and men are able to actively participate in economic and political life and take part in decision-making. While the Gender-related Development Index (GDI) focuses on expansion of capabilities, the GEM is concerned with the use of those capabilities to take advantage of the opportunities of life.

Source: UNDP, Human Development Reports

Gender Empowerment Measure Source: NationMaster.com Rank Country Amount 1 Norway 0.837 2 Sweden 0.824 3. Denmark 0.821 4. Finland 0.803 5. Netherlands 0.781 6. Canada 0.777 7. Germany 0.765 7. New Zealand 0.765 9. Australia 0.759 10. United States 0.757 11. Austria 0.745 12. Switzerland 0.718 13. Belgium 0.706 14. United Kingdom 0.684 15. Ireland 0.675

Women and Family Issues In most homes especially in Africa, women coordinate and carry out domestic labour with the intention of achieving greatly within the family.

In most homes especially in Africa, women coordinate and carry out domestic labour with the intention of achieving greatly within the family.

Aspects of Domestic Labour Household Cleaning Shopping Caring for ill members of the family Laundry Cooking Nursing Infants

Household Cleaning

Shopping

Caring for ill members of the family

Laundry

Cooking

Nursing Infants

Barriers to The Required Change Conflicts Fear Lines of Prohibition Inability Absence of favourable communal thinking Rising individuality profiles Resistance

Conflicts

Fear

Lines of Prohibition

Inability

Absence of favourable communal thinking

Rising individuality profiles

Resistance

Favourable Legislation Working Hours Leaves Minimum Wages

Working Hours

Leaves

Minimum Wages

Types of Leaves Sabbatical Leave Long Service Leave Carer’s Leave Maternity Leave Paternity Leave Ceremonial Leave Compassionate Leave Study Leave Cultural Leave

Sabbatical Leave

Long Service Leave

Carer’s Leave

Maternity Leave

Paternity Leave

Ceremonial Leave

Compassionate Leave

Study Leave

Cultural Leave

Corporate Policy The policy thrust of a forward looking organisation must be inclined to provide a turf that accelerates dual agenda, which combines organisational needs and demands of worker’s personal life. It must signify a departure from the old school assumption about a committed and competent employee being one who has no other responsibility in life.

The policy thrust of a forward looking organisation must be inclined to provide a turf that accelerates dual agenda, which combines organisational needs and demands of worker’s personal life. It must signify a departure from the old school assumption about a committed and competent employee being one who has no other responsibility in life.

Policy Perimeter Work-Life Policy should encompass flexible work options, elder care provision, cluster of leave varieties, culture of work-life balance imbibed as best practice, periodic conduct of work-life balance survey, and promotion of awareness of entitlements which can assist employees in achieving distinctive balance marks.

Work-Life Policy should encompass flexible work options, elder care provision, cluster of leave varieties, culture of work-life balance imbibed as best practice, periodic conduct of work-life balance survey, and promotion of awareness of entitlements which can assist employees in achieving distinctive balance marks.

General Work-Life Benefits Child Care Elder Care In-House Services Variety of Leaves Flexi-Time eWorking Employee Assistance Programmes Social Club Services Gym Services

Child Care

Elder Care

In-House Services

Variety of Leaves

Flexi-Time

eWorking

Employee Assistance Programmes

Social Club Services

Gym Services

What do organizations need to implement gender equality policies well? ‘ Business case’ showing that gender diversity/equality increases value/status/competitiveness Facts & figures showing that gender parity in the workplace delivers better performance/impact Examples of good leadership within sector/company Solutions that work and are transferable Regulatory and voluntary compliance in line with societal expectations of social justice Recognition and reward by peers of actions leading to positive change Source: Elizabeth Pollitzer

‘ Business case’ showing that gender diversity/equality increases value/status/competitiveness

Facts & figures showing that gender parity in the workplace delivers better performance/impact

Examples of good leadership within sector/company

Solutions that work and are transferable

Regulatory and voluntary compliance in line with societal expectations of social justice

Recognition and reward by peers of actions leading to positive change

Source: Elizabeth Pollitzer

Exercise Discuss evolution of modern workplace within the context of gender issues. What are the barriers to positive change in work-life balance and how can they be surmounted.

Discuss evolution of modern workplace within the context of gender issues.

What are the barriers to positive change in work-life balance and how can they be surmounted.

Dr. Elijah Ezendu is a multidisciplinary professional whose business experience mounts through diverse fields. He is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his strides in management consulting, he received Merit Award for Excellence in Consulting. He is concurrently Senior Partner, Shevach Consulting; Director of Strategy and Performance, Fortuna; Lead Assessor and Member of Governing Council, Institute of Management Consultants; Director of Training, International Council of Business Development Professionals; Member of Marketing Committee, International Council of Management Consulting Institutes; Honorary Global Advisor, International Project Management Commission; and Programme Coordinator (Nigeria), Regent Business School, South Africa. He holds a doctoral degree in Management from St. Clements University, British West Indies. He is a Chartered Manager certified by Canadian Institute of Management, Canada and holds numerous professional qualifications including Master Project Manager; Project Manager E-Business; Fellow, Institute of Management Consultants; Fellow, Certified Institute of Cost Management; Fellow, Institute of Business Development; Fellow, American Academy of Financial Management; Fellow, Institute of Internal Auditors; Member, Nigerian Institute of Training and Development; Member, Institute of Analytics Professionals; Associate, Chartered Institute of Personnel Management of Nigeria; Associate, Chartered Institute of Arbitrators (Nigeria). He is a Certified Business Development Analyst and Competitive Intelligence Professional. Additionally, he is an information technology management professional certified by Institute for the Management of Information Systems, UK along with Microsoft Corporation, USA and stands as a Member of International Association of Software Architects. He is an outstanding motivational speaker with a knack for recalibration of positive influence; and a world-class consultant, who has functioned as Speaker/Facilitator at myriad programmes of professional institutes, international development organisations, private and public firms including extra-governmental agencies and institutions. He is a prolific writer and author who had served as Editor-in-Chief, Cost Management Journal; Part-Time Lecturer & External Examiner (MBA Programme), Ladoke Akintola University of Technology; Director of MBA Programme (Nigerian Outreach), Management Institute of Canada; Chief Operating Officer, Rohan Marine; Second Vice President and Member of Governing Council, Certified Institute of Cost Management; Director of Programmes and Member of Governing Council, The Institute of Business Development; Director, Refined Shipping; and Examiner to various Professional Institutes.

Dr. Elijah Ezendu is a multidisciplinary professional whose business experience mounts through diverse fields. He is a Certified Management Consultant, licensed by International Council of Management Consulting Institutes which has a Special Consultative Status in United Nations Economic and Social Council. As a result of his strides in management consulting, he received Merit Award for Excellence in Consulting. He is concurrently Senior Partner, Shevach Consulting; Director of Strategy and Performance, Fortuna; Lead Assessor and Member of Governing Council, Institute of Management Consultants; Director of Training, International Council of Business Development Professionals; Member of Marketing Committee, International Council of Management Consulting Institutes; Honorary Global Advisor, International Project Management Commission; and Programme Coordinator (Nigeria), Regent Business School, South Africa. He holds a doctoral degree in Management from St. Clements University, British West Indies. He is a Chartered Manager certified by Canadian Institute of Management, Canada and holds numerous professional qualifications including Master Project Manager; Project Manager E-Business; Fellow, Institute of Management Consultants; Fellow, Certified Institute of Cost Management; Fellow, Institute of Business Development; Fellow, American Academy of Financial Management; Fellow, Institute of Internal Auditors; Member, Nigerian Institute of Training and Development; Member, Institute of Analytics Professionals; Associate, Chartered Institute of Personnel Management of Nigeria; Associate, Chartered Institute of Arbitrators (Nigeria). He is a Certified Business Development Analyst and Competitive Intelligence Professional. Additionally, he is an information technology management professional certified by Institute for the Management of Information Systems, UK along with Microsoft Corporation, USA and stands as a Member of International Association of Software Architects. He is an outstanding motivational speaker with a knack for recalibration of positive influence; and a world-class consultant, who has functioned as Speaker/Facilitator at myriad programmes of professional institutes, international development organisations, private and public firms including extra-governmental agencies and institutions. He is a prolific writer and author who had served as Editor-in-Chief, Cost Management Journal; Part-Time Lecturer & External Examiner (MBA Programme), Ladoke Akintola University of Technology; Director of MBA Programme (Nigerian Outreach), Management Institute of Canada; Chief Operating Officer, Rohan Marine; Second Vice President and Member of Governing Council, Certified Institute of Cost Management; Director of Programmes and Member of Governing Council, The Institute of Business Development; Director, Refined Shipping; and Examiner to various Professional Institutes.

Merci Beaucoup For additional information: Dr. Elijah Ezendu elezendu@yahoo.com, 234 8033024596, 234 8058835237