Essay Example on Women On Top: Managerial Strategies in Entrepreneur Sectors

The management of various institutions changed drastically, for instance, when Tracey challenged the technology companies to hire more female engineers than usual. Whereas others like Pinterest on seeing that it worked, they tried even increasing percentages of other races working. Pinterest, however, was yet determined to hire more women on top ranks in the company (Grau & Zootos, 2016). This document will discuss the managerial strategies widely in various entrepreneur sectors, how different approaches affect the management, and the multiple challenges are accruing to the same.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

In most working places, the diversification of the employees has been dramatically criticized vastly. In her article, Hawkins advocates for equity in chances of employment for women and people from races that are considered racial minorities (Gould, 2020). For instance, an employee could be forced to work under very dishonourable conditions since they are from a "lesser" ethnic community or a particular race may be. Therefore, there was an urge to advocate for equality effects.

In the recent past, laws and motions that were tabled advocating for the female gender and race anti-discrimination have seen to decline. In her article, Hawkins proposes a more accommodating consideration among the working individuals and the inclusivity of women and minor races (Grau &Zootos, 2016). WDE ideologies were countered by those of scholars, whereby they suggested that the concerns of WDE were vague and suppressed equality aspects.WDE declared that progressive scholars had avowed benefits for minor races and female employees.

However, WDE was not opposing the attempt of the progressive scholars of promoting equity in workplaces. According to Starbucks' website, "at the heart of our business, we seek to inspire and nurture the human spirit-understanding that each person brings distinct life experience to the table." Thus, WDE has been seen trying to bring equity in workplaces (Gould, 2020). Therefore, employers are urged to consider creating equity among their employees to enjoy benefits accruing to the same.

Some critics state that WDE stands have not yet led to no benefits for female employees and other racial minorities. Employers executing the WDE have had significant improvement in their workplaces. Despite the improving equity in their workplaces, there are also harms that were associated with the same implementations (Grau & Zootos, 2016). There were some loops in the progressive scholars' views, which was amended to ensure a more equitable workplace. The scholars argued that WDE principles lead to harmful racial and gender convection. Several amendments were made to ensure that the most crucial aspects were integrated equity. WDE stated that the view of failed to integrate equity (Grau & Zootos). Another objection was that the proposal of the progressive scholars failed in integrating Title VII. The difficulty with the complaint was that it was fused the gender balance and the anti-racist action propositions. The other accusations of the WDE raised by the progressive scholars focused on exploiting the minorities; the women and racial minorities.

Conclusion

In summary, the progressive scholars had no intention of mentioning that the WDE always objected to gender and racial proposition. The WDE also did not mean to cause any harm in women and racial minorities by subjecting them to the common discriminations and challenges in the respective industries they were employed. Thus, considerations should be made and inclusivity without any gender or race bias.

References

Gould, C. C. (2020). Diversity Beyond Non-discrimination: From Structural Injustices to Participatory Institutions. The Praxis of Diversity (pp. 15-33). Palgrave Macmillan, Cham.

Grau, S. L., & Zotos, Y. C. (2016). Gender stereotypes in advertising: a review of current research. International Journal of Advertising, 35(5), 761-770.