Women in managerial positions
Globalization has brought a significant increase in the rate of female participation in the workforce. The developing economies in different countries create more employment opportunities, which has increased the involvement of females in the workforce. With increased progress in gender diversity, the inclusion of women in a management position has been a critical issue in Asia. As different cultures strive to ensure equality in employment opportunities, the Asian region has increased realized an increase in the participation of women in various leadership tasks.
As a company seeks to diversify its operations to the Asian region, including women in managerial positions may be aced by different perspectives by the people in the area. In the past years, the participation of women in a management position has increased significantly. Having the EEOC directive include women in managerial positions as the company seeks to diversify its operations to the Asian region is likely to succeed easily as most people in the Asian area have adopted the culture. Skills are also a significant determinant when choosing women in managerial positions. Cultural perspectives can decide how easily inclusion of a particular gender in management over a given region can be while the skills determine whether the women fit in the given positions. As a company seeks to globalize its operations, the qualifications of the women should play a role in deciding if they fit for the role. With various changes in the business environment, hiring female managers has become a significant trend in the whole world, which includes the Asian region. Discrimination of women in different regions, for instance, poses a challenge to the involvement of women in management (Davidson & Burke, (Eds.). (, 2017).
The directive needs a strategy of hiring employees in different regions, which would ensure equality in the hiring process among different genders. The policy also needs to consider the cultural perspectives in different areas regarding hiring different genders in managerial positions. The strategy used should analyze the different cultures and possible discriminations they are likely to face in the different regions of the world. For instance, a business can establish a network among female managers in a given area to allow them to help each other when they face challenges (Luke, 2011).