Gender+Relations

=Gender Relations =

**//Gender roles need to be addressed in B&B Enterprises. It's becoming more of an issue, so we need to train and inform our employees on how to move forward throughout the company without gender being a factor. //**

  As you can see from the following table, the majority of our upper level positions are male dominated. The only field having more women is Management. Our ratio of women to men in upper level is not representative of our employee numbers. ||= Men ||= Women || ||= 28% || ||= 33% || ||= 20% || ||= 58% || ||= 38% || 
 * < President/Vice President  ||= 72%
 * < Head of Department  ||= 67%
 * < Supervisors  ||= 80%
 * < Managers  ||= 42%
 * < Board Members  ||= 62%
 * 2007 survey

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**Challenges ** ===== 
 * Hiring more women in upper management.
 * Training upper management on gender relations and the "glass ceiling" theory.
 * <span style="font-size: 90%; font-family: Arial,Helvetica,sans-serif"><span style="font-size: 110%; font-family: Arial,Helvetica,sans-serif">Become more representative of our employee numbers in upper level.

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<span style="font-size: 110%; color: rgb(28, 146, 44)">****<span style="font-size: 110%; color: rgb(81, 45, 180); font-family: Arial,Helvetica,sans-serif"><span style="color: rgb(28, 146, 44)">Questions **** =====
 * How can we solve this issue throughout B&B Enterprises?
 * What is the "glass ceiling?"
 * Webster's dictionary defines glass ceiling as : an intangable barrier within the hierarchy of a company that prevents women or minorities from obtaining upper-level positions.
 * What can we as an organization do to bring more women into upper-level and board room positions?

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<span style="font-size: 110%; color: rgb(28, 146, 44)">****<span style="font-size: 110%; color: rgb(81, 45, 180); font-family: Arial,Helvetica,sans-serif"><span style="color: rgb(28, 146, 44)">Survey Results **** ===== From our previous survey on Gender Relations, we found that men and women hold different strengths on each topic. The survey asked for strengths on each topic with a list of questions regarding each topic and situational experiences. The outcome showed that each gender consider some topics strengths and other topics weaknesses.


 * Topics: || Men || Women ||
 * Communication || 49% || 51% ||
 * Decision making || 68% || 32% ||
 * Follows directions || 36% || 64% ||
 * Goal oriented || 30% || 70% ||
 * Leadership skills || 72% || 28% ||
 * Management skills || 65% || 35% ||
 * Environmental roles || 50% || 50% ||

Men consider their strengths are in decision making, leadership skills, management skills, and environmental roles. Women consider communication, directions, goals, and environment as strengths.


 * //<span style="color: rgb(221, 19, 19); text-align: center; display: block">OUR GOAL AT B&B ENTERPRISES IS TO TRAIN ON EACH TOPIC FOR MEN AND WOMEN. IT'S IMPORTANT TO BE AWARE OF THESE DIFFERENCES AND LEARN TO WORK WITH THESE DIFFERENCES TO MAKE THIS COMPANY SUCCESSFUL. WE WILL USE THESE DIFFERENCES AS STRENGTHS AND WORK TOGETHER TO BUILD THESE STRENGTHS.

//**

<span style="color: rgb(221, 19, 19); text-align: center; display: block"> //<span style="color: rgb(255, 156, 0)">
 * Our upper management is in the process of training in gender relations. Once we have completed that task, our goal is to develop a seperate training on gender relations for all employees to have. Your department will be made aware of these trainings once they are available. We highly recommned that you consider taking these trainings.** //

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