Patricia K Gleich

Many businesses and organizations are increasingly aware of the case for promoting gender equality, both within and outside their organizational boundaries. Evidence suggests that gender equality in the workplace boosts performance, and legal frameworks in many countries mandate specific action on gender inequality in the workplace. However, despite organizational policies on promoting equality and equal opportunities, there remain challenges to be overcome in many businesses, including throughout their supply chains. The book provides research rationales as to why responsible organizations must address the issue of gender equality in the workplace. It also presents case studies, action research and examples of good practices, describing how businesses and organizations are working to promote gender equality in various contexts. The book is designed to support the rationale for gender equality in business and organizations, provide evidence of implementation of gender equality in the workplace, and how to deal with and overcome challenges. It will be of interest to academics, employees, practitioners, policy-makers, businesses, institutions and organizations. “The book makes a strong and unequivocal business case for gender diversity and equality in organizations, drawing on compelling examples of case studies throughout the world. In line with the principles and values of PRME, this book is a natural choice of read for forward-thinking individuals who embrace gender equality as a necessary status quo. Importantly, it is a must-read for individuals who are skeptical about the need for greater gender equality.” Jonas Haertle, Head, PRME Secretariat, UN Global Compact “Overcoming Challenges to Gender Equality in the Workplace expertly lays out the business case for gender equality backing up statements with thorough research and inspiring international company examples. The mission of the book is aligned with the Women’s Empowerment Principles … Drawing expertise from a diverse group of experts and practitioners, the insights provided in the book would be of great value to companies at the beginning stages of establishing a gender equality strategy, companies that are looking for new innovative approaches to strengthen their existing efforts, as well as non-business stakeholders that are interested in learning how business can contribute to gender equality.” Ursula Wynhoven, Chief, Governance and Social Sustainability at the UN Global Compact Many businesses and organizations are increasingly aware of the case for promoting gender equality, both within and outside their organizational boundaries. Evidence suggests that gender equality in the workplace boosts performance, and legal frameworks in many countries mandate specific action on gender inequality in the workplace. However, despite organizational policies on promoting equality and equal opportunities, there remain challenges to be overcome in many businesses, including throughout their supply chains. The book provides research rationales as to why responsible organizations must address the issue of gender equality in the workplace. It also presents case studies, action research and examples of good practices, describing how businesses and organizations are working to promote gender equality in various contexts. The book is designed to support the rationale for gender equality in business and organizations, providing evidence of implementation of gender equality in the workplace and advice on how to deal with and overcome challenges. It will be of interest to academics, employees, practitioners, policy-makers, businesses, institutions and organizations.

The Older Worker Readiness Program, a demonstration program funded by the Kentucky Department for Employment Services during 1987-88, developed three centers to provide a combination of job search skills and literacy skills for individuals over 54 who want to enter the work force. A job placement component eventually was put in place for participants who finished the course. The three sites, developed in cooperation with existing agencies or organizations and using space on college campuses, were in a small city, a larger urban area, and a metropolitan area. The key instructional components of the program include (1) one-to-one tutoring; (2) reading, writing, math, and job search curricula; (3) instructors who also are older than 54 and who meet Job Training Partnership Act low income guidelines; (4) use of the language experience method; (5) active involvement of participants in the planning of the instruction in order to increase their feelings of self-worth and motivation to continue the program; (6) use of computer-assisted instruction; (7) materials that are appropriate for adult students; (8) materials that are job related when participants know what job they want to prepare for; and (9) opportunities to practice job contact calls and interviews. (The document includes information on staff selection and training, participant recruitment, goals and objectives, evaluation, and instructional materials. Sample letters, a description of the entrance testing procedure, counseling and tutoring forms, a sample workshop agenda, a participant data sheet, and profiles of older workers are included.) (CML)