Human Resource Policies

To what extent can human resource policies and practices promote gender equality. Write a 1250 word paper answering; the representation of women in management positions in firms across Europe reveals that gender equality is still a problem for businesses of all sizes. Moreover, it seems that the number of women in lower and middle management positions is gradually increased, in opposition with the top management positions, which are likely to be occupied by man (Stahl and Bjorkman 2006, p.506-507). In 2002, the percentage of firms that employ only men at lower and middle management positions was estimated to 44%, decreased from 1996 when the above percentage was 50% (European Business Survey 2002, in Stahl and Bjorkman 2006, p.506). The figures presented above denote the ineffectiveness of HRM to secure gender equality. At the next level, Stahl and Bjorkman (2006) note that the level at which HRM policies focus on gender equality is often depended on ‘the level at which women are represented in HRM’ (Stahl and Bjorkman 2006, p.507). In other words, in firms where the number of women working in the HRM department is high, the promotion of gender equality is expected to be more intensive compared to firms that tend to employ men in their HRM department. In this context, HRM policies are likely to emphasize on gender equality mostly when female HR managers plan them, a fact that reveals the inability of modern firms to secure equality in the workplace. The potential use of HR policies for promoting gender equality is highlighted in the study of Durai (2010). Reference is made specifically to Infosys, a global firm in the area of IT consulting.

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