Women In Business

From APEC HRDWG Wiki

APEC recognizes that a successful society can result only from the full participation of women in the economy, and has strived to promote gender equality through such organizations as the Women Leaders Network (WLN) and the Gender Focal Point Network (GFPN). These and other bodies are charged with studying policy and promoting best practices regarding gender equality and making recommendations to APEC Ministers regarding how best to enable full participation of women in the economic and civic life of their societies. As traditional economies and industries adopt more inclusive practices, it is important to reflect on the fundamental shifts necessary to achieve the successful implementation of gender equality. In this regard, we must consider the cultural traditions, norms, and practices of the economies in which we conduct business, and the unique capabilities that women bring to the workplace.

Around the world, companies are competing to hire well-educated women. The reasons for this are simple. Multinational firms that work hard to hire and promote women to management positions are more profitable than those that do not.^[1] Women bring important capabilities to the workplace including teamwork, collaboration, relationship-building, and communication skills.^[2]

Business is traditionally a male-dominated field. In the past, a “glass ceiling” has kept women from rising to the highest levels of company leadership. Women could see that the most important decision-making positions were at these levels, but they could not reach them. Now, the glass ceiling has begun to shatter. In the past decade, more women have been moving into leadership positions. Some women are now leaders of major world corporations. It is an exciting time for ambitious young women.

Tips for Young Women

Network Widely

Since there are few women in multinational business leadership, it is important that they stay in contact with one another so that they don't feel isolated. Young women should seek to build networks with female leaders in their communities.^[3] If possible, they should try to find a female mentor who will guide them in the world of business.^[4] This can be challenging, since business is still largely dominated by men. However, these relationships are key for success in the business world. Young women should schedule informational interviews with successful female leaders and ask them to be a mentor. This practice of network building and mentoring should continue in the multinational workplace, where women may feel unsupported without strong female relationships.

Make Goals Clear to Others

Young women who want careers in multinational business should set their goals early. Moreover, they should not hesitate to tell their teachers and supervisors about their goals and needs. A recent study of international organizations found that women were often kept out of programs designed to help workers make transitions to higher-level jobs.^[5] It is clear that women should not wait for management to invite them to participate in training and special programs. Instead, they should observe how other people gain opportunities and promotions and ask for similar chances in their companies.^[6] In other words, young women need to ask confidently for what they want.

Stay Positive

There are still barriers for women in the workplace. In addition, there are cultural differences in the ways women are viewed and respected around the world. Female leaders must contend with these challenges as well as the normal challenges of multinational business.^[7] It is important to stay positive. Young women should not let discrimination prevent them from climbing the ladder to success.^[8]

Resources

References

1. ↑ Siegel, J., Pyun, L., & Cheon, B.Y. (2010). Multinational firms, labor market discrimination, and the capture of competitive advantage by exploiting the social divide. Working Paper: Authors. http://www.hbs.edu/research/pdf/11-011.pdf
2. ↑ Brock, S. (2010). Gender equality for learning leadership in undergraduate business schools. Advancing Women in Leadership Journal, 30(9). http://advancingwomen.com/awl/awl_wordpress/
3. ↑ Anderson, M. J. (2010). Five ways companies can reach women in emerging markets. Evolved Employer. http://www.evolvedemployer.com/2010/07/20/five-ways-companies-can-reach-women-in-emerging-markets/
4. ↑ Keston, J. (2008). Women and international business: Be wary of cultural issues. Local Tech Wire. http://localtechwire.com/business/local_tech_wire/opinion/story/3188645
5. ↑ Howard, A., & Wellins, R. S. (2009). Holding women back: Troubling discoveries – and best practices for helping female leaders succeed. Bridgeville, PA: Development Dimensions International. http://www.ddiworld.com/pdf/genderreport09_tr_ddi.pdf
6. ↑ Gannon, J. (2009). Study finds lack of leadership training programs keeps women executives from advancing. Pittsburgh Post-Gazette. http://www.post-gazette.com/pg/09160/975963-28.stm
7. ↑ Keston, J. (2008). Women and international business: Be wary of cultural issues. Local Tech Wire. http://localtechwire.com/business/local_tech_wire/opinion/story/3188645
8. ↑ Gannon, J. (2009). Study finds lack of leadership training programs keeps women executives from advancing. Pittsburgh Post-Gazette. http://www.post-gazette.com/pg/09160/975963-28.stm

Return to Skills for Success in Multinational Business

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