Diversity as the HR Management Issue forever and ever
The women in the business have difficulties. They are not promoted, and there is no equality in the number of managers in most organizations. Most organizations have the diversity of the top management in the business priorities, but the offered solutions do not work and do not help women in taking the managerial roles in the company. The number of women in the managerial roles does not increase. The number in HR statistics is constant. Human Resources is called to be responsible for bringing the right proposal to increase diversity in the organization.
The women need the help of the company in the different roles they have to do. The woman wants to be a mother, and this role is more important than the role of the successful manager. The organization has to support the successful women in the career break without any penalty. The organizations do not use the strong competencies of women to find a successor within a defined time.
It is the management paradox in the planning. The operational planning of the company is usually short-term. The planning of the women managerial promotions is usually extremely long-term. In this case, anybody can raise the issue of babies in the future or changes of the priorities in personal life. These issues are extremely dangerous as they undermine the managerial career opportunities for all women in the organization.
On the other hand, the diversity is not just about the males in the management. The women have to make their part of the solution, as well. They have to provide unique solution for the diversity issue. They have to get the buy-in of the top management for the solution, which will work best for the organization.
The role of Human Resources in the diversity management is not about bringing the proposal, but HR has to act as the facilitator helping to overcome gaps between the talented women and the top management. The mutual agreement and arrangement are the only way to solve the diversity issue in the organization.