Question

Literature review relate in Accounting. Topic " To what extent there is a gender bias in business." Instructions: Complete and submit an academic piece of writing (i.e., use headings, paragraphing and professional acknowledgement of sources in the style of your specialisation or APA if no specialisation, as appropriate) with a total of no more than 4000 words. Your writing should include the following: A brief (less than 1 page) introduction describing your research topic and what you have learned in the course about community needs in relation to this topic. As part of your introduction, refer to a kaupapa Māori philosophy. The body of your submission will constitute a write-up of (at least) four pieces of literature (at least one from a web source and one from a peer-reviewed academic journal). Finish with a discussion (2 pages) that links all pieces of literature to each other and to your research topic. Reflect on how the pieces of literature have informed your question and suggest future directions for your own project and research in general. Make sure you justify suggestions by referencing the literature you have written up and the community needs you have learned about.

Answer 1

" To what extent there is a gender bias in business."

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Organizational decision makers’ beliefs about men and women should be affected by the work environments in which they are embedded. Thus, when there are more gender inequalities within organizational structures, processes, and practices, organizational decision makers should have higher levels of hostile sexism and benevolent sexism. Two inter-related processes can account for this proposition: the establishment of who becomes and remains an organizational member, and the socialization of organizational members.

As organizations develop over time, forces work to attract, select, and retain an increasingly homogenous set of employees in terms of their hostile and benevolent sexism. In support of this perspective, an individual’s values tend to be congruent with the values in his or her work environment. People are attracted to and choose to work for organizations that have characteristics similar to their own, and organizations select individuals who are likely to fit with the organization. Thus, more sexist individuals are more likely to be attracted to organizations with greater gender inequality in leadership, structure, strategy, culture, climate, and HR policy; and they will be seen as a better fit during recruitment and selection. Finally, individuals who do not fit with the organization tend to leave voluntarily through the process of attrition. Thus, less sexist individuals would be more likely to leave a workplace with marked gender inequalities in organizational structures, processes, and practices. The opposite should be true for organizations with high gender equality. Through attraction, selection, and attrition processes it is likely that organizational members will become more sexist in a highly gender unequal organization and less sexist in a highly gender equal organization.

Regardless if women are exercising their right to choose to leave the public accounting profession simply because it’s not the career path they wish to pursue anymore, many women are choosing to leave because they have no other choice possibly due to discrimination, biological roles and general lack of advancement in the organization. The public accounting profession, but mostly the CPA firms themselves, needs to try to become even more supportive of the female CPA. There are organizations that are being put into place that provide programs and services that are designed to help women achieve upper level management positions and leadership positions during their career. The Women’s Initiatives Executive Committee, has a mission to promote an environment conducive to equal opportunity and engagement of both males and females with the focus of advancing women to leadership positions and having a successful and desirable work life balance. When considering the absence of women in public accounting, it is important to consider that women and men often approach life differently. This fact also applies to women and men when approaching their careers and the workplace. If public accounting firms want to keep their talented female employees and all professional staff, these differences should be considered. Most people believe firms should treat all their employees equally regardless of sex or gender. There are just certain differences between women and men in the public accounting profession that should be better understood. Traditionally, women are not as bold and forward as men when stating their goals and ambitions. Many women believe advancement is based solely on achievements and being recognized for such but a huge factor in advancement is possessing and 8 showing the desire to move forward and being able to communicate these goals. The workplace should be built to embrace the goals and ambitions of every employee along with the value they deliver to the company while offering support using mentors and other colleagues. Many women feel technical skills and developing relationships and interactions with colleagues and superiors is important for promotion. This may be an issue because many women are taking on the role of being a mother but also trying to pursue new heights in their career. Seemingly, the necessary criteria for promotion should be reformed based on the culture of the company and the changing demand in the work life balance lifestyle. Public accounting firms should begin accommodating to the advancement of their female professional staff. Firms should be aware that flexible work schedules might be beneficial, that mentoring is a huge factor in comfortability in a job especially when women have other women to look up to, that women will see advancement as more of a reality when other women are leaders in their firm and being able to network and develop relationships with leaders is key for beginning to advance women in the workplace. Creating a work environment that takes equal advantage of each employee without unintended biases will also contribute to the advancement of women along with the equal access to opportunities and leaders in the firm.