What you will learn:
In this white-paper, we look closer at the potential conflict between gender objectives and geographic objectives. With the Gender Parity strategy, the U.N. has two tangible diversity objectives. In this paper, we identify a potential division of the U.N. member states into two groups, one including countries that are empowering and promoting women career and one that is not.
We then raise warning flags that there could be significant risks that organizations take an easy way out to achieve both objectives in one go. To achieve gender parity organizations will recruit women from countries with a tradition of promoting women’s career and to achieve geographic diversity organizations will recruit men from countries not having a culture of promoting women career. As a result, an unhealthy internal culture will be created at these organizations, that will impact both delivery and the long-term equality goal.
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