Beyond Glass Ceilings and Brick Walls - International Labour ...

In such a framework, persons with aggressive as well as others with nurturing
capabilities will be required. A combination of the typical “masculine” and
“feminine” traits or capabilities within the pool of senior executive managers
that are used strategically could be the more rational and “smart” approach to
face competition, plan for the future and succeed in future growth and
development of business. A healthy balance of females and males in senior
management positions and executive authority that enables optimum use of
them will be most advantageous.
In the above context it is vital that companies examine their work
environments and adopt strategies to provide for the optimum working
conditions for both women and men. Such optimization should benefit the
individual women and men and also the company in the long run. A policy
guide will help companies introduce required changes to prevent any form
of discrimination of women as well as to take proactive initiatives to create
a conducive work environment for all. The study shows ample evidence that
it will be in the best interest of the employees, the organization and also for
the greater good of society, that gender policy guidelines are developed and
adopted.
For many, it is bound to be a difficult journey since the process will
question one’s closely held beliefs. The situation may also require one to
question long-held notions about ‘self’. Therefore, some individuals and
organizations will require a major shift in thinking. This may be facilitated
by a combination of support systems. The gender policy guide and the
manual developed to help companies use the guide are two such efforts
promoted by the Ceylon Employers’ Federation and the International Labour
Organization for Sri Lanka.
VII Recommendations
The number of women trained in the universities of Sri Lanka in liberal arts,
humanities, management and law outnumber men. The numbers of women
studying marketing, finance and accounts is also high. Although women get
employed, they are concentrated in certain sections and sectors. Their access
to senior management positions and vertical mobility within organizations is
found to be low. In Sri Lanka, the number of women in senior positions of
management is limited. On the other hand, women in business have started
their own collectives. Globally, the trends are that organizations are making the
required structural and procedural adjustments to accommodate women and
men where they do not have to compromise on their multiple roles. These
changes are being instituted to have win-win situations.
These new arrangements are beneficial for employees, the organization and
society as a whole. Such realignment and reorganization of relationships will
require many changes. The recommendations presented below are for employers
and leaders of organizations to consider.
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