View of A STUDY ON THE IMPACT OF GENDER DIVERSITY ON THE PERFORMANCE AND GROWTH OF A MULTINATIONAL OIL AND GAS COMPANY

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VOLUME: 08, Special Issue 01, (SDCS-2021) Paper id-IJIERM-VIII-I, February 2021 10

A STUDY ON THE IMPACT OF GENDER DIVERSITY ON THE PERFORMANCE AND GROWTH OF A MULTINATIONAL OIL AND GAS COMPANY

1Dr. Varsha Goyal

Assistant Professor, Amity University, Uttar Pradesh

2Radhika Jhunjhunwala

MBA First Year Student, Amity University, Uttar Pradesh

Abstract:- Every society has its own culture, norms and social values and according to these patterns, women are placed at different social, moral and authoritative status. A similarity in almost all societies is the sense of superiority in men, resulting in male dominant societies. Narrowing the focus to management rather corporate management, the female segment is very small in top management around the globe, as it is a common belief that women lack decision power, are emotional, less rational and therefore do not have strategic mind and vision needed for survival in the corporate world.

Every society has its own culture, norms and social values and according to these patterns, women are placed at different social, moral and authoritative status. A similarity in almost all societies is the sense of superiority in men, resulting in male dominant societies. Narrowing the focus to management rather corporate management, the female segment is very small in top management around the globe, as it is a common belief that women lack decision power, are emotional, less rational and therefore do not have strategic mind and vision needed for survival in the corporate world.

Every society has its own culture, norms and social values and according to these patterns, women are placed at different social, norms and authoritative status. A similarity in almost all societies is the sense of superiority in men, resulting in male dominant societies. Narrowing the focus to management sector the female segment is small everywhere around the globe, as it is a common belief that women lack decision, power and are emotional, less rational and therefore do not have strategic mind and vision needed for survival in the corporate world.

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The major challenge is also that women are not motivated to take part in the decision-making process of the multinational oil and gas company also they are still considered in many areas they are meant for the household work only. It is generally assumed that first priority of women is her family and home, ranking official duties at a secondary priority depending upon the financial stress and genuine commitments. There is also some invisible socially built barrier to keep women in inferior positions. All these factors result in slow progression of female segment towards top managerial positions in both small and big companies.

In order to find the need and impact of gender diversity on the performance of the multinational oil and Gas Company, research was conducted targeting a multinational oil and gas company. It was found that women are a necessary condition in order to impact organizational performance in a productive and positive direction. A comprehensive review of current research on gender-diverse teams reveals that despite their challenges, they demonstrate superior productivity and financial performance. It was also found that during the times of crisis, companies likely need more monitoring and different advice than they normally do, thereby highlighting the role of female directors, who bring new ideas and different perspectives to the table.

To investigate the impact on gender diversity on the growth and performance of the multinational oil and Gas Company a questionnaire was prepared and later on the date was collected. Furthermore, a statistical tool (chi-square) was applied and results were withdrawn. At the end, results indicate that there is a relation between gender diversity and company’s performance.

Keywords:- Gender diversity, Performance, Growth, Multinational, Oil& Gas Company.

1. INTRODUCTION

Gender diversity states to equal presentation of all the gender in the organisation, getting fair and equal opportunities, importance and also contributing equally in the growth of the organisation. It also means that they should be hired at same pay-level for the same job and are provided with same treatment and promotion.

Many organisations are taking various initiatives to implement the new technologies, processes to develop and manage the effectiveness of the organisation. However, the most important aspect which has been overlook by the organisation is the gender diversity prevailing in their company, as the productivity and efficiency of any organisation depends upon the way they treat their employees in a healthy manner.

Long ago, was the time when the companies used to take Gender Diversity term to be an alien term and they used to consider the productivity of an organization only depends upon the contribution by the men. But now the situation has changed and the organisation has started realizing that in order to be more successful it is important for the organisation to have diversified work force so that more resources can be utilized fully and the objectives of the organisation are achieved.

The major issue of gender diversity begins the pay gap of women and men working for the same professional. It is mostly seen that the men are paid hire then women when compared and biasness is also there in providing non-monetary benefits to them. This makes the employees at work less motivated and the organisation has to fight with this battle on daily basis. There is a need to create more awareness in the organisation with respect to the acceptance and respect which every employee should provide to the opposite sex. As when they will accept each other than employees will come up with more creative and new ideas and will support each other.

Involvement of women in top management is equally important, as they are equally capable of taking strategic decisions for men and can also make the organisation to grow in positive direction fighting with all their competitors. Various training programs are also initiated by the human resource departments of the organisation where they guide the employees with the importance of having the diversified workforce and how this can result in achieving both their personal objective as well as the organisational objectives.

While recruiting the employees the immense importance should be given to eliminate the gender discrimination in the selection of the employees and also the equal developmental opportunity should be provided to both men and women.

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1.1 The Need of Gender Diversity

1. Diversified workforce results in better performance, as both the men and women have the capability to think differently and also, they both have the different areas of specialization so this results for the organisation to have multiple creative skills and leads to superior performance.

2. They can analyse the given situation differently, and may come up with diversified decisions and ideas.

3. Diversified workforce leads to cover the larger customer base and thus, this can help the organisation to cover large market share.

4. When a team is blessed with gender balance then they can have the greater knowledge and can easily access the information and resources needed by the organisation.

5. Gender diversity gives the talented, qualified and efficient women employees chance to showcase their talent at larger stage and they can also take the strategic decisions for the organisation, which might not strike to men’s mind.

6. Gender diversity also motivates people to work to their full ability and also helps in creating health work environment where the employees can feel get homely feeling and feel sake

7. Gender diversity also has a prominent effect on the monetary structure of an organization and it results in higher rate of return.

8. Participation of females in board of director helps the organisation in getting better deals with immensely lowering down the cost of the Company.

9. Balanced gender balance results in creating long lasting reputation as women are considered to commit less crime, and also, they can maintain healthy relationship with customers.

10. Organisational image is also affected by gender diversity policies as they correlate with the corporate social responsibility practices.

11. Gender diversity results in quick problem-solving ideas.

12. It is essential for the organisations to retain their employees for long as they have contributed their money and resource in providing training to them, so gender diversity lowers down the rate of employee turnover as the employees starts getting inclusive culture.

13. The reputed oil and gas company is chosen to analyse the impact of gender diversity on the performance.

1.2 Gender Diversity in an Multinational Oil and Gas Company

1. In the year 2016, this multinational oil and Gas Company this was the only who was able to meet the top 50 women employers list by times, showing leading gender equality in the organisation.

2. This multinational oil and gas company believes in having diversified work force, as they perform their job globally, so they need to have people with innovative ideas and values. Hence, they give priority to have balanced gender employees to serve the customers and partners in a better way.

3. Leadership developmental programme of this multinational oil and Gas Company focuses leaders to develop the work environment of the organisation more inclusive and supportive for women, so that they can be themselves at work and work with full potential.

4. Women’s career developmental programme which provides career support to women and help them to maintain balance between career and personal life.

5. Non-profit organisation which is in partnership with the multinational oil and gas company to support women with expanding opportunities in business and also to make the work environment of this more inclusive.

6. This multinational oil and gas company also involves women in their top management committee.

7. From the past 20 years, this multinational oil and gas company ensures that gender equality is given equal importance with the company’s value for trust, integrity and honesty.

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8. This multinational oil and gas company launch various local and talent plans, to give chance to un-respected sector of society (i.e. women, gay, lesbian, bisexual and LGBT people) to show their talent and have the opportunity to settle with this multinational oil and gas company.

9. In their recent plan developed, they try to involve more women in the organisation, especially for senior roles.

10. They offer friendly environment to employees so that they can retain the employees for long and employees feel safe working with opposite gender in the organisation.

11. This multinational oil and gas company provides opportunity to women to live their passion, and enjoy what they work in and never feel that they have to give up on their dreams.

1.3 Objectives

1. To study the need of gender diversity in organisation.

2. To know the level of gender diversity existing in the organisation.

3. To study the impact of gender diversity on the performance of the multinational oil and gas company.

2. LITERATURE REVIEW

In some sector gender diversity has an optimistic influence on the growth of the organisation, while in some organisation it has negative impact. Having a diversified gender diversity in all the management areas leads to more confusion, conflict and affects the company’s capability, productivity, efficiency and growth.

However, there is a need for the society to overcome up the stereotype thinking that women do not have masculinity nature; they should also have the equal opportunity to grow and contribute towards the organisation. Women are considered to more inclined towards the corporate social responsibility and are not able to take harsh decision for the organisation. Moreover, there is a need for the society and family to support women to grow and so that both men and women can help the organisation to develop.

Kelvin Campbell and Antonio Minguez-Vera (2008)- Board of director(s) play significant role in governing the organization and controlling their overall financial mechanism. They emphasis on the boards having female participation and their impact on the growth of firm. It mainly gives emphasis on those countries; whose external mechanism is less developed.

In their research paper, they study the link between gender diversity and firm financial performance for those countries who previously had the minimal participation of women, but now initiating and giving equal opportunities to both men and women. They came on the conclusion, that gender diversity usually has positive impact on organisation value and increases the economies of gain.

Arulampalam (2007)- The purpose of this paper was to find that the glass ceiling phenomena, i.e. (the term is often used to describe an unseen barrier that stops women from moving up in their careers) is common across Europe. The data was collected, and gender pay gap across wage distribution of employees was studied in eleven countries.

The study was conducted to find that the extent to which gender is affected by the size, geographical location, and structure of the geographical wage distribution across public and private sector. It was concluded that women were paid less than men considering all the factors above stated to be constant.

Gayani Ranasinghe (2019)- with the need of more presence of women in the organisation, the issue of women’s participation in the board gender diversity also has been played a significant role. Despite of changes made in the organisation; it has been a question is it still worthy to involve a woman in the BOD. Does participation of women really have any impact on the firm’s financial status. Later on, it was concluded by combining the two theories of interest agency theory and resource dependency theory and it was found that in some cases it has positive impact and while in some cases it has negative impact on firm’s financial performance.

Kilic and kuzey (2016)- Agency theory and resource dependence theory play a significant role in corporate governance. They believe that board gender diversity helps in

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gaining easy access to financial capital, polishes the company’s human capital and increases positive image of firm. Also, argues that women involvement in companies BOD initiates a good and liable strategic decision making.

Pucheta-Martínez and Olcina-Sempere (2018)- nowadays, with the growing women participation in the BOD, there are certain cases when women participation leads to negative impact on organisations financial performance as their more oriented towards the corporate social responsibility and their skills and abilities are limited which results in negative impact on firm’s performance. Hence, the motive of policy makers to launch new rules, regulations and quotas are of no use in some of the cases.

Renne Adams and Daniel Ferreira (2009)- States that full time involvement is necessary for an organisation to grow, for which an women employee is more serious than men. The greater the board is diverse, greater the women take part in meetings and committees leading to more effort required to monitor. Gender diversity also results in the CEO more sensitive turnover towards the performance of the stock and equity-based compensation. Therefore, the average impact of the gender diversity is negative for the companies not having strong turnover defence.

Naima Bibi (2015)- women are forced to work in this male dominated society, they are not getting the equal opportunity to grow, and reach top level management easily. They are not even able to fight with the hurdles, which leads to lower down their pace level to career growth. Research was conducted and interviews were taken and it was found that the main reason behind lack of women growth is their mental block and stereotyping which also results in affecting the organisation capability and productivity.

Fredman and Davidson (2004)- There is need to overcome up the stereotype thinking we have with women working in the organisation. With the passage of time, women have grown in every sector and giving equal fight to men. Organisations productivity enhances when both the gender works together, supporting each other. But what’s today needed is little support to women from families so that they can also come up and take advantage of opportunity. It is perceived that women are inferior to men, whereas there is a need to realize that an organisation would only grow more when there would be diversified workplace present with equal proportionate of both men and women.

Kellie McElhaney & Genevieve Smith (2017)-Women are often differentiated with the men, and there exists huge pay gap between them. Gender diversity and pay gap are the factors which will never be achieved perfectly, rather they forces the people to work harder and achieve their desirable position and it is also found that female dominated sectors faces huge wage disparities. The need for the women to gain confidence is essential for them to take leadership position and make the organisation realize their importance as well as the need to not differentiate their employees on the basis of gender diversity.

Elena Bardasi (2011)- An analysis was done on three different regions of the world- Eastern Europe and Central Asia (ECA), Latin America (LA), and Sub-Saharan Africa (SSA) and a gap was find between the male and female dominated companies in relation to companies capability, productivity, efficiency and growth, and it was concluded that large gender gap in the companies with larger size and small gap in relation to growth and efficiency of firm.

Cedric Herring and Loren Hendreson (2009)-The study wasconducted from the data collected from the National Organizations Survey and eight hypothesis were formed to conduct the survey on the non for profit organisation and it was found that the seven of these hypothesis was considered to be true as gender diversity is associated with the level of customer acquisition and retention, market value captured, the level of profit generated. It was also said that the more the workforce is homogeneous in nature, the more it is good for the companies, this happens not always same in all the corporates earning profits.

Clare Riggs & John Sparrow (1994)- It has been noticed that the masculinity does play an important role in structuring an organisation growth and men are also more capable of building and maintain the status of the firm in the long run. Women are tilted towards having soft nature and cannot take harsh decisions for the firm. A large comprehensive difference was found between the men and women in terms of role, capability, skills, and management styles. Alternatively, there is a need for companies to

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forget the stereotyping thinking which they had in consideration of women in earlier times and equal opportunities should be provided to them.

Gallego-Álvarez, María García-Sánchez, Rodríguez-Dominguez (2010)- a study was conducted and it was found that the in many companies the level of gender diversity does not affects the firm’s performance. It may happen that the companies with the lower level of gender diversity performs much better than the other companies be it in terms of financial status or productivity status.

Irge and Abubakar (2014)- Impact of gender diversity was analysed in two prominent growing countries of nation that is, Turkey and Nigeria, and it was found that these two countries yet do not have any impact on the working of the organisation, though having under-representation of women in the organisation.

Kenneth and Amy (2011)- The study was conducted in Norway, and it was found that the mandatory implementation of women in the board led to the decline in the performance of the organisation. On an average a forced 10% involvement resulted in decline of the 12.4% firm’s performance.

Indraah Kolandaisamy (2009)- to analyse the gender diversity and its effect on firm’s performance they collected secondary data from the non- financial company. The relevant data, statistics and hypothesis were built to use them as a tool for conducting study. It was concluded that demographic diversity was represented by ethnicity and whereas gender diversity is based on and measured by firms ROA (Return on asset) and ROE (Return on equity). The study lacked in concluding the heterogeneity and homogeneity among board members.

J. Pfeffer & G. Salancik (1978)- Researchers also proves that the it is beneficial for the companies having larger gender diversity at top level management as they help in gaining easy access to the resources which are critical in nature and good corporate governance can also be established.

Sean Dwyer, Orlando C Richard, Ken Chadwick (2003)- A study was conducted to analyse the effect of gender diversity in the management of the organisation which includes people from every level of management, but the initial focus was only on the people comprising top level management. Organizational level performance was evaluated and measured keeping two main factors into the picture and that are organization culture and growth orientation.

However, it was concluded that the effect of gender diversity was not permanent rather it was conditional based on the strategic culture, orientation and the multivariate collaboration between these variables. Later, it was realized that the before analysing the impact of the gender diversity in terms of the financial aspect, it is more important for the firm to have proper organisation environment.

Claude Francoeur, Real Labelle and Bernard Sinclair-Desgagné (2008)- As, every organisation has to operate in tough competition and participation of women in the firm does have an impact on the firms profit as well as on their risk adopting capacity. Although, it still does not make a big difference in both the governance of the company as well as in the management, but generates, enough values to affect the company’s stock-market returns. Hence, companies, countries and organisations are ensuring the prevailing gender diversity in their organisation and working hard towards the more policies to be implemented for providing equal advancement for women to grow.

Larissa Myaskovsky, Emily Unikel and Mary Amanda Dew (2005)- They examined the both men and women performance in the small workgroup by providing them a training. Basically, the whole group was divided into three subgroups, one of fully men, one of fully women, and one of mixed proportion of both men and women. And result was as followed- groups who had mixed proportionate of member took longer time to learn and they also made more mistakes than the group who were trained separately.

Also, no any major difference was found in the performance of both the mixed group as well as in the performance of separate ones. Women even didn’t pay much attention to the task when they were with the mixed group whereas men were more task oriented.

Therefore, in every organisation gender diversity has its own impact depending upon the task, size and ability of both the employee’s and the organisation.

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3. RESEARCH METHODOLOGY 3.1 Research Objective

The main objective of making this research paper is discussed below:

1. To know that gender diversity exists in the company.

2. To analyse the impact of gender diversity on the performance of the organisation.

3.2 Data Collection

In this study, a combination of primary data as well as secondary data has been used to collect data. A close ended questionnaire was the source of primary data, while using sources like the internet, books, magazines, journals and research papers were used to collect secondary data.

3.3 Type of Research

The variables in this research are the gender diversity and growth of the multinational oil and Gas Company. Exploratory research and descriptive research is used to know and understand the impact.

3.4 Sampling Size

The sample size is taken for this research paper is 124 employees.

3.5 Sampling Method

The probability sampling method was used where every employee of the organisation has the chance to get selected and furthermore, simple random sample was used to choose the respondents from the whole company.

3.6 Hypothesis

 Ha: Gender diversity have an impact on the performance of the multinational oil and gas company

 Ho: Gender diversity does not have an impact on the performance of the multinational oil and Gas Company.

3.7 Data Collection Tool - Questionnaire

Total of 20 questions were asked. All the questions were close ended and the respondents were supposed to range their answers from ‘to a great extent’ to ‘not at all’.

The questionnaire was basically divided into two parts-

 Part 1- It consist of studying the existence of gender diversity in the organisation.

 Part 2- It consists of analysing the impact of gender diversity on the performance of the organisation.

4. DATA ANALYSIS APPROACH

Ms-excel was used to analyse the data. Chi-square was applied as statistical tool to investigate the impact of gender diversity on the performance of the multinational oil and Gas Company.

4.1 Data Analysis and Interpretation

Fig 1

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Fig 1 reveals that around 45.6% of people are aged between 20-30 and therefore are most likely to be educated and updated with the local trends.

Fig 2

Fig 2. reveals that’s m ajority of respondents were female. It is clearly visible in the above chart that more than half of the respondents i.e. 54.4% were female respondents.

4.2 Statistical Analysis

The Chi-square test evaluates relationships between categorical variables. It is a hypothesis test.

 Null hypothesis: There are no relationships between the categorical variables.

 Alternative hypothesis: There are relationships between the categorical variables.

The Chi-square test works by comparing the observed data with the expected data. If our observed distribution is sufficiently different than the expected distribution, we can reject the null hypothesis and infer that the variables are related. For a Chi-square test, a p- value that is less than or equal to our significance level indicates there is sufficient evidence to conclude that the observed distribution is not the same as the expected distribution. we can conclude that a relationship exists between the categorical variables.

To determine whether there is a statistically significant association between gender diversity and performance of the firm. We need to use this test because these variables are both categorical variables. As it is a hypothesis test for my research, these will be the following null and alternate hypothesis-

Ha: Gender diversity have an impact on the performance of the firm.

Ho: Gender diversity does not have an impact on the performance of the firm.

Observed data is calculated by preparing a questionnaire and it was filled by both men (56) and women (68) employed in the organisation, their frequency rate and chi-square of each question was calculated and then it was compared with p-value (table value of chi-square, p-value=0.05).

Degree of freedom= (r-1) (c-1), 4 when calculated, and p-value (0.05) = 9.49.

In the table no.1 shown below:

 1= NOT AT ALL

 2= TO SOME EXTENT

 3= TO AN EXTENT

 4= TO A CONSIDERABLE EXTENT

 5= TO A GREAT EXTENT

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Table No.1 Impact of Gender Diversity on Firm's Performance (Female) Impact of Gender Diversity on

Firm's Performance (Female) 1 2 3 4 5 Total

1. Do you think that gender diversity has impact on the image of the company?

Frequency 1 10 24 22 11 68

2. Do you think that gender diversity leads to de-motivation to some employees?

Frequency 19 10 20 12 7 68

3. Do you think due to gender diversity employees are switching the jobs frequently?

Frequency 9 14 20 20 5 68

4. Do you think gender diversity on board impacts company's performance?

Frequency 4 12 22 21 9 68

5. Do you think that gender diversity encourages creativity in implementing the work process?

Frequency 4 5 22 23 14 68

6. Do you think gender diversity helps in maintaining emotional stability of employees?

Frequency 4 6 22 25 11 68

7. Do you think gender diversity helps the organisation in increasing the competition in the market?

Frequency 3 7 32 19 7 68

8. Do you believe that gender diversity also helps the firm to serve diversified customer base?

Frequency 4 7 25 15 17 68

9. Do you think that gender diversity leads to highest productivity for both the organisation and the individual?

Frequency 4 11 22 17 14 68

10. Do you think that gender diversity has impact on the decision making of the firm?

Frequency 9 4 20 20 15 68

TOTAL- 61 86 229 194 110 680

Table No. 2 Impact of Gender Diversity on Firm's Performance (Male) Impact of Gender Diversity on Firm's

Performance (Male) 1 2 3 4 5 Total

1. Do you think that gender diversity has

impact on the image of the company? Frequency 3 6 18 16 13 56 2. Do you think that gender diversity

leads to de-motivation to some employees?

Frequency 22 8 12 10 4 56

3. Do you think due to gender diversity employees are switching the jobs frequently?

Frequency 16 12 18 8 2 56

4. Do you think gender diversity on board

impacts company's performance? Frequency 2 7 22 18 7 56

5. Do you think that gender diversity encourages creativity in implementing the work process?

Frequency 4 4 18 15 15 56

6. Do you think gender diversity helps in maintaining emotional stability of employees?

Frequency 3 8 19 12 14 56

7. Do you think gender diversity helps the organisation in increasing the competition in the market?

Frequency 3 11 10 21 11 56

8. Do you believe that gender diversity also helps the firm to serve diversified customer base?

Frequency 3 8 13 17 15 56

9. Do you think that gender diversity leads to highest productivity for both the organisation and the individual?

Frequency 4 7 19 8 18 56

10. Do you think that gender diversity has impact on the decision making of the firm?

Frequency 12 14 14 7 9 56

Total 72 85 163 132 108 560

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Table No. 3 Calculation of Total Expected Frequency Female

Observed Female

Expected (O-E) (O-E)² (O - E)² / E

1-Not at all 61 72.93548 -11.9355 142.4558 1.953175

2-To some extent 86 93.77419 -7.77419 60.43809 0.644507

3-To an extent 229 214.9677 14.03226 196.9043 0.915971

4-To a considerable extent

194 178.7742 15.22581 231.8252 1.296749

5-To a great extent 110 119.5484 -9.54839 91.1717 0.762634

Total 680 5.573036

Table No. 4 Chi Square Calculation of Female

Table No. 5 Chi Square Calculation of Male Male

Observed Male

Expected (O-E) (O-E)² (O - E)² / E

1-Not at all 72 60.06452 11.93548 142.4558 2.371713

2-To some extent 85 77.22581 7.774194 60.43809 0.782615 3-To an extent 163 177.0323 -14.0323 196.9043 1.112251 4-To a considerable

extent 132 147.2258 -15.2258 231.8252 1.574623

5-To a great extent 108 98.45161 9.548387 91.1717 0.926056

Total 560 6.767258

As, Chi-square tests are often used in hypothesis testing. In this research, our total calculated value is 12.340294, which is more than the P-Value (9.49).Hence, we have sufficient evidence to reject the null hypothesis and accept the alternate hypothesis which says that Gender diversity have an impact on the performance of the firm.

5. CONCLUSION

The main aim of this research paper was to find the impact of gender diversity on the performance of the firm and it can be said that there do exists relation between gender diversity and the performance of the firm and the investigation was further proved with the help of chi-square applied on the data collected.

To add further, the gender diversity is not just something that is the burden to the human resources professionals. When it is implemented, an organization will gain a meaning full results, including talented personnel, enhanced performance, and profits. The gender-equality strategy at the workplace shouldn’t be looked upon as a burden which puts HR professionals in a tight spot.

Rather, it should be concocted in a meaningful manner to bring in more talented employees, which in turn would boost performance and morale at a workplace. Therefore, to maximize productivity and minimize legal hassles it is always advisable to ensure that the workplace is rightly represented by both genders.Employers need to prevent gender discrimination and maintain equality regarding hiring, salary, opportunities, and promotions.

Moreover, the multinational oil and gas company believes today’s talent is more diverse than ever before.They continue to focus on increasing the representation of women

Impact of Gender Diversity

on Firm’s Performance

Female

Observed Male Observed Total observed

1-Not at all 61 72 133 0.107258

2-To some extent 86 85 171 0.137903

3-To an extent 229 163 392 0.316129

4-To a considerable extent 194 132 326 0.262903

5-To a great extent 110 108 218 0.175806

Total 680 560 1240

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and local nationals in senior positions. They recognise the importance of an inclusive work environment.

Also, to them when employees feel included and engaged, they leverage the richness of ideas, backgrounds and perspectives to create business value. They are proud to celebrate the gender differences, and to foster an environment where everyone has the opportunity to reach their full potential and to make the best possible contribution to the multinational oil and Gas Company’s business performance.

5.1 Recommendations

As it has been concluded that gender diversity helps the organisation to improve their performance and helps them in attaining the competitive advantage and the multinational oil and Gas Company already knows its importance and it take the steps needed to capture the advantage of having gender diversity in the organisation and workplace.

However, here are some recommendations to all the companies:-

1. If one wants to achieve the real benefits of the gender diversity, an organization should carefully handle the gender balance, which leads to better business performance in certain business units.

2. Promote female ambition- set females as the role models so that the other women in the organisation can look up on their role model and remain in the organisation by this way, it will help the organisations in lowering down their employee retention cost and have better inclusive workplace.

3. Implement and communicate gender diversity policies- Both women and men who work for organisations with gender diversity policies and practices in place, feel more positive about their ambition, pay and career opportunities.

4. Instead of forcing your employees to endure structured classes on diversity, manage the culture so it reflects that attitude.

5. Talk one-on-one with your employees about working with people of the opposite sex and how to relate to them.

6. As strategies are formed at top level, so senior leadership need to take the gender diversity issue seriously and lead from the top.

7. Making gender diversity a core value is not enough in itself; business leaders should set clear goals by which they will measure progress.

8. Avoid tokenism: simply putting one woman in the senior management team is not enough to ensure a range of voices is heard, and for the business to reap the rewards of diversity.

9. Be comfortable with discomfort: creating an inclusive business environment that supports gender diversity in leadership will not be easy, so leaders need to be in it for the long haul. A key to this is a change in attitudes, then real progress can be seen.

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