Impacts of Gender Inclusivity on the Banking Sector in Bahrain: Culture Perspective

Impacts of Gender Inclusivity on the Banking Sector in Bahrain: Culture Perspective

Gardenia Jassim AlSaffar, Ebtihaj Ahmed Al-Aali, Meryem Masmoudi
Copyright: © 2023 |Pages: 18
DOI: 10.4018/978-1-6684-9013-6.ch002
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Abstract

International employment markets have been transformed due to various societal, organizational, and individuals changes these days. The last pandemic of Covid-19 has accentuated the negative impacts of changes leading to under-representation of certain groups in terms of their numbers and in relation to types of positions occupied. Women employment in organizations, as studies indicated, have been greatly influenced. Furthermore, women in leadership positions are still behind in comparison to men. Hence there are societal, organizational and individuals' calls to rectify the situations of women in leadership. Diversity, equity, and inclusion are strategic tools and methods to accomplish such rectification. This research attempts to investigate the issue of inclusivity as reflections of diversity and equity on women leadership styles in banking sector in Bahrain. The research employs qualitative methodology. In-depth interview is the research method to collect information.
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Definition Of Diversity, Equity, And Inclusion: Literature Review

This section expounds on the definitions of diversity, equity to enhance inclusivity. Benefits of accomplishing inclusivity then are stated. Diversity has received no actions to achieve before the 60s of last century (Allvoices Team, 2022; and Dong, 2021) . They have added as well that diversity training programs in the following decades have failed to meet diversity targets. In a recent experiment conducted by Harvard Business Review study, it is found that white men employees with organizational power have not changed their behaviors as results of attending non- bias training programs (Dong, 2021). This illustrates the need to have clear and solid definitions for the terms diversity, equity and inclusion to take the right actions to achieve. The lack of concrete and clear definitions according to Siri, Leone and Bencivenga (2022) is due to the overlapping meanings assumed . Ebert & Griffin (2019) state that workforce becomes more diverse leading human resources to transform their functions. They explain that race, physical abilities, ethnicity, gender religion, ethics and values shape human behaviors . They expound that diversity is a method to attain competitive advantage which results from hiring the best workforce regardless of any other issue. As a result, Ebert and Griffin (2019) claims that innovation is enhanced. Training is a major role to achieve diversity. Ebert and Griffin implicitly refer to inclusivity for achieving Organizational interests. However they have not highlighted the issue of inclusivity as an ethical act. Dewider, Elmestekawy & Welch (2022) elaborate on the definitions of diversity, equity and inclusion. They define equity as acknowledging the advantages and obstacles related to various identities exist. This acknowledgment enables organizations to enhance diversity and to overcome obstacles leading to the inclusion which means the acceptance and the valuing of all identities.

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