HR Metrics Essay

Generesta, like many other companies, is facing an acute imbalance in its human resource with the proportion of women in the workforce averaging at 26%, which is largely composed of subordinate staffs and only a few women in the corporate boardroom. Women make up only 14% of the 298 technical and professional staff in the company and slightly more than half (51%) of the 533 corporate support workers. Only 10% of the company’s leadership consists of women. In all these areas, Generesta falls below the Canadian Human resource averages. For example, only 26% of its entire workforce consists of women compared to 61.4% of the Canadian women who form part of the country’s workforce (Statistics Canada, 2013). In addition, the ratio of women to men in leadership positions at the company is 1:9 compared to the country’s ratio of nearly 1:2 (Statistics Canada, 2013). The corporate female students at Generesta consist of 35% women compared to 56.1% of the women enrolled in post-secondary programs throughout the country (Statistics Canada, 2013).

According to Mercer (2019), there is a no-size-fits-all solution to gender diversity problems in organizations. While solutions are likely to be different from one organization to the other, a general process comprising of the following steps will help Generesta enhance its gender diversity. First, the company should admit that it has a gender diversity problem and an opportunity to change it so that it can base its gender diversity enhancing strategy and priorities in line with robust workforce analytics. This will enable the Generesta to reveal the point where bottlenecks exist in its female talent pipeline and come up with specific policies and programs that will accelerate the development of women in the workforce. It will also be critical for Generesta to collaborate with other stakeholders, both internally and externally to improve the female talent pipeline.

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Works Cited
Mercer. (2019). When Women Thrive Business Thrive. Retrieved from
Statistics Canada. (2013). Gender, diversity and inclusion statistics.