THEORETICAL FRAMEWORK FOR THE STUDY ON 6D MODEL (HOFSTEDE) AND GENDER DIVERSITY IN WESTERN COMPANIES: EUROPEAN MNCS VS AMERICAN MNCS VS ASIAN MNCS

Abstract

This study aims to assess theoretical framework based international literature and to evaluate what are the real chances for women in European companies vs. American companies vs. Asian companies to reach top executive positions. The study is based on different studies of the European Institute for Gender Equality, the US Bureau of Labor Statistics, Deloitte studies, McKinsey, WEF (World Economic Forum), European Commission reports, etc. The results show attempts/efforts at different levels (international, national and corporate) to improve the structure of the workforce, payment, motivation and attainment of executive positions for women under similar conditions as men in different types of firms and other categories of organisations. At the same time, among other conclusions reached in our study is the fact that in all Western countries (with liberal/democratic systems of political governance), at least in the last 3 decades, there has been a clear and positive trend to support equality as a guiding principle between the two segments of the workforce in the US, Europe and some Asian countries. Our proposed study is both theoretically (as a source for further research) and pragmatically (providing a clear synthesis of the positive implications of gender diversity for the performance of the corporate environment in the coming decades).

Keywords

• masculinity
• femininity
• gender diversity
• remuneration
• human resources
• executive position