GENDER ASPECT OF ORGANIZATIONAL MANAGEMENT: DEI IN THE HR MANAGEMENT SYSTEM AND PROJECT MANAGEMENT AND THE POSSIBILITY OF PRESERVING HUMAN CAPITAL

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Hlib TUPCHII
Nataliia ZACHOSOVA

Abstract

Prolonged hostilities in Ukraine have led to imbalances in the demand and supply of labour in the labour market, in particular, in the need for male labour, which cannot be satisfied. There is a situation where the economy needs masculine labour resources, and therefore the willingness to evaluate it higher than female labour is constantly growing, and on the other hand, women are occupying traditionally male positions and performing physically difficult types of work, without observing equality and fairness in pay or in the speed of career progression. Gender inequality is emerging, which developed countries of the world have almost overcome, moving towards achieving the Sustainable Development Goals, the fifth of which is formulated as “Achieve gender equality and empower all women and girls”.


The study aims to establish the feasibility and possibilities of taking into account the gender aspect in the process of organizational management in order for managers to achieve success in solving the problem of preserving human capital under the influence of wartime risks.


The article substantiates the relevance of taking into account the gender aspect in the management of organizations in wartime conditions. The impact of gender equality on the trends of the labour market of Ukraine is emphasized, where the lack of male labour force is increasing the trend towards attracting women to traditionally male professions. The emphasis is on the role of the gender approach in HR management and corporate governance, as well as the impact of the DEI (Diversity, Equity, Inclusion) concept on the employer brand. It is substantiated that gender-sensitive management contributes to the preservation of human capital, increased labour productivity and economic development.


The article combines theoretical approaches with an analysis of modern challenges facing the labour market and human resource management in wartime. The study demonstrates that a gender approach in HR management is an important tool for preserving human capital and developing effective management strategies. Traditional and modern approaches to gender leadership, management styles, motivational strategies, and career paths for men and women are summarized. The study combines economic, social, and managerial aspects, which allows a broader view on the problem of gender equality and gender sensitivity in organizational management.


The gender aspect should be taken into account in the management of organizations. Achieving gender equality in personnel management and in the attitude of management towards employees should be a strategic goal of any modern enterprise, and also be supported by policy at the state level, since one of the goals of sustainable development that Ukraine strives to achieve is full gender equality for women and girls in all spheres of economic life, and therefore, in the field of management. Gender-sensitive management contributes to the preservation of human capital at both the micro and macro levels. It makes it possible to identify and take into account in motivational mechanisms when making decisions on personnel career trajectories or developing vectors for their training and development, individual needs and interests of employees, take into account the current realities of their personal lives and provide them with individual proposals regarding the conditions and organization of work, fixing them in employment agreements. Taking into account gender characteristics in HR management and in the management of the company as a whole allows to "launch" personnel strategies that increase the level of motivation of employees, contribute to increasing their efficiency when performing professional functions and tasks, and contribute to establishing social stability in society.

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