‘Policies for advancement

DURING THE p: ‘20 years there
has been a dramatic increase in the
number. of women pursuing man-
agerial and prof ssional careers,

“+ However, in'spite of increased
academic. credentials’ and experi-

ence, ‘they: are still failing to move .

‘into scnior management positions.
“The evidence suggests that this
failure is not due'to women’s defi-
_ciencies, but results: instead from
organizational environments, poli-

-"? gies and practices which put women

ata disadvantage. ©
The term women friendly has
~ been used to describe organizations
that are attempting to create a level
playing-field for women and men,
with noone. being advantaged or
disadvantaged.

3. What. efforts: ure currently being
undertaken by Canadian organiza-
tions to support the aspirations of
women?

_A survey was done in late 1991
to answer this question. Data was

collected from 124 vice presidents

of human resources.
Over half the respondents were

women (56%) and about: half
worked in organizations with fewer
than 500 employces.

Although encompassing a wide
variety of industries, half were in
resources and manufacturing, The
workforce of these 124 organiza-
tions comprised about 40% females,
closely resembling the Canar
workforce in general.

What was found?

Only one third of the organiza-

“tions: had explicit strategies for

advancing women. The most com-
mon were management training -
(21%) and meeting employment
equity goals (20%).

Respondents indicated, for cight
specific programs, whether each
was in place in their company and
whether. any targeted women
specifically.

The most common programs

‘currently in place were internal

management training (60%), exter-
nal management training (50%),
extemal recruitinent (49%), leader-"
ship development (40%) and suc-
cession planning (38%).

i

TINA WIGNALL from
Northshore. Cruiseship-
centers on Capilano Road
spent 11 years working on
board 48 different ships.

She has been around the
world on ships, inchiding two
world cruises, 54 days around
Africa, India, Alaska,
Caribbean, Australia, New
Zealand, Bermuda, Amazon,
Europe and many other des-
tinations.

66 Gender awareness

programs and

mentoring were

less frequently
present, 99

not in place

Gender awareness programs
(3%) and mentoring (12%) were
less frequently present. Women
were specifically targeted for these
programs in less than 10% of the
organizations,

“Only 37% of organizations had
processes in place for designating

. individuals as r eatly (or potentially

Teady) for promotion, and about
449 of the organizations had
processes in place for designating
individuals as high potential.

The survey also asked whether a
variety of work-family programs
and policies: were available to vari-
ous evels of management.

In gencral.such programs were
less available us one moved up the
hierarchy; The most commen pro-
‘grains available to lower-level man-
agers were fléxtime (39%), paterni-
ty/maternity leave (39%), part-time
work options (26%). special sum-
mer or holiday hours (23%) and job
sharing (20%).

From the National Centre for
Management Research and
Development.

Tina was awarded Top Agent
of the year 1991, 1992, for
oulstanding sales achieve-
ment, out of 16 Cruise-
shipcenter locations in B.C.

The truth is, “You're going to
pay pretty much the same
price for the same cruise,
whomever you call!” So what
can make the difference?
Experience, Understanding
and Expertise! And the assur-
ance that you'll get a once-in-
a-lifetimme cruise experience!

FAMILY GROUPS INCENTIVE
YOUR VACATION WOULD BE MY PLEASURE.
Call 985-7447 for your Customized Cruise Vacation

ship,

YOUR NOATH SHORE CRUISE SPECIALIST

1823 Capilano
N.Van.

TINA WIGNALL

985-7447

ee ae wag B i
Janni Joy & “Sidekick” Lucy
SUTTON GROUP WEST COAST REALTY
danni Joy has been a Successful Full-time Realtor on the North

Shore since 1986, and considers herself fortunate to be one of the .
statistical 5% of the working population who actually loves their
job! Dealing daily with people and the excitement of house shop-”
ping NEVER gets boring!! Janni sees herself as sort. of a.
Matchmaker - MATCHING PEOPLE TO THEIR HOMES!!
dJanni's many repeat clients describe her as friendly, helpful and NO”
PRESSURE!! -

In order to stay competitive and provide the Full Service that
Janni feels her clients deserve, she has.added thé Services of an.
Assistant and equipped a Full Service Office in her home. With the
help of her Assistant - Sue Marlo, she is able to provide Quick, up
to date Answers to those who call her. ;

FOR ANSWERS TO YOUR REAL ESTATE QUESTIONS
CALL 988-JANI (5264).

Cellular 250-0073 Fax/Sue Marlo 988-0073 |