Cross-Cultural Gender IssuesFrance, US, China

Presented by Group 2AJustin Sin

Yoann Loy Nami Higashira

Yingshu Jin Lynn Tan

General Information of China

• The third largest country in the world:- next to Canada and Russia

• Employment in China:- Female employment increased from 291 million in 1990 to 337 million in 2003

Source: XINHUANET, Beijing

Airline Industry in China

• Both Boeing and Airbus sell aircraft to China

• Chinese market is important for both companies

• China’s airline industry is growing

• However, gender inequality is still a serious problem in China

• Men earn more than women for doing the same types of work

Source:http://www.cen-chemjobs.org/employer/chemhr/NovDec03/womenexpatspr.html

The Most Common Beliefs For MNCs

• Women do not want to be international managers

• Women in dual-career marriages are poor candidates for overseas assignments

• Foreigners’ unwillingness to accept women as managers

Source:http://www.expatexchange.com/lib.cfm?articleID=937&start=1742&page=1

Barriers to Female in International Assignments

• External barriers

- HR managers unwilling to select female candidates

- Selector have stereotypes will influence decisions

• Self-established barriers

- Women have limited willingness to relocate

- Women are often a barrier to their own careers

Source: International Human Resource Management 4th Edition

France’s General Facts

• Population: 60,424,213• Capital City: Paris• Major cities: Lyon,

Marseille, Toulouse.• Language: French• Land: 547,030 sq km

Political Overview of France

• Midst of transition, from a well-to-do modern economy to one that relies more on market mechanisms

• government retains controlling stakes in several leading firms• Social capitalism rules• GDP: $1.661 trillion• GDP Per Capita: $27,600• Unemployment Rate: 9.7%

Gender issues in France

Work Market in France

55%

45%

Women Men

Unemployment in France

51%

49%

Paradox approach on gender issues

• After 20 years of mass unemployment, despite all the forecasts, the number of working women continues to rise

• But at the same time, inequalities are also rising between men and women wages

• Gender pay gap between male and female is 22% nowadays, whereas it was only 15% in the 70’s for new careers

• Why this difference? It depends of the career. Men tend to occupy full time functions whereas women tend to have part time jobs

Paradox approach on gender issues (cont)

• France tend to have more a feminine culture, compared to Western Societies

• How women are perceived?

- North/South different perceptions• Typical French Women: « mothers of intervention » type

Male and Female expatriates Trends (France)

• France-Expatriés Survey:

- Male expatriates: 48%

- Female expatriates: 52%

• Where are they located?

- Western Europe: 50.5%

- North America: 12.8%

- Francophon Africa: 10%

HRM & IRHM Practices in France

• Policies and strategies• Selecting, recuiting, placement• Cultural orientation• Training: cultural awareness programs and language

oriented training• Performance management

Source: IHRM 4th edition

Europe Movement

• Achieve female employment rate from 53% to 60% by 2010

• Recruit more female executives

• Gender balance for employment– Neither sex should be over 60%

France Movement

• Presence of women in decision-making positions (December 2000)

– Economic and Social Council

• “Gender Equality and Gender Balance in Workforce Composition” (April 2004)

– Signed by France’s main employer’s organizations and trade union confederations

National Action Plans for Employment (2003)

Target Specific measures

Gender main streaming

good positive Neutral or

negative

Substantial reduction in gender gap in employment

Objective is to reach 60% employment rate in 2006

•Launch a national equality charter

•Continue efforts for equality law of 2001

X

substantial reduction in gender gap in unemployment

Reduce the number of long-term unemployed women by 5%

NO X X

Substantial reduction in gender gap in pay

Reduce pay gaps by a third by 2010

Notably concerning pay X

Reconciling work and family objectives

The system is ambivalent X X

Child care targets Child care for 33% (instead of 30%)

Encourage employers to develop family-friendly measures

X X

• Base in Toulouse, France

• European operations in France, Germany, Spain, UK

• Main subsidiaries; Airbus North America, Airbus China, Airbus Japan, Airbus Transport International

(Source: www.airbus.com)

Male Dominated Industry, Airbus

• Strongly promoting gender equality

• Aircraft manufacturing business– Less female labor over all (lack of interest)

• High positioned managers are mostly male

Management team of Airbus

• President, vice president, chief executive officers

• Vice executive presidents

• General managers• Subsidiary presidents

Female Employees’ Life at Airbus

• More visible and known,

• Added challenges (senior engineer)

• Respect from co-workers and business partners (supplier development)

• Get treated no differently from the other men in the factory (engineer)

(Source: Life at Airbus)

Airbus China

• Expatriates from Airbus France– Majority is male

• Selection of expatriates to China issue– Asia-women are tended not universally employed

2002 年 11 月 06日8家供货商与空客中国公司的代表合影

Recent Facts of Female in China

　 TotalOccupied

by WomenFemale

Proportion

ScientificResearch

744 262 35.20%

TechnicalService

903 309 34.20%

Total 1,642 571 34.70%

• Increasing number of female workers• Female play important role• Government promoting progress & development of

women

Science & Technology Workers in China 2000

(Source: Chinese Statistic Annals of 2000)

Findings from Airbus

• Gender issues still exist

• Enforcing Equal Opportunity in France and China

• Employing more female

• Finding suitable female will be challenge because of the industry

United States

• Language: English, Spanish (spoken by a sizable minority)

• Land: 9,161,923 sq km• Population: 293,027,571

(July 2004 est.) • GDP: $10.99 trillion (2003

est.) • GDP Per Capita: $37,800

(2003 est.)

Population and Employment Comparison

Total Population in North America (millions)

Male49%Female

51%

Male Female

Employment in North America (millions)

Male57%

Female43%

Male Female

HRM & IHRM Practices in the U.S.

• With globalization more HR activities• Human resource planning• Recruitment, selection, placement• Performance management• Training and developing• Compensation and benefits

Source: IHRM 4th edition

Reasons for International Assignment

• PricewaterhouseCoopers 2002 survey

- Surveyed 273 companies from 17 countries

- Use of expatriates would continue to grow in the future business

Reasons for International Assignment (Cont)

• Position filling - to fill a skills gap and technology transfer

• Management development - training, development purposes, and to transfer common corporate values,

send staff to other countries

• Organization development - transfer knowledge, competence, and to exploit global market

opportunities

Male and Female Expatriates Trend (The U.S.)

• ORC survey: - Male expatriates: 86%

- Female expatriates: 14%

• GMAC-GRS 2002 survey:

0%

20%

40%

60%

80%

100%

Male Female

Boeing

(Source: http://www.boeing.com)

Company’s Profile

• Boeing has operations primary in U.S but also in:

- Australia, Canada, China, Germany, Japan, Malaysia, U.K, United & Arab Emirates

• Given Boeing commercial market problems the company focused on restructuring, choosing to place more emphasis on military (25%) and space segments (20%)

Company’s Profile Cont’

• Employs: 157,000 in 70 countries and 48 states in the United States

• Chairman: Lewis E. Platt, age 62; President and CEO: Harry C. Stonecipher, age 67

• Top Officers 70 - 4 female top officers, which is 5,7%

• Many long-term & short-term expatriates activities - Women expatriates: 16% - Men expatriates: 84%

Company Leadership In United States

Executive Vice President President and CEO,

Integrated Defense Systems Jim Albaugh

Executive Vice PresidentPresident and CEO,

Commercial Airplanes Alan Mulally

President and Chief Executive Officer

Harry Stonecipher

President,Boeing Capital Corporation

Walt Skowronski

Senior Vice PresidentPresident,

Connexion by BoeingSM

Scott Carson

Business Unit LeadersBusiness Unit Leaders

Non-executive Chairman Lewis Platt

President,Shared Services Group

Rick Stephens

President,Phantom Works

Bob Krieger

Office of the ChairmanOffice of the Chairman

Functional LeadersFunctional Leaders

Senior Vice President, Chief Legal Counsel

Doug Bain

Senior Vice President,Washington, D.C Operations

Rudy de Leon

Executive Vice President,Internal Services

Laurette Koellner

Senior Vice President, Communications

Tod Hullin

Executive Vice President and Chief Financial Officer

James Bell

Senior Vice President,International Relations

Tom Pickering

Senior Vice President,Chief Technology Officer

James Jamieson

Gender discrimination In Boeing

• Brought on behalf of 28,000 Boeing women, the lawsuit claims the company systematically paid women less than men

• Women who filed a lawsuit - Terri Wertz - Patti Anderson- Cheryl Lee Persinger- Kathis William

Pay Disparities In Boeing

• Boeing has been aware of the pay disparities since 1994

• In 1997, Boeing created a Diversity Salary Assessment team - to examine its compensation and promotion practices- the power point presentation summarized that female paid less

• In 1999, the demographic salary analysis project showed that - Boeing needed to allocate about $30 million annually (salary adjustments) - However, Boeing allocated only $10 million

(Source: April 26, 2004.Business Week)

Female Expatriates in China

• Gender issues exist in China - Job discrimination, wage differences, and regulations on a

different retirement

Caligiuri & Tung Study - Male and female expatriates perform equally

Theory Of Rights

• Is a concept of taking individual into account and doing good for every individual rather than a number of people

• Boeing abused theory of rights by discriminating against a group of employee (ex. Women)

Recommendation

• Select the very best person regardless of gender

• Notice each potential women expatriates' characteristics

• Promote women expatriates

• Prepare women expatriates

• Support the entire family

• Offer in-country support networks

• Listen to women expatriates’ experiences

THANK YOU

ANY QUESTION?