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Introduction
Women are becoming powerful and influential than ever before. Women are also taking new positions in different organizations. The role of women “in global businesses is still minimal” (Woollard, 2010, p. 7). Managerial positions are still unavailable to women. Many American firms are recruiting women from different backgrounds. Such companies have become successful.
American women are also looking for jobs in foreign societies. Many countries in “Africa, Asia, and the Middle East do not promote gender equality” (Jassawalla, Asgary, & Shashittal, 2006, p. 136). These gaps make it impossible for women to achieve their potentials. American women are also looking for new job opportunities in India, Japan, and China.
Women and Gender Gap in China
Gender gaps are prevalent in several parts of Asia and Africa. American women are also undertaking business roles in these countries. Women are also achieving their business goals in foreign societies such as China and India. Such women continue to mentor their employees and stakeholders in these foreign countries. Several “American companies are assigning international roles to women” (Schramm, 2011, p. 156). Women have also established their enterprises in foreign countries. According to Singh (2010, p. 72), “the number of women in management is small.”
The above practice has discouraged more women from engaging in international business practices. China has implemented new policies and laws in order to protect its women. This approach has encouraged more women to do business in the country. Mardi Mastain is a successful entrepreneur who has established a reputable consulting firm in Shanghai. According to Schramm (2011, p. 156), “American companies should train their women in order to deal with every socio-cultural issues encountered in foreign countries.”
A gender gap exists in China due to the country’s local and cultural practices. The country’s regulations are inadequate towards supporting the needs and expectations of women. China is “influenced by socio-cultural practices and traditions” (Scroggins, 2010, p. 411). Chinese women are unable to participate in different business activities because of prejudice. Chinese women do not have adequate education. This situation prevents them from engaging in managerial practices.
The society expects Chinese women to take care of their husbands and children (Scroggins, 2010, p. 411). China must embrace new strategies and frameworks in order to support the educational needs of its women. The country does not promote gender equality. This malpractice discourages more women from engaging in various business activities. The government should undertake new measures in order to improve the level of gender egalitarianism. The practice will empower and mentor every woman in the country.
American women “are faring well in overseas assignments by American-controlled companies” (Woollard, 2010, p. 7). Some American women have achieved their entrepreneurial goals in countries such as Australia, Germany, Russia, and the United Kingdom. American women have also become managers in different international companies. The situation is different in some countries, like China and India. These two countries have not undertaken effective strategies to deal with gender inequality.
Conclusion
Chinese women lack “adequate education and technical skills because of the country’s socio-cultural practices” (Woollard, 2010, p. 9). This paper explains why several countries in Asia and Africa should formulate better policies. Leaders should discourage every local malpractice in order to support the needs of women (Scroggins, 2010). China should encourage foreign companies to hire more women. Every Chinese company should also encourage its women to become managers and supervisors.
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