Gender-oriented talent management practices in Russian companies

Abstract

Historical context, social changes, and trends towards globalization that has taken place in recent years have led to the changes in the structure of workforce. It has become more diverse in terms of ethnic, demographic and gender characteristics. These changes, in line with the confirmed positive link between employee diversity and firm performance, have made diversity management a strategic concern for organizations. In turn, this was reflected in the shift of general human capital management practices, in particular talent management practices, towards more specific and diversity-oriented ones. As gender diversity is one of the most widely spread diversity types, increasing engagement of women in economic and managerial activities makes organizations develop gender-inclusive talent management practices, which may eliminate discrimination and allow the potential of both male and female talents to be equally fulfilled . The analysis of genderoriented talent management practices of 103 companies in 2019 shows that although most respondents are aware of the importance of those practices, they are being considered fragmentary. Besides, there is a visible gap between the perception of companies as gender-responsive and the real offer of gender-oriented practices within such companies. The study reveals that the design of gender-oriented management practices is influenced by regulative, normative and cultural institutions as well as a company’s need to increase and maintain its reputation, creativity and innovation.