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Women on the Right Track at Cp Rail

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Women on the Right Track at Cp Rail

Women on the right track at CP Rail.
1. CP Rail initiatives to increase the number of women managers can be compared to the six-step program or the implementation of employment equity.

1. Senior Management commitment- The initiatives could not have been brought into play without the involvement of the senior management. So the fact they undertook the initiative suggests that senior management was committed to the change. 2. Data collection analysis- This is also evident in the scenario, it is through the analysis of data that it was realised that there was a need to equate and ensure the promotion of women to senior management positions. 3. Employment systems review- There was acknowledgement as to systemic discrimination hence the initiative that each department have a diversity goal. 4. Establishment of a work plan- after analysis and reviewing it was then that they were able to establish the four initiatives which would be their work plan in order to achieve their goal. 5. Implementation- this is seen as it is obvious senior management were involved and committed. The roles were defined we can see that resources were made available that is mentorship programs were established, forums were set up to have senior women discuss their careers. It is also obvious that the initiatives and objectives were accepted. 6. Evaluation, Monitoring and Revision- Evaluation and monitoring is very evident as it is stated that the program has been successful with the number of senior management doubling in over 5 years.

2. CP rail in this scenario was more focused on getting more women involved in senior management and ensuring that there diversity level was acceptable. Yet besides diversity in recruitment there are other methods of ensuring the retention of women. Which mean this is a way of taking step 6 to another...

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