Factors Affecting Female Career Interests in the Rail Industry in Australia – Research in Business

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Research in Business:

The dominance of male employees in the rail industry in Australia has been well documented (Van Barneveld & Jowlett, 2005; Wallace, Lings, & Cameron, 2012; Wallace et al., 2010). According to the Rail Track Association of Australia (2015), as of 2014, women only make up approximately 17% of the Australian rail workforce, up from 15%in 2006 (Brennan et al., 2009), and although there are gains over the past decade, the industry still lags behind the national average of 46.2% female representation (WGEA, 2016). The contribution that female employees make to the performance of firms has been related to increased work team performance and improved engagement and financial gains (Yan & Liwen 2012; Perryman, Fernando, & Tripathy 2016), however, evidence suggests that the degree of this efficacy is industry specific (Ali, Kulik, & Metz, 2011) and is only facilitated when additional moderating variables are present (Dwyer, Richard, & Chadwick, 2003).

Metro Trains Melbourne (MTM) is the private metropolitan rail service provider charted by the Victorian government to manage and deliver safe and reliable suburban rail services to the people of Victoria, Australia. MTM’s diversity and inclusion policy encourages the career development of women in their organisation, however, despite this, current female applicants only represent approximately 1 in 3 of all external applications at MTM, with the lowest rates being in operations and engineering roles (R. Christianson, interview, March 20, 2017). MTM recognises that the lack of female interest in rail industry careers is impacting on their long-term workforce planning strategy. They are seeking innovative ways to increase the quantity and quality of female candidates to career paths offered at MTM, especially in engineering and rail operations (services) roles.

Questions:

• Determine the current rate of female participation in rail;

• Examine the benefits of increased female participation in MTM’s business; objectives;

• Examine the factors that influence the low rates of female applicants to positions/careers in the rail industry, and;

• Develop strategies for MTM to help increase the attractiveness of careers for women in the rail industry.

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Posted on : April 03rd, 2018
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