Dmort Business Solution

There have been some extremely large changes in business over the last 20-30 years.  It is not uncommon to see female CEO’s of large multi-national corporations.  The change has not happened overnight as the process has taken a considerable amount of time.  With the new business environment how we can we see past changes apply to other situations in our daily lives?

We see much more parity between male and females in the business world.  There are still some noteworthy differences.  One of these differences can be seen from how statistics are used to assign a risk to a person.  A good example of this can be seen with insurance.  If you look at car insurance the pricing is primarily done by historical data and the likelihood of a driver filing a claim.  The claims are what cost insurance companies money and they are looking to manage this risk as much as possible.  So the search for cheap women’s car insurance will likely be different than that for cheap men’s car insurance.  The variances come from the statistical data showing it is more likely for a man to file a claim and thus in the majority of situations he would be assigned a greater risk.

For the most part there is less discrimination going on between a man and a woman.  The biggest driving factor in most business situations is the talent and quality of service each can bring to a company.  A main goal of a business is to become profitable and going with the most talented person, whether it is a women or man will drive the corporation in the direction they want to go.  It is still likely we will see some differences between how a man and women are treated in business.  One instance relates to the culture that the business is being done.  In a different country, such as a third world country there may be stronger differences as to how a woman is looked upon in a business situation.  For the most part it seems the change is towards parity and more and more performance will be the biggest driver for gender in the business environment.

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