The laws of many countries protect women from job discrimination, but others do not offer women such protection. Suppose several important job opportunities arise at overseas factories owned by your firm. These factories, however, are located in countries that severely restrict the working rights of women, and you fear that female managers will be ineffective there. Should you adopt gender-blind selection policies for these positions? Does it make a difference if you have a good reason to fear for the physical safety of your female managers? Does it make a difference if the restrictions are cultural rather than legal in nature?
Book: International Business: A Managerial Perspective, 9th edition By: Ricky Griffin and Michael Pustay