Nobody would argue the fact that there are differences between men and women. These differences however are no barrier to work. A rich cultural environment full of different kinds of people, experiences and cultures can cultivate better performance and ideas. In a working environment a manager must be sure to manage women with equality. Managing women is not about giving them preferential treatment or negative treatment based on the fact that that an employee is a woman. There are some women who are wonderful, productive employees and some who are not just as there are for men. How can a manager manage women while avoiding often unintentional issues arising?

When addressing a female employee, always keep your eyes on her face! Men sometimes believe they are being discreet by sneaking that glance at the breasts as they walk away, but believe me we can see what you are doing especially when we are still looking you in the eyes. Women have breasts and do understand the attraction of them, but in an office environment we are not there to be eye candy to the men! It feels very disrespectful to have someone looking at your body when you are having a conversation about work. Some women do dress inappropriately for the office, wearing tops that expose cleavage which will encourage this sort of behaviour. If this is the case then it is not unreasonable for a manager to address this problem by privately talking to the female employee to highlight the company dress code.
Women want to be respected just as men do.

This respect is given in several ways. Women want to be treated fairly and equally to their male counterparts. If you are making decisions and brainstorming about a topic then include the women. Women will feel side-lined unfairly if the men make all the decisions and then inform them after the event. Give the women equal opportunity to participate in all aspects of the work. Ideas and working practices of all people should be respected. A manager should give women responsibilities based on merit in the same way as men to show that their hard work is respected.

Women often want the opportunity to socialise with the male staff and should be offered the chance. As a manager, if you normally take the staff for a team lunch or for drinks then women should be included in this. Encourage socialisation, but think about the type of socialising you suggest. Stick to pubs and restaurants as a first choice. It is not acceptable to suggest taking everyone out to the local strip club!

Do not assume that women are going to be happy to joke about themselves sexually just because you are. Office banter is fine, but only when you know the person well enough to not cause offence. I once attended an interview where the manager laughed and said he hoped I didn't mind if he called me 'gusset' as that was what he called all the women in the office. I dread to think what they called him!

Avoid using pet names for women. Even if you mean the name as a term of endearment, it may be interpreted as patronising and disrespectful. I used to work with a male colleague who called me 'honeybun', 'love' and 'sweetie' whenever we spoke. I worked hard for my position in the company and this felt like an attempt to marginalise my contribution and efforts. A male would never call another male by such names and women do not want to feel you are not taking them seriously or are side-lining them. Try to understand why such names can be hurtful. They are after all more usually used on children. Women do not want to be addressed by you as a child, particularly when she is working just as hard and achieving well.

A manager should always deal fairly with any issues and problems with a female member of staff in the same way as if they were dealing with a male. Women do not want preferential treatment just for being women. If there is a problem with a woman's performance then it should be dealt with efficiently and fairly. There is sometimes a fear in the male workforce that feminism means women being seen as better than men and automatically receiving promotions just for being women. It does not as promotions and all other work related perks should be given on merit regardless of the sex of an employee.

A male manager should never date or become sexually involved with a female subordinate. This may lead to many problems and complications. Other members of staff may feel that the manager is showing favouritism to the woman even if this is not the case. If things go wrong then there will be difficulties in the working relationship.

It is still the case that women are often paid less for the same work. Men are working because they have always done so, but women have had to fight hard for the right to be there and often have to prove themselves twice as hard as a man just to be taken seriously. Even in this enlightened age many women have had some sort of sexual discrimination or innuendo passed off as a joke that she is simply supposed to find amusing and ignore. Several times I have come across the assumption that I am inferior even though I hold several recognised qualifications and relevant experience. There has been resentment just for my presence. It is also necessary to learn how to manage women for self-preservation since some women will take further steps when offended in this way. A manager must therefore take seriously the role of managing women with equality and respect.