Gender equality evokes equal justice and provision to all people in workplace mainly. This study sheds light on gender discrimination practices in the UK by representing relevant facts in connection to the Hampton- Alexander. It evokes same application of legislation and treatment for women in a particular field of life. Gender mainstreaming is also a part of this process that allows implying same act and application in practices and policies at almost all platform of life for both men and women. With the help of this process, specific measures are taken to foster advancement for people, specifically for women so that equalisation can get created. This is also commonly known as sex equality, equality of genders or gender egalitarianism. Equality and diversity are a known term that implies the disillusionment regarding men and women diversification in the UK (Conle, 2017). Equality and diversity are the two important rights of human that are connected to the values of the society. This is helpful as it provides equal opportunity and provision to all type of people with the help of the imposed acts and set of justification. This contributes to achieving that potential approach that can make people free from all prejudices and discrimination going life and future secured.
The entire study has been established in focus of Hampton-Alexander and the constraints of career integration of the women in that organisation. Some factors constrain women success. Even after showing skilful calibre and extraordinary performance, their success might get stuck by the influence of gender discrimination, the conventional practices, and culture of the organisation or the deficiencies regarding training. As stated by Karamessini and Rubery, 2013), the discrimination of gender is the main obstacle for women that creates barrier toward the higher progress of their career. This is mainly concerned with some social issues. The society has already made some conventions that usually make them distinguished in specific fields. Thus UK government has taken the matter seriously and made effective laws in this regard to strengthen rules for equal pay to men and women in the similar organisation. As per the stated case study, women have made enough endeavour to prove their best and effectively proved their essence in organisations. However, they successfully handled the important roles of the organisation by showing their best. Thus their provision and stability with all regards need to be secured.
Thus the UK government focussed on the way of payment and taken special care to make all paid equally. The Equal Pay Act that has come in practice in the year 1970, basically secures the right of women by providing them support, equal justice, pay and security at the workplace (Waylen, 2014). This act guarantees their right of getting deserving position and respect in the place of work. On the other hand, the act Sex Discrimination Act, incorporated in 1975, protects women from any mischief or non-deserving situation while working. These acts help women motivated towards the growth and development of the inclined organisation. Women are evidently successful in the role of manager, line manager, coordinator or special service operators. In every field, women have proved their skill, efficiency, and finest performance. Thus their placement should be ensured with the equal provision that the men get (Skillet al. 2017). The UK government is indeed very conscious regarding the equal norms for men and women. It puts special care on the training and infrastructure procedures that can be inserted on the employees irrespective of men and women so that real inspiration among all can get inserted. As remarked by Annesle and Gains (2013), these initiatives are taken to increase the participation of female labor in the special sector of the economy and to spread equal justice of economy in people. These efforts will help to minimise the women poverty by reducing the issues like gender pay or pension gaps. With strong implications of the above-stated laws, these provisions of women are amended to be secured fully. Organizations may get impacted with innovative thinking and solution made up by the women employee. In case if they can get the chances of being part of the decision-making process. Therefore, keeping up the world motivated with the integration of the employees are too much in need for the betterment of society and organization as well (Kokkonen and Wängnerud, 2016).
The organizational structure is one of the most important factors in this regard. The self-centered thinking and poor leadership approach may impact in organizational benefit. These approaches are men oriented. A blind thinking of employing men in critical periods is the concept that disregards the credibility of women. These includes that is glass ceiling or those of glass cliff.The structure or specific convention of any organization often prioritizes the men power in every necessary decisions and participation for the company. This ignores the women power and their skill. Therefore the UK government is too much conscious of this malpractice. This is about the women that can get justified with the position they deserve (Barnardet al. 2016).
The institutional mindset might be different and divertive towards the acceptance of women power, which hampers the organizational impact and moreover, disintegrates the power of women. There are multiple ways of thinking for the expansion of a company. These are related to the different thought and contribution of people associated with it, no matter they are men or women. Therefore, an organisation should be flexible enough towards their employees by not being partial towards a selection of power or force. This flexibility helps in gaining different benefit from the sources. Women get deprived of the higher posts even if they deserve (Cornwall and Rivas, 2015). It inserts adverse impact on the employees because it is indeed a negative marking for their dedication and contribution towards the company. This leads to a low level of income for them by declining the opportunity for increment. Thus the UK government is concerned about it and is in the attempt to impose specific laws to the involved organizations so that this practice can get stopped and women can get justice for their contribution and dedication towards work and the company indeed.
Figure 1: Changing perspectives of men and women
(Source: Teelken and Deem, 2013, p. 531)
Gender discrimination often creates discrimination and unfair distribution in workplace situations. Thus the inclined organizations need to be intensely careful about it and to look for the ways that can help come out of this practice. To minimize the gender gap, it is crucial to look into the senior leadership approaches that can implement the better procedure to give justice to women (Van der Vleuten, 2016). The hiring and promoting procedure also needs to be revised and improvised appropriately. The job requirements as per the necessity of post should be offered to applicant irrespective of being men or women. It can help the organization get the different way of thinking and implementation for further improvisation. This can have opportunities to imply different leadership approach for the organization. On the other hand, the promotion stages of the company should not be centralized in a particular man focussed conception. Men power is prioritized in all section of intensification, but this conception needs to be changed (Munar et al. 2015). Women too have that power of efficacy through which they can significantly rule the sovereignty and take responsibility for many difficult things. The conventions and prejudices regarding women supervision power need to be eradicated to get topmost success and excellence of skill.
The importance of diversity strategy here implies to a right way. The factors like diversity in working essence, the variation of a job, the way of handling situation, dividing similar job responsibility should be based on the skill of employees not on gender.This elaborative approach can help the organisation get remarkable benefit in future (Grosser et al. 2016). On the other hand, a company can select to choose a specific ratio of men and women in terms of recruitment. It can help the organization get best possible performance from the employees. A positive approach towards the employees is useful in the sense that it helps an organisation get the best possible response and effort from the male or female employees irrespectively. For some extra credibility that is measured by the organization that should transfer to the skill and knowledge of the women, that immediately needs a training session (Burke and Major, 2014). With the help of proper knowledge transfer process and training procedure, women can get the helpful knowledge for benefiting the involved organization. This organization needs to focus on the women integration so that expected profit and betterment can be gained from it. Eventually, every procedure has a give and take policy. If it is the necessity of an organization to get best dedication and effort from the employees, expenditure on the training and employee development procedure is immensely required (Roberts, 2015). It can help an organization inserting in the employees the positive way of dealing and the right application of technology and skill. Thus strategies like providing training will help the organization in this regard.
The presence of women on boards is another important initiative. Successful organizations find it difficult to represent the women power as a board of directors. This is at the very first stage seems to be impossible or difficult, but in reality, this step brings the best result for the organisation (Krook and Norris, 2014). It creates value and orderly behavior and approach to work. On the other hand, this helps to negotiate the proper value of the organization regarding the essence and intensity of the organization. The difficult decisions always go controversial. But with proper care to the different impacts and dealing with them as well, it can bring wrathful solutions. Thus strategic application towards the women inhabitation will eminently bring the solution to the employees and organization accordingly. Evaluation of the work and assignments done by employees and its implementation make organization get benefited. If controversies get arose due to the selection of Woman board of director, it can create disagreement and irritation among the men employees (Klarsfeldet al. 2014). To mitigate the problem, analysis and proper evaluation of the tasks and assignment accomplished by them can be helpful.
Creating a similar platform help employees get equal opportunity to show the best. Assigning work schedule to women or men in a similar way may also assist the company find ways of evaluating and comparing the work. This can make the analysis of the ways that can better help the organization getting most potential support. In a case of payment or working hours also there should be the equal division of work. The salary structure by the Equal Pay Act, 1970 needs to be same for men and women, and their schedules of duty and working division also should be similar. These equal justifications help to avoid unequal and unparalleled disintegration in the working premises (Krook and Norris, 2014). The equal provision for employment along with the opportunity and access to the goods and services are also matter of this initiative.
Conclusion:
With the entire analysis, this can be concluded that the equal division of power and opportunity to both the genders are not only beneficial for organizational profit, but it also strengthens the culture and structure of an organisation. The gender discrimination is mainly the impact of blind culture and prejudices of a particular group. Their beliefs impact in the working scenario and spoil up the women integration and power of all. Thus, this corrupted thinking should be stopped. People should point out the brighter sides of employee integration and note the ways that can help the organization in better ways. This evaluation will eventually assist the management look into the dedication and capability of women. In comparison to the men, the commitment of women is not the less necessary but significant to all.
Therefore, this organization should focus on the organizational structure so that equal justification towards the genders can be created. The management should also improvise the training procedure, and implementation of some techniques and the knowledge transfer session will be helpful in this regard. On the whole, women should get participation in the board and equal right to take part in the decision making process. In company related changes and the implementation procedure women should have the similar position so that it can foster advancement for the organization.
Reference List:
Ackrill, R., Caven, V. and Alaktif, J., 2017. ‘Black Boxes’ and ‘fracture points’: the regulation of gender equality in the UK and French construction industries. The International Journal of Human Resource Management, pp.1-20
Annesley, C. and Gains, F., 2013.Investigating the economic determinants of the UK gender equality policy agenda. The British Journal of Politics and International Relations, 15(1), pp.125-146.
Barnard, S., Dainty, A.R. and Hassan, T.M., 2016. The development of a cross-national approach to gender equality in higher education institutions: observations from a European project.
Burke, R.J. and Major, D.A. eds., 2014. Gender in Organizations: Are Men Allies or Adversaries to Women s Career Advancement?.Edward Elgar Publishing.
Conley, H. and Page, M., 2017.Revisiting Jewson and Mason: The politics of gender equality in UK local government in a cold climate. Gender, Work & Organization, 24(1), pp.7-19
Cornwall, A. and Rivas, A.M., 2015. From ‘gender equality and ‘women’s empowerment’to global justice: reclaiming a transformative agenda for gender and development. Third World Quarterly, 36(2), pp.396-415.
Grosser, K., McCarthy, L. and Kilgour, M.A. eds., 2016. Gender Equality and Responsible Business: Expanding CSR Horizons. Greenleaf Publishing.
Karamessini, M. and Rubery, J., 2013. Women and austerity: The economic crisis and the future for gender equality (Vol. 11). Routledge.
Klarsfeld, A., Booysen, L.A., Ng, E., Roper, I. and Tatli, A. eds., 2014. 9.78 E+ 12: Country Perspectives on Diversity and Equal Treatment. Edward Elgar Publishing.
Kokkonen, A. and Wängnerud, L., 2016. Women’s Presence in Politics and Male Politicians Commitment to Gender Equality in Politics: Evidence from 290 Swedish Local Councils. Journal of Women, Politics & Policy, pp.1-22.
Krook, M.L. and Norris, P., 2014. Beyond quotas: Strategies to promote gender equality in elected office. Political Studies, 62(1), pp.2-20
Munar, A.M., Biran, A., Budeanu, A., Caton, K., Chambers, D., Dredge, D., Gyimóthy, S., Jamal, T., Larson, M., Nilsson Lindström, K. and Nygaard, L., 2015. The Gender Gap in Tourism Academy: Statistics and Indicators of Gender Equality.
Roberts, A., 2015. The Political Economy of “Transnational Business Feminism” PROBLEMATIZING THE CORPORATE-LED GENDER EQUALITY AGENDA. International Feminist Journal of Politics, 17(2), pp.209-231
Teelken, C. and Deem, R., 2013. All are equal, but some are more equal than others: Managerialism and gender equality in higher education in comparative perspective. Comparative Education, 49(4), pp.520-535.
Van der Vleuten, A., 2016. The price of gender equality: Member states and governance in the European Union. Routledge.
Waylen, G., 2014. Informal institutions, institutional change, and gender equality. Political Research Quarterly, 67(1), pp.212-223.
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