There is a lot of change in today’s business environment regarding the number of women participating in the labor force. It is rising continuously from last few years and still the main concern is that women are treated differently from the men in comparison in terms of gender inequalities in workplace and wages. Women are still earning less than men even they are handling similar roles and responsibility as men (Khan, 2018). Organization do not have any reasonable and sufficient reason for paying less to the women because they all know the major reason behind this is just discrimination. It is an erroneous assumption that organizations believe in gender preconceptions in the organizations and should not consider the same as women are equally efficient as men and gender equality is very important in the workplace. Women are equally knowledgeable, and they should not be treated less than men and they have the same knowledge and potential. There are different dimensions by which it is clearly reflect the areas where there is aa clear discrimination. Sometimes, cases happened when women feel so awkward because of differentiated organizational policies but that never bothered to anybody.
Gender inequality is one of the main reasons of lower number of female employees. Generally, women’s left jobs because of the low pay as well as designation. There is a very low probability that women have a high pay in managerial, technical and professional areas (Hardacre & Subaši?, 2018). They are mostly found in the representative job or service or secretary positions. They predominated men in organizational offices, notwithstanding the way that a for the most part minimal degree of women is in the work power. For such tremendous quantities of reason women are progressively loath to be raised to the action with a more significant compensation, whether or not they are qualified comparable to the men (Lurie, 2015). Some part of this difference is spoken to by the obligations that women have at home. Family and home obligations routinely limit the time, and imperativeness women can provide for work, which makes them appear less committed or prepared than men, who can contribute more vitality at their occupations. In order to start a new job, women first have to accept the gender inequality in the organization as it can hamper their motivation to achieve the goals in an effective way. To resolve such issues, it is important for women to learn negotiation skills and to speak against the gender discrimination for their own benefits as well as benefits of others. It is necessary to create an understanding of the laws to prevent discrimination in workplace .
Negotiation plays a very important part in our daily lives as and we all negotiate for different things like for high salaries, low price products and better services (Aynaci, 2019). There are many cases where women are scared to negotiate as they believe that there is a social factor that is against them. But still, negotiation skills help a lot to ensure that all parties should get equal advantage out of all the prevailing inequalities (Deem, 2011).
Gender inequalities in workplaces are not in accordance to the contemporary society. There are different studies that shows that women have the capability to do any task like males and even can perform better than the same. There are different reasons that clearly reflects that there is a very high impact of gender discrimination on the organizational environment. The main disadvantage of working in an organization where there is a prevailing gender discrimination is motivation. Next, it can also impact on the effectiveness of the organization. So, it is the responsibility of every person to work on gender discrimination and organization should also give equal opportunity to all employees.
Why Gender Mainstreaming?
Gender mainstreaming is all about the social problem of gender equality in the community. In addition, it also helps in improving the organization’s policies and procedures and also helps in teaching the staff of the organizations about the effect of the men’s and women’s contribution. Gender mainstreaming is also help in improving the transparent on the organization and help the same in strategic decision making in the organization (Ma & Luc, 2020). It assists in taking the full utilization of both men and women’s capabilities by converting into opportunities. Gender mainstreaming is capable of manipulating the staff of any organization to start on evaluating the organization as well as on activities as per the gender.
Thusly, in order to make the organization comprehend the openings among individuals and the wellspring of isolation and its approaches. By analyzing the issue, it is less complex to take the fundamental noteworthy exercises to improve the condition and achieve gender direction consistency targets by being locked in with the consultancy technique and methodology making (Karuppusamy, 2017). These exercises need setting up another headway plan and changing the needs of the organization to put them eagerly. To achieve gender reasonableness goals, it is inconceivable individual as per the needs of the whole organization gathering coordination as well as cooperation of the team (“Gender equality policies”, 2017).
There are many important reasons behind the reason that why gender mainstreaming is an important part of the organization. If people are given the opportunity in policy making, then it can be changed (“Knowing and Solving – From the Gender Audit to the Gender Equality Plan”, 2017)
Gender balance and mainstreaming factors are the prerequisites to judge all the procedures according with their impact on individuals as well as according to the social situation, close by their necessities. It moreover adds to introduce among general appraisals, a learning development of providing more thought of the procedures influence on the life of the people. It is a phase forward to a dynamically human philosophy of progression and current notoriety based social requests. By taking sexual direction balance, techniques will be made upon the certifiable needs of individuals. It also results in a better government and country.
There is a need of proper formation of policies to have a better government. It is known that overall society depends upon the human resources and experienced men and women. So, gender mainstreaming overall contributes in the experience of men and women and also consider the responsibility to completely remove inequalities from the society (Boerties, 2012).
The major issue that is being faced by most of the workforce is inequality in the organization in 21st century. Women possess always a low position than men in terms of the position as well as income due to the latent prejudices concerned with sexuality in the modern workplace and it leads to the major concern of greater cultural and political integration of the society. There is a dependency of public sector on Government in order to make funding for private sector business. Every organization has some indicator’s that shows the competitiveness of a nation and that is through its human talent that includes the productivity, education and skills of the workforce. In the same case, for every company, employee’s talent plays a major role. In the developed world, women are currently a part of half of the colleges and organizations in emerging economy and gender gaps are also decreasing in a fast pace.
Women are well versed in their knowledge as well as skills and have the capability to contribute in a business. Over a time period, competitiveness of a country highly depends on the female employees and their talent (Wenham et al., 2020). It is really important for an organization to achieve gender equality by providing equal rights, pay and responsibility to female employees in order to maximize the competitiveness and effectiveness. There is a big role of the government in the implication of gender equality and enhancing participation of women in the economy by providing flexible maternity leave policies and childcare practices. And it is the main responsibility of the companies to develop an ecosystem that includes male as well as female.
The overall assessment of equality at workplace has to adopt dualistic approach that traces both case and effect issues relate to gender equality at workplace. This also involves the analysis of legislation and HR managers have to comply and follow new legislations so that gender discrimination can be avoided that also includes Equal Pay Act, 1970 (Magalla, 2018).
Below are the examples that shows pay discrimination at workplace:
Main companies all around the globe are working on recognizing the capabilities as well as potential of women and in near future, women will get equal opportunities in workplace to ensure that there will be no gender gap at all (Sanghavi, 2019). It is the responsibility of Human Resource managers to consider talent and skills based on individual and not based on gender in order to attain high growth of the organization. It also helps in enhancing the goodwill in the market and it plays an important role in the society. Gender discrimination leads in negative image of the company and lead to big downfall in market value. So companies are thinking about it and try to become socially responsible so that their goodwill cannot be hamper in the market. There are many companies like Marks and Spencer’s as they have taken many initiatives to promote gender equality at workplace.
Conclusion
Women play a very major role in the human resource of an economy and it is important for every company to create development and empowerment in order to develop the economy. Many studies happen and confirmed that as per the decrease in gender equality, equivalent productivity can be increased, and economic development can be done. Decreasing gender equality play an important role in resolving future issues because of the ageing population and increase in the pension burdens. It reflects that companies can easily get benefit from the successful females who have ample talent across the leadership structures. Irrespective of increasing evidence in terms of women integration even in the case where there is a dependence of global economy on knowledge industries. There is a major difference in the pay of women and men as well as opportunities provided to them.
Capacity and human capital are the major necessities for money related turn of events and improvement, and it is the responsibility of business pioneers and policymakers to ensure the nature of preventions to women’s passageway to the standard workforce are pulverized and that equal opportunity rising to spots of organization are offered in all the organizations. They are critical segments for finding that organization and economy when all is said in done is using all its present resources in by and large capable and ground-breaking way and besides encouraging movement of capacity later on as well.
References
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Boerties, J. (2012). LGBT-Equality in the Global Workplace: Organizational Responses to Administrative Challenges around LGBT-Workplace Equality. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2182353
Deem, R. (2011). Gender. Routledge.
FEMALE LABOR FORCE PARTICIPATION AND GENDER WAGE DISCRIMINATION. (2016), 6(1), 262. https://doi.org/10.22381/jrgs6120169
Gender equality policies. (2017), 1(1), 850-850. https://doi.org/10.21820/25150774.2017.1.49
Hardacre, S., & Subaši?, E. (2018). Whose Issue Is It Anyway? The Effects of Leader Gender and Equality Message Framing on Men’s and Women’s Mobilization Toward Workplace Gender Equality. Frontiers In Psychology, 9. https://doi.org/10.3389/fpsyg.2018.02497
Karuppusamy, D. (2017). Socio-Economic Factors on Women Empowerment. International Journal Of Scientific Research And Management. https://doi.org/10.18535/ijsrm/v5i6.09
Khan, S. (2018). Women Empowerment: Key to Socio-Economic Development. International Journal Of Women Empowerment, 4(1), 5. https://doi.org/10.29052/2413-4252.v4.i1.2018.5-7
Knowing and Solving – From the Gender Audit to the Gender Equality Plan. (2017), 1(1), 860-860. https://doi.org/10.21820/25150774.2017.1.59
Lurie, L. (2015). Unions and Unequal Pay: The Establishment of the ‘Family Supplement’ in Israel. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.2661484
Ma, X., & Luc, J. (2020). Improving Gender Equality in the Surgical Workplace. JAMA Surgery. https://doi.org/10.1001/jamasurg.2019.6025
Magalla, A. (2018). Improving Workplace Gender Equality and Equity in the UK Energy Sector. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3256495
METHODS AND RESULTS – Gender audit, design of the Gender Equality plan (GEP), implementation and monitoring. (2017), 1(1), 865-865. https://doi.org/10.21820/25150774.2017.1.64
Sanghavi, D. (2019). Ruminating over Equalisation Levies. SSRN Electronic Journal. https://doi.org/10.2139/ssrn.3393402
Wenham, C., Smith, J., & Morgan, R. (2020). Covid-19 is an opportunity for gender equality within the workplace and at home. BMJ, m1546. https://doi.org/10.1136/bmj.m1546
Wu, R., & Cheng, X. (2016). Gender equality in the workplace: The effect of gender equality on productivity growth among the Chilean manufacturers. The Journal Of Developing Areas, 50(1), 257-274. https://doi.org/10.1353/jda.2016.0001
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