“No Woman, No cry ” : Gender Inequality and arrest the situation for a better work place.

 


Prior to the industrial revolution, both men and women participated in small scale, mostly family-managed, agricultural and manufacturing work.

Pre-industrial work was divided along gender lines, with some of these divisions persisting to date, such as women’s predominance in textile labor.

The industrial revolution in Europe and in the U.S. replaced family and slave production with market production  (Padavic& Reskin, 2002 cited in Kalev, A. and Deutsch, G., 2018 ).

This created the concept of Labor market alias job market which is where the labor supply and demand meets. Then it has emerged a gender inequality concern in the labor force.

This blog refers to the gender inequality faces by women in general at present and how it could be prevented or mitigated by the steps, which should take by the organization from the HR manager point of view.



Gender Inequality.

In simple words, unequal opportunities and rights for working women, transgenders, men, and other people belonging to different gender identities is described as gender inequality. (Gayan, G. 2023).

Sex is a biological construction but gender roles are a social construct where men predominately benefit at the expense of women (Khuzwayo, Z. 2016).


Gender Gap indicators.

Gender inequality in the workplace takes many forms — unequal pay, disparity in promotions, incidents of sexual harassment, and racism. Often, it presents itself in more nuanced ways, like fewer opportunities for women who are mothers and a higher incidence of burnout in women (Wooll, M. 2021).


1. Imbalance pay scale (Unequal pay).

Women are paid less compared to men. Traditional way of thinking about women, male predominant industry, unequal access to education have affected to less paid salaries.

2. Blockade Promotions (Barriers to Promotion).

Chances to get promotion to a higher position in an organization for a woman is very narrow compared to men. The perception of a women’s ability, skill, knowledge, thinking, innovation mind is faded by the nature it self.


(Table 1)


3. Bias against mothers.

Being a mother is likely to reject or discriminated in work place is high. It is said that a Mother’s devotion towards the family keeps them away from job, unable to work long hours like male does. Mothers with children are considered to be stagnated in their career path even more likely to leave the work.

4. Burnout in women.

Women, specially in higher position of an organization are burnt out owing to the constant pressure and stress at present economical world, as organizations are chasing the profits.

5. Sexual harassment.

Sexual harassment is a common factor in the present world. Sexism is demanded at the point of recruitments, salary increments or promotions, women are directly invited as bribes to afford said rewards.

6. Racism.

Women are discriminated by her skin color, her race and religion, her ethnicity. These type of discriminations make women uncomfortable and unsatisfied working environment.


World Trend on Gender Inequality.

World economic Forum in 2023 has released several statistics with regard to the Global Gender Gap. The key areas in that report are highlighted below in order to understand, where the present gender inequality is standing among us.


  • Global gender gap in 2023, scores 68.4% of all 146 countries.
  • It is 0.3% improvement compared to 2022.
  • As per 2023 records, No country yet achieved the 100% parity in gender gap.
  • Although top 9 countries in the world reaches only up to 80% of their gap.
  • Iceland takes the top position with ratio 91.2%, the only country exceed the ratio 90%.
  • Europe has the highest gender gap parity (76.3%).




Despite much progress in the past 50 years, workplace gender inequality remains a persistent problem. Worldwide, women only occupy about 37 per cent of leadership roles (World Economic Forum, 2022 cited in Rayan, M.K 2023).

Implementing gender equality in the workplace is not just a tick box task because it is the ‘right thing to do; But it is a matter of equal opportunity that can benefit your business’ (Gayan, G (2023).

Explore the nature of gender discrimination in HR practices, which involves HR policies, HR-related decision-making, and their enactment by organizational decision makers.


Ways to diminish gender inequality by HRM Practices.

1. Recheck Your Vacancy Announcements.

2. Crosscheck the Interview Questions.

3. Analyze the Ratio of Men and Women in your Organization.

4. Create a Discrimination-Free Company Culture.

5. Emphasize on Work-life Balance.

6. Say NO to Gender Pay Gap.

7. Take Strict Action Against Gender-Based Harassment.

8. Provide Equal Learning and Development Opportunities.

9. Reverse Sexism is just as Bad.

10. Give them Leadership Roles.

11. Give Women a Chance.

12. Learn from Exit Interviews.

13. Educate employees to avoid gender bias.


Lets check on few;


1. Educate on gender bias. 

Make employees aware of gender bias and the negative impacts, so that way they could avoid any discriminatory action or behaviors and able to promote gender equality within the organization as well as the society.

2. Implement diversified screening, selection methods.

Extended candidate list, shortlist will create more gender diversity in job applications and women will get opportunities to join. Design the interview methods styles which suits and benefits for all genders. Example : Women are more confident when they see a women in interview panel.

3.Salary Transparency.

Initiate a survey to understand the salary scales and this would ensure that men and women in the same position are paid equally. Transparent and disclose all salaries.

4.Offer Flexible work time and work place.

Implementation of flexible hours to work or place to work (Work from home) for a women would enhance retention and more productive, as it allows women to maintain work-life balance, specially for a mother. 

5.Empower women and consistent development.

Provide equal opportunities to show case women power by empowering in responsible tasks. Make consistent coaching, developments to enhance their skills, become tech-savvy, innovative thinking,  leadership skills.


Benefits from the Gender Equality to an organization

1. Gender Equality leads women in Leadership positions.

2. Creates a safe and healthy work environment.

3. Enhances business and company culture.

4.Lower job turnover, higher rate in labor retentions , higher rate in job satisfaction.




References


Clip 1: Reuters, 2020, These are the best speeches on gender inequality, Available at https://www.youtube.com/watch?v=q2aDXPNVEMQ (Accessed : 11 August 2023).

Clip 2 : TED 2016 ‘Why Gender Equality Is Good for Everyone — Men Included | Michael Kimmel | TED Talks’, TED (16 October). Available at https://www.youtube.com/watch?v=7n9IOH0NvyY (Accessed : 11 August 2023)

Fig 1: https://www.google.com/search?q=gender+inequality&tbm=isch&ved=2ahUKEwis-63nxNKAAxX6z6ACHWG4CuMQ2-cCegQIABAA&oq=gender+inequality&gs_lcp=CgNpbWcQAzIECCMQJzIFCAAQgAQyBQgAEIAEMgUIABCABDIFCAAQgAQyBQgAEIAEMgUIABCABDIFCAAQgAQyBQgAEIAEMgUIABCABFCZD1jDEGC4GWgAcAB4AIABzAGIAc4EkgEFMC4yLjGYAQCgAQGqAQtnd3Mtd2l6LWltZ8ABAQ&sclient=img&ei=xRPVZOyEC_qfg8UP4fCqmA4&bih=401&biw=898&hl=en#imgrc=jq6euPqc8ucZbM . (Accessed : 10 August 2023).

Fig  2 : World Economic Forum (2023) ‘ Global Gender Gap Report – 2023’ (20 June). Available at https://www.weforum.org/reports/global-gender-gap-report-2023/?gclid=Cj0KCQjwldKmBhCCARIsAP-0rfxoVB1GvdqOSEjOPU6ktdQsx9uzkiteO5lyjYJer8mpsal9KmsdJJwaAvDbEALw_wcB (Accessed : 10 August 2023).

Gayan, G (2023)  Blog : “13 ways to promote gender equality in the workplace”  27 April. Available at https://blog.vantagecircle.com/gender-equality-in-the-workplace/ (Accessed : 10 Aug 2023).

Kalev, A. and Deutsch, G., 2018. Gender inequality and workplace organizations: understanding reproduction and change. Handbook of the Sociology of Gender, pp.257-269. Available at https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Gender+Inequality+and+Workplace+Organizations%3A+Understanding+Reproduction+and+Change&btnG= ( Accessed : 11 Aug 2023).

Khuzwayo, Z., 2016. Separate space: An approach to addressing gender inequality in the workplace. Journal of International Women's Studies, 17(4), pp.91-101. Available at https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Separate+space%3A+An+approach+to+addressing+gender+inequality+in+the+workplace&btnG= (Accessed : 10 Aug 2023).

Maggie wooll, 15 Oct 2021 ‘Gender inequality in the workplace : The fight against bias’ (15 October), Blog: Diversity & Inclusion. Betterup 2021. Available at https://www.betterup.com/blog/gender-inequality-in-the-work-place (Accessed : 10 August 2023).

Ryan, M.K., 2023. Addressing workplace gender inequality: Using the evidence to avoid common pitfalls. British Journal of Social Psychology, 62(1), pp.1-11.Available at https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=workplace+gender+inequality%3A+Using+the+evidence+to+avoid+common+pitfalls&btnG= (Accessed : 10 Aug 2023).

Stamarski, C.S. and Son Hing, L.S., 2015. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in psychology, 6, p.1400. Available at https://scholar.google.com/scholar?hl=en&as_sdt=0%2C5&q=Gender+inequalities+in+the+workplace%3A+the+effects+of+organizational+structures%2C+processes%2C+practices%2C+and+decision+makers%E2%80%99+sexism&btnG= ( Accessed : 11 Aug 2023).

Table 1 : Maggie wooll, 15 Oct 2021 ‘Gender inequality in the workplace : The fight against bias’ (15 October), Blog: Diversity & Inclusion. Betterup 2021. Available at https://www.betterup.com/blog/gender-inequality-in-the-work-place (Accessed : 10 August 2023).

World Economic Forum (2023) ‘ Global Gender Gap Report – 2023’ (20 June). Available at https://www.weforum.org/reports/global-gender-gap-report-2023/?gclid=Cj0KCQjwldKmBhCCARIsAP-0rfxoVB1GvdqOSEjOPU6ktdQsx9uzkiteO5lyjYJer8mpsal9KmsdJJwaAvDbEALw_wcB (Accessed : 10 August 2023). 


Comments

  1. SugandiAugust 12, 2023 at 12:31 PM

    A topic that really needs to be highlighted. It is absolutely unacceptable to work as a woman or a man in a society. Their talent should be prioritized.

    ReplyDelete
  2. Duminda Saman KumaraAugust 13, 2023 at 10:40 AM

    This article has prepared by you to put a strong focus on the different role of women and highlighted the facts in the existing world.

    ReplyDelete
  3. Shiran MudannayakeAugust 13, 2023 at 4:12 PM

    Paying close attention to the different roles of women should be appreciated. Their skills should be primarily in HR decision-making and enforcement.

    ReplyDelete
  4. Ayodhya GalappaththiAugust 14, 2023 at 3:46 AM

    Well addressed the timely relevant and a debatable topic. Despite the number of articles, research papers, blogs and discussions had with regard to the topic Only 1% of Fortune 1000 companies have at least one woman on their board of directors.(Source: 2020 Women on Boards).

    ReplyDelete
  5. Rajitha MadhusankaAugust 16, 2023 at 7:44 PM

    Appreciate your effort in raising awareness about gender inequality. Let's work together to create a world where every woman can reach her full potential.

    ReplyDelete
  6. RANGIKA RANASINGHEAugust 17, 2023 at 8:28 AM

    The implications of the unequal distribution of unpaid care work are far-reaching: women are more vulnerable to violence and harassment at work.

    ReplyDelete
  7. Shanitha Dinush ChandimaAugust 17, 2023 at 4:00 PM

    Gender equality fosters women's leadership, nurtures a safe workplace, bolsters business culture, and results in lower turnover, heightened job satisfaction, and better retention rates

    ReplyDelete
  8. B. Abeywardana (MBA/HND Supply chain)August 17, 2023 at 4:20 PM

    If the criteria used by organizational decision-makers to assess job performance systematically favor males over women, gender discrimination may be formalized into HR policy.

    ReplyDelete
  9. Muditha MaheshAugust 18, 2023 at 4:25 PM

    Gender inequality is a serious issue that exists in many workplaces. It can manifest in many ways,

    ReplyDelete
  10. LilanAugust 19, 2023 at 1:08 AM

    This situation requires implementing proactive policies, offering diversity and inclusion training, and dismantling systemic biases to ensure that every individual has an equal chance to thrive and contribute within the workplace.




    ReplyDelete
  11. Charuka RupasingheAugust 19, 2023 at 1:41 PM

    Addressing gender inequality positively impacts organizational success by fostering diversity, equality, and a more inclusive workplace culture.

    ReplyDelete

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