Gender Inequality in the Workplace and its Impact on Organizational Structure and Human Resource Pra

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Gender inequality is a common issue observed in the corporate sector as well as in the community. The core agenda of this study is to demonstrate the concept of ‘gendered workplace’. It is a common phenomenon that affects the organizational structure, process, and practice. Gender inequality impacts upon the women population of the society. The human resource practice mostly responsible for enacting the concept of gender inequalities within the organization. Hence, the HR practice affects the procedure of hiring, training, promotion, and payment considering the women population. The study is going to describe the reciprocal nature of gender inequalities within the workplace . The issue of gender inequalities will be demonstrated from the perspective of leadership, strategy, organizational climate, and the policies of human resource department.

Residing in the twenty first century, the women still are often victimized inequalities within the organization. As commented by Georggeac & Rattan (2019) modern study needs to perform some reformative activities to address the gender gap prevailing in this era. According to McKinsey, the corporate world has not made any remarkable contribution to reduce gender inequalities within workplace. The research shows that women are always being underrepresented by the society at every level. There is a drastic difference between the attitude towards men and women within the corporate industry. On the other hand, researcher Essig & Soparnot (2019) also mentioned that, women are often face difference in the domain of entry-level job. The business study reflects that approximately 70 women are promoted within workplace comparing every 100 men employees.

The concept of equal pay day was originated by the National Committee during the year 1966. The movement was originated with the idea of providing equal payment for each employees irrespective of gender, class, and creed. Apart from the legal policies, the organizations must pay attention on some cultural and organizational change to bring equality and maintain a positive workplace atmosphere. As per the thinking of Kim, Fitzsmons & Kay (2018) hiring more experienced female personnel and providing justified promotion to them. According to the statistics of McKinsey, 62 percent of the managerial position are occupied by male employees. On the other hand, the women employees are holding only 38 percent. Organizations must include the gender diversity among the workplace as an integral part of the workplace culture.

Conclusion

Cultural change helps to address the gender inequality prevalent within the workplace. Workplace culture is a trendy word becoming popular within the recent business study. Kaldev & Deutsch (2018) mentioned that workplace culture refers to the atmosphere of any particular organization or the characteristic features of an organization. It is a combination of organization relationship, tradition, beliefs, communication, values, and the attitude of the employees. An ideal workplace culture defines gender equality in its true form. It keeps a space for cultivating employee relationships. Bridging the gap in the domain of gender helps the organization to maintain a healthy workplace culture throughout the year.

As commented by Dashper (2019), there are different feminists who argue the fact that they are still facing high inequality gaps between the different males in the today’s scenario around the world in the workplace. The different women have analyzed that they are not treated like the person with high dignity which deserved respect from different institutions and laws. As opined by Iida (2018), the people are viewed as well as treated women more as instruments, producers, agents or the caregivers of the prosperity based on their family. However, women in the current scenario has been capable of achieving a lot since the year 1950 wherein now, the women have been accepted in the society to certain extent in comparison to the men.

Creation of the changes in the social along with economic sector created job opportunities as well as a better life which will be able to make the employees able to share their viewpoints on different matters. The gender differences mainly occur in different aspects of the person’s life whether it is the culture, occupation, family or the occupation. Unfortunately, the gender-based inequality is still a huge problem in the workplace wherein women are treated in an unfairly manner in the manners in which they are being paid. As opined by Davidson (2016), women are usually provided with the same role jobs like men, however, there is inequality in the payment which is provided to them and it impacts their growth prospects negatively. Due to the same, the morale of the employees is affected negatively and it impacts their performance.

As commented by Iida (2018), discrimination is the form of harassment and it increased conflict in the work environment. The team related focus shifts from job duties to the drama of the office. It is fracturing the entire team, wherein with one group siding with person discriminated against and one side, there is the side of the alleged discriminator. As opined by Davidson (2016), conflict is impacting the effectiveness in the workplace that impacts the growth and performance of the employees to a large extent as well. From various surveys, it has been found that when the conflict increases in the workplace, the employees feel the same and it permeates company down to the different significant activities which are performed by the employees. Therefore, due to such kind of inefficiencies, it impacts the effectiveness of the company and the entire morale of the company gets down.

As commented by Davidson (2016), the women have experienced the historic situation of the inequality in the social as well as professional aspects which has influenced the entire society in analyzing which job is considered to be the most suitable for the women and men.

Conclusion

Therefore, it can be concluded that the discrimination and the gender inequality need to be reduced from the workplace as both male and female employees play a vital role in improving effectiveness of the services and perform the tasks in a joint manner. The joint effort of both male and female employees plays a suitable role in achieving the organizational goals and become productive in nature.

References

Dashper, K. (2019). Challenging the gendered rhetoric of success? The limitations of women‐only mentoring for tackling gender inequality in the workplace. Gender, Work & Organization, 26(4), 541-557.

Davidson, S. (2016). Gender inequality: Nonbinary transgender people in the workplace. Cogent Social Sciences, 2(1), 1236511.

Essig, E., & Soparnot, R. (2019). Re-thinking gender inequality in the workplace–a framework from the male perspective. M@ n@ gement, 373-410.

Georgeac, O., & Rattan, A. (2019). Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains. Journal of Experimental Psychology: General, 148(8), 1435.

Iida, A. (2018). Gender inequality in Japan: The status of women, and their promotion in the workplace. Corvinus Journal of International Affairs, 3(3), 43-52.

Kalev, A., & Deutsch, G. (2018). Gender inequality and workplace organizations: understanding reproduction and change. In Handbook of the sociology of gender (pp. 257-269). Springer, Cham.

Kim, J. Y., Fitzsimons, G. M., & Kay, A. C. (2018). Lean in messages increase attributions of women’s responsibility for gender inequality. Journal of personality and social psychology, 115(6), 974.

Ramamurthy, k., Elangovan, t., Patil, r., o'Brien, d. e. r. e. k., & Chairman, D. (2017). Urgent need to address gender inequality in the country.