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Thesis statement

Discuss About the Gender Differences Scholastic Achievement?

In the recent scenario, the policies of human resource are changing and it is important for the companies to formulate proper policies so that the issues can be considered properly. In this report, the issue of gender inequality that is faced by female workers globally will be considered by analyzing the news article posted by the Australian Human Resource Ditectors (Hitton,2017).  Gender inequality is a major problem that is faced by the female employees in the operations as they do not get equal wages for the equal work done by them in comparison to the male employees of the organization. There are many reports that have given evidence of the discrimination that is faced by the female employees in the organization.

 In Australia, the females employees face the problem of high gender pay gap just because they get low wages for the work done by them.  This report will give emphasis on gender inequality problem faced by the women of the organization and also evaluate the discrimination faced by all the women. The report will also evaluate the role of strategic human resource management in considering the issue of gender inequality. There are many recommendations that will be elaborated in this report to consider this issue in a proper manner .

The issue of Gender inequality is faced by female women globally that gives negative impact on them and also policies of human resource management can be implemented by the companies' so that this issue can be considered (Baird, Williamson and Heron, 2012).

Female employees in the world face the problem of "gender pay gap" issue as they get less salary for the same work done by them as compared to the male employees. From the human resource department, it is seen that the female employees of an organization face problems as the companies do not provide proper assistance to the female employees who are on top position (Hirsch, Schank & Schnabel, 2010).

 According to the directors of many companies, it is evaluated that there are many workers who are giving focus on proper improvement and awareness related to the issue of gender inequality. It is seen that there are many benefits still in Australia then also gender pay exists.  The male employees of the organization learn more than the female who is doing the same work. The human resource department tries to implement the policies so that the issues can be considered as there are many female workers who are facing discrimination in the organization (Bleidorn, Arslan, Denissen, Rentfrow, Gebauer, Potter & Gosling, 2016).

Gender inequality issue

  It is also essential to take into consideration equal employment opportunity so that the discrimination cannot take place in the organization. Discrimination will be based on gender, age, race, and religion. It is also analyzed that in 2012 bill was passed by the government if Australia related to the equal opportunity for women. In this, it is stated that equal opportunities will be given to the female employees so that the company can easily retain the employees.  It also helps to promote equal pay in the organizations. Diversity should be managed so that the discrimination cannot take place in an organization. Managing the diversity is the responsibility is of human resource department (Coates, 2015).

The equal opportunity for a female in the workplace agency is responsible to gather the information and implement the policies so that discrimination can be reduced against the Australian companies who are against female.  It is also evaluated that the problem of gender inequality is present in many companies globally , though there are many initiatives that are taken by the governments to control the issue. In modern companies, the human resource department tries to implement the strategies related to a human resource so that the discrimination can be managed against the female employees.

The executives of the human resource have failed to consider corrective steps so that the problems can be considered of the discrimination taking place in the companies.  There are many strategic human resource policies that are important to implement so that the inequality related to female can be reduced in a proper manner (Card, Cardoso, & Kline, 2015).

Earlier it is seen that women stay home and are involved in doing household activities and men go to work.  But in the recent scenario, it is seen that the women have proved that they can do work as compared to men and also there are many women who have attained success.  Women proved the capability of themselves that they can also do same activities that the men do.  The gender inequality is the issue that is spread between the companies by taking into consideration corporate social responsibility. The government has taken many initiatives so that this issue can be raised in different organizations (Ingalhalikar, Smith, Parker, Satterthwaite, Elliott, Ruparel & Verma, 2014).   There are many companies who ensure that human resource department should implement the policies so that gender inequality can be reduced and equal pay is given to the women of the organizations.  

Equal opportunities

 It is seen that human resource department does not promote the women employees at the top positions because they consider that they are not capable to conduct the activities of top management. There are many fewer females who have attained good position in the organization just because of the mindset of the people that women are not capable to conduct the activities (Broadbridge & Simpson, 2011).

There are many recent problems that are considered in the companies and also the issues are not considered. There are female women's who received a low salary as compared to the male employees who are doing the same job (Wilson & Tagg, 2010). This states that there are many women's who face issue related to gender inequality. There are many organizations who have not considered the issue of gender inequality. The human resource executives analyze the situation of the organization so that proper human resource management policies can be implemented and the issue related to gender inequality can be addressed.  It is important for the companies to minimize the issue related to pay and gender inequality (Voyer & Voyer, 2014).

Human resource department plays an important role to conduct the activities of the organization. The diversity related to the employees also helps to ensure that the discrimination o does not take place between the employees of the organization.  There are many human resource managers who failed to consider the employee relation challenges that enhanced the issue of gender inequality (Lai, Lombardo, Auyeung, Chakrabarti & Baron-Cohen, 2015).

 Just because of the lack of strategic human resource policies the female employees of the organization face various problems in the organization like unequal pay, a security issue in the organization and discrimination between male and female employees.  These issues enhance the turnover of the employees in the organizations that give negative impact on the overall productivity and performance of the organization (Dezsö & Ross, 2012). The rate of employee turnover increases and it enhances the cost of recruitment of the organization that gives negative impact on the overall financial position of the company. There are many organizations like apple and google who consider the human resource management policies so that the gender inequality can be minimized and proper help is given to the employees to create a positive environment.  Just because of gender discrimination there are many women employees who face the problem and create a negative environment that affect the performance of the employees who are conducting their day to day activities (Hilton, 2017).

Current Situation evaluation

If proper human resource policies are not considered then it is evaluated that negative impact is given on the overall outcome of the organization. Women face issues like negative work environment and unsafe workplace (Meyers?Levy & Loken, 2015). Human resource department hesitates to motivate the women and also it is seen that negative impact is seen at the time of promotion. Proper human resource policies are necessary as it helps the companies to achieve overall goals and objectives in an effective manner.  Proper human resource policies are essential to be implemented in the companies so that female employee can be promoted to the top management. 

 There are many female leaders like Ginni Rometty (IBM) and Safra Catz of Oracle have proved that female can also lead the company as the same way men do.  Also, there are many organizations who try tries to implement the human resource policies so that the female can be promoted to the top management and gender inequality can be reduced. Human resource should be implemented in the organization as it helps to consider the issue of gender inequality and unequal pay (Strachan, 2010).

These are the recommendations that can help human resource department to consider the issues related to gender inequality and unequal pay given to the female employees. The recommendations are:

There should be proper learning and development programs so that human resource policies can be implemented for the development of female workers.  The learning programs can help in enhancing the skills and abilities of the female workers so that human resource department can promote the female on senior managerial positions.

The human resource department should try to implement the strategic human resource policies so that the relations between the employees can be improved with the women who are working in the organization.

 Human resource executives should try to promote the work of the female workers so that equal pay can be given to the employees of the organization.  Proper communication channels should also be maintained so that human resource department can help them to evaluate the issues faced by women employees of the organization and can also minimize the gender inequality issue of the company (Ridgeway, 2011).

Motivation and reward policies should also be implemented so that the female employees can be encouraged to give their best towards the activities assigned to them. Human resource executives should consider the reward programs so that the female employees can also earn incentives and can be retained in the organization for a long time. It will help the female employees to reduce the gender inequality rate in the organization which will assist to enhance the profitability since the cost of the recruitment is less.

Failure of human resource department

 The positive environment should also be created in the organization so that the female workers can implement the human resource policies in a proper manner. Positive working environment means that the employees feel comfortable to conduct the activities of the organization and also establish workplace diversity in the company (Malach Pines, Lerner, Schwartz, 2010).

Conclusion

By analyzing the report it is concluded that the female employees of the organization face the problem of gender inequality and also unequal pay in every organization.  It is important to control these issues as it helps to grow and promote women for top management.  Just because of gender inequality the women face problems by considering the unsafe working environment, negative working environment and also discrimination in promoting the female workers on top management.

Human resource department can easily implement the human resource policies like motivation and give rewards and incentives to the employees based on the overall performance of the workers that helps to minimize the issue of gender inequality. The companies should try to consider the issues of gender inequality and unequal pay so that the image of the company can be enhanced and the social responsibilities of the company can be considered for achieving the success of the company. Proper human resource strategies help companies to achieve overall strategies in an effective manner.

References

Baird, M., Williamson, S., & Heron, A. (2012). Women, work and policy settings in Australia in 2011. Journal of Industrial Relations, 54(3), 326-343.

Bleidorn, W., Arslan, R. C., Denissen, J. J., Rentfrow, P. J., Gebauer, J. E., Potter, J., & Gosling, S. D. (2016). Age and gender differences in self-esteem—A cross-cultural window. Journal of personality and social psychology, 111(3), 396.

Broadbridge, A., & Simpson, R. (2011). 25 years on: reflecting on the past and looking to the future in gender and management research. British Journal of Management, 22(3), 470-483.

Card, D., Cardoso, A. R., & Kline, P. (2015). Bargaining, sorting, and the gender wage gap: Quantifying the impact of firms on the relative pay of women. The Quarterly Journal of Economics, 131(2), 633-686.

Coates, J. (2015). Women, men and language: A sociolinguistic accounting of gender differences in language. Routledge.

Dezsö, C. L., & Ross, D. G. (2012). Does female representation in top management improve firm performance? A panel data investigation. Strategic Management Journal, 33(9), 1072-1089.

Hilton, J. (2017). Is HR doing enough to address gender inequality?. Retrieved from https://www.hcamag.com/hr-business-review/leadership-development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx

Hirsch, B., Schank, T., & Schnabel, C. (2010). Differences in labor supply to monopsonistic firms and the gender pay gap: An empirical analysis using linked employer-employee data from Germany. Journal of Labor Economics, 28(2), 291-330.

Ingalhalikar, M., Smith, A., Parker, D., Satterthwaite, T. D., Elliott, M. A., Ruparel, K., ... & Verma, R. (2014). Sex differences in the structural connectome of the human brain. Proceedings of the National Academy of Sciences, 111(2), 823-828.

Lai, M. C., Lombardo, M. V., Auyeung, B., Chakrabarti, B., & Baron-Cohen, S. (2015). Sex/gender differences and autism: setting the scene for future research. Journal of the American Academy of Child & Adolescent Psychiatry, 54(1), 11-24.

Malach Pines, A., Lerner, M., & Schwartz, D. (2010). Gender differences in entrepreneurship: equality, diversity and inclusion in times of global crisis. Equality, diversity and inclusion: An International journal, 29(2), 186-198.

Meyers?Levy, J., & Loken, B. (2015). Revisiting gender differences: What we know and what lies ahead. Journal of Consumer Psychology, 25(1), 129-149.

Ridgeway, C. L. (2011). Framed by gender: How gender inequality persists in the modern world. England: Oxford University Press.

Strachan, G. (2010). Still working for the man? Women's employment experiences in Australia since 1950. Australian Journal of Social Issues, 45(1), 117-130.

Voyer, D., & Voyer, S. D. (2014). Gender differences in scholastic achievement: A meta-analysis. psychology bulletin, 140(4), 1174.

Wilson, F., & Tagg, S. (2010). Social constructionism and personal constructivism: Getting the business owner's view on the role of sex and gender. International Journal of Gender and Entrepreneurship, 2(1), 68-82

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