Gender and Development

This paper discusses the importance of gender equality in business organizations and society, focusing on the roles played by genders for the proper functioning of society.

Running head: GENDER AND DEVELOPMENT
GENDER AND DEVELOPMENT
Name of the Student
Name of the University
Author Note

1GENDER AND DEVELOPMENT
The gender equality refers to the concept of the equality in the ease to the access of the
several opportunities and the resources that are presented within the given society. The gender
equality suggests that the all the residents of the area or the organizational employees are entitled
to the access to the resources and chances irrespective of their genders. The following paper
attempts a critical discussion on the equality that needs to be maintained within the various
business organizations as well as the society at large in terms of the genders and the roles that are
played by the genders for the proper functioning of the society.
Jeffreys (2008) in the article entitled Disability and the male sex right attempts a
discussion on the equality of the citizens of the country on the basis of the sexuality of the
concerned people who have been residing within the territorial boundaries of Australia. The
author states that the issue of sexuality is faced by the people, especially the women who tend to
be involved within the activity of prostitution. The author claims that the male members who
have been living within the Australian society tend to be discussing their sexuality on the
grounds that state that the male members of the society should be allowed the rights to have
access to the female physique on the fields of the sexuality. The legalized Australian industry of
prostitution tends to put forth the various factors that are related to the development of the niche
of the male members of the society who are involved in the industry of prostitution (Liddiard,
2014). The author reveals through the background researches that the female members of the
society tend to face severe issues like the development of the coercive and unwanted sexual
relationships with the people who have been holding the positions of the caregiver for the people
who have been diagnosed with the disabilities that restrict their movement without assistance
from their caregivers. The author further states that the female residents of country especially the
ones who have been diagnosed with the disabilities have been facing abuse at the hands of their

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care givers. These incidents include the implementation of the forces that are faced by the
women in the activities of sterilization of the women as well as the abortion of the fetus without
the consent of the woman carrying the fetus (De Boer, 2015). The lack of the sex education and
knowledge among the younger members of the society tend to deal with the lack in the
development of the awareness regarding the misuse and the abuse of the female members at the
hands of the male members of the society. Foley (2014) states that the Australian society tends to
put forth the conditions wherein the male members of the society also tend to face the abuse in
the hands of the people who have disability fetishes or are into the sadistic activities that are
generally conducted by the people who have been searching for the ways to have been meeting a
gratification of their sexual desires and needs.
On the other hand, Adamson et al. (2016) in the article entitled “The quality of equality:
thinking differently about gender inclusion in organizations” discusses the issues that are
related to the employment of the women within the various business organizations that are active
within the given market in the United Kingdom. The author states that there has been a huge
increase in the number of the female employees of the organization leading to the apparent
concept of equality being developed within the workforce of the organization. However, the
female staff of the organizations that are active within the territories of the United Kingdom face
issues regarding the gap that exists within the remuneration that is received by their female
members of the workforce in comparison to the amount that is withdrawn by their male
counterparts (Mutter & Thorn, 2018). The authors state that the companies in discussion should
try to implement the diversity within the workforce of the organization keeping an eye on to the
need of the recruitment of the concerned talent for the organizational development. The majority
of the issues that are faced by the organization in the matters of the maintenance of the diversity

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tend to deal with the recruitment of the proper talent within the organization with an unbiased
nature on the gender of the concerned employee (Dashper, 2018). The article further discusses
the fact that the inclusion of the potential employees within the organization should be in line
with the organizational responsibilities that need to be maintained by the employees of the
organization. The organizations in discussion is expected to retain the flexible working hours in
order to maintain the proper workforce strength of the organization. The flexible working hours
within the company helps the company to retain the workforce as well as help in motivating the
workforce to deliver the best of their services to the betterment of the company (Arenas et al.
2017). The implementation of the diversity policies within the organization needs to be reviewed
at regular intervals on the basis of the feedback that the concerned organization receives from the
employees of the organization. This might help in the development of the overall operations of
the company in the given market. The concerned organizations should also be advised to look
into the maintenance of the quality of the people who have been employed within the company.
This in turn would help in the development of the company in terms of the competitive
advantage that it faces.
In lieu of the above discussion, it might safely be concluded that the equality in terms of
the genders are known to have been a very important aspect in the development and the growth
of the company. The gender diversity within the organization as well as within the industry at
large helps in the overall development of the industry on the broader aspect as well as in the
increase in the overall performance of the organization. This in turn leads to the increase in the
competitive advantage of the company as well.

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References
Adamson, M., Kelan, E. K., Lewis, P., Rumens, N., & Sliwa, M. (2016). The quality of equality:
thinking differently about gender inclusion in organizations. Human Resource
Management International Digest, 24(7), 8-11.
Arenas, A., Di Marco, D., Munduate, L., & Euwema, M. C. (2017). Dialogue for inclusion: when
managing diversity is not enough. In Shaping inclusive workplaces through social
dialogue (pp. 3-21). Springer, Cham.
Dashper, K. (2018). Challenging the gendered rhetoric of success? The limitations of women‐
only mentoring for tackling gender inequality in the workplace. Gender, Work &
Organization.
De Boer, T. (2015). Disability and sexual inclusion. Hypatia, 30(1), 66-81.
Foley, S. (2014). A Modest Proposal Regarding the Power of Parents to Optimize the Sexual
Well-being of Their Adult Sons and Daughters with Down Syndrome. Sexuality and
Disability, 32(3), 383-396.
Jeffreys, S. (2008, September). Disability and the male sex right. In Women's Studies
International Forum (Vol. 31, No. 5, pp. 327-335). Pergamon.
Liddiard, K. (2014). ‘I never felt like she was just doing it for the money’: Disabled men’s
intimate (gendered) realities of purchasing sexual pleasure and
intimacy. Sexualities, 17(7), 837-855.
Mutter, J., & Thorn, K. (2018). Women's careers: Navigating with a kaleidoscope. New Zealand
Journal of Human Resources Management, 18(2).

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