Gender Equality and Discrimination

This assignment delves into the persistent issue of gender inequality across various facets of life. It examines the concept of gender equality in diverse social contexts, analyzes the prevalence and consequences of gender-based discrimination, particularly in the workplace, and explores potential solutions to address this global challenge. The analysis draws upon academic research and statistical data to provide a comprehensive understanding of the complexities surrounding gender inequality.

GENDER
DISCRIMINATION IN UK

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Importance of promoting gender equality..............................................................................1
TASK 2............................................................................................................................................3
Factors that prevent women progression within the business environment...........................3
TASK 3............................................................................................................................................5
Ways to promote gender equality...........................................................................................5
CONCLUSION................................................................................................................................7
.........................................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
In different types of organisations, there are a number of employees who do their allotted
jobs. The workplace has employees who may be either male or female and both of them preform
same kinds of job. But at most of the places, it is apparent that there is discrimination at
workplace between male and female employees. As per this discrimination, the employer use to
make differences between both by giving less wages, less opportunities for promotion etc. These
types of discrimination are prevalent in organisations of UK where it is reportedly apparent that
female discrimination is more (Sohn, 2015). There are various laws and acts which are applied
for protection of women and to spread equality yet, the condition has not improved to greater
extent. Therefore, in present report, this condition has been discussed with a greater concern and
deeper insight. The report will throw light on various factors that are responsible for preventing
the progress of women art workplace. In addition, the finally some recommendations will be
made that can aid in making reforms.
TASK 1
Importance of promoting gender equality
It is evident that the gender discrimination is one of the most controversial topic which is
prevalent in many countries specially at workplaces. This gender discrimination most of the
times can prove to be of very unhealthy practice that may have a negative impact on the
workplace (Krieger, 2012). Therefore, it is necessary that at workplace, equality should be
maintained at each and every stage. As per some of the researchers, it is evident that UK has the
worst record of gender equality at workplace. The ratio of women employee in UK is far less
than male employees. There is a lot more need of making improvement in this situation and
encourage the women employment at workplace (UK has one of worst records for gender
equality at work – report. 2017).
 Improving work culture- This is important to bring equality at workplace as it will help in
improving the work culture within organisation. As a result, it will be helpful in gaining
better productivity of enterprises.
 Increase in morale- By making an environment at workplace which is based on equal
terms will be helpful in maintaining morale of workers and increase in their satisfaction
level from employer (Karamessini and Rubery, 2013). It is evident that women
1

employees are equal efficient as male workers and can work in a better way with full
commitments. Therefore, they should not be discriminated on any basis.
 Leveraging potential- By giving better opportunities to all the workers, without doing any
type of discrimination, the firms can have a better growth and leverage the potential of
organisation to a great extent. It is necessary to believe on all worker's ability and give
proper guidance regardless of their gender criteria (Pena-Boquete, De Stefanis and
Fernandez-Grela, 2010).
Most Countries are of the opinion that there should be equal rights between Men and
women in organizations so that they both can respect the positions they are in and this will help
them to achieve objectives of the organizations in an appropriate manner. Various papers and
research have been done by different authors to examine what are the importance of uplifting
gender equality and came up with different prospects(Coppock, Haydon and Richter, 2014).
Main importance of gender equality is that it facilitates Economic Development in the country,
improve prospects of future generations, and by uplifting the Women's equal to Men, political
and social systems have been strengthened.
Talking about 20th century or the early 21st century in past there was a high rate of
discrimination noticed in organizations all over UK and this was a major issue concerning the
safety of women at the workplace. So in order to make things equal and reduce discrimination at
workplace certain measures and practices were developed in order to build protective
environment for Females at workplace(Liebenberg, 2015). So what organizations did is they
introduced the managerial positions for females which allows other employees to respect
womanhood.
Major important factors in uplifting gender inequality are: reducing the gender gaps in
fields of education, improving female access to education and economic opportunities,
addressing women's in political systems and understanding how gender inequality applies
towards organizations. Uplifting gender inequality will facilitate these things: If both Male and
female work together with comfort, they will go on achieving milestones for their
organizations((Elwér and et.al , 2013)). A company that fosters gender equality will make them
to retain the employees, which eventually will reduce the costs. Promoting gender equality will
facilitate in making the business performance to get high from previous trends(Gender and
Alliance, 2016). since every person including men and women both will collectively make and
2

effort without any biasness, this will make them more understandable to each other and this
belonginesss will help organizations in achieving their objectives in an appropriate manner.
Promoting gender equality also helps firms in uplifting the business sense among the employees
which not making any discriminatory practices.
TASK 2
Factors that prevent women progression within the business environment
There are various business which make problems to the business when they are enters in
market. It reduces their growth within the organisation (Sang, Al‐Dajani and Özbilgin, 2013).
There are major six reason due to women are not considers as men. Apart from this, female are
also not effectively valued at workplace. They are as follows:
Differences between men and women are not fully understood:
In order to perform functions and operations, men and women are not fully understand
about all elements. In this way, perception is differs from person to person so that it create issue
to take decisions. In addition to this, organisation understood that women are unable to do each
type of task. Further, it creates problem to manage business results and outcomes within the
business environment (Ferrant and Tuccio, 2015). Every business discriminate among female
and male so that it generate problems to manage outcomes and results at workplace. Moreover,
women are also less qualification so that the company understand that they are unable to learn
and doing things at workplace.
Life, family and work priorities clash fiercely:
As compare to men, female are generally discriminated on the background of workplace.
This is because, there are such family, life and work priorities affect to their decisions and
performance within the business environment. Women need to focus on their family and other
priorities so that it create problem to make decisions regarding priorities. In this way, they are
generally felt embarrass due to differences. As results, it will create problem to perform
functions and operations within the environment (Sang, Al‐Dajani and Özbilgin, 2013). In
addition to this, female are also confused to make recommendation on family and their personal
life. Thus, it is important to deliver effective information and outcomes at workplace. Women
are performing their functions in domestic and child care professional.
Extreme work demand can drum women out:
3

There are various enterprises who work 24/7 hours within a corporate environment.
Today it represents an impasse for every women who want to accomplish priorities life outside
the work (Puhl and King, 2013.). In addition to this, women are also faces struggle to achieve
goals and objectives. In addition to this, entrepreneurial association creative terms of acquiring
the resources which assist to build venture. In this aspect, creative ideas assist to deliver effective
information and outcomes. Although it makes problem, to consider women perception in
business operations. This is because, discrimination among women create major issues which
describes to attain effective results and performances. However, women view risk as loss, danger
to see risk is affecting to future. Apart from this, women tend to avoid risk actions and decisions
with compared it to men (Ferrant and Tuccio, 2015).
Personal accountability needs to be expanded
Within the business environment, men are not fully establish their outcomes in the best
way. Thus, great female leaders requires perform in better way because they are learnt easily and
effectively at workplace. Skills and accountability is a power which navigate to make successful
operations. Some business understand that management style of women are best describes
performances which influence to exerting themselves into the business. Networking and
performances are very essential elements to survive female run establishment. Thus, women
entrepreneur need to participate carefully at workplace. Due to lack of time for women, social
networks are not easily mentoring to create significant network and operations (Bagilhole and
White, 2013).
Personal factors
Personal factors such as demographic variables and business factors create impact on the
women performances. In this aspect, amount of finance, technology uses, operation location are
important element which create impact on the performances of women within the business
environment. There is a lot differences between managerial style of women and men with
variable of planning and strategic decisions, decision style ad formulation of objectives.
Structure of company and share power are different to female and male employee. Thus, it
adversely affects to study of employee (Lips, 2013). However, women are easily communicates
in better way which assist to setting ow business with changing attitude.
Managerial skills
4

It is another element which create impact on individual characteristic. Individual
characteristic influences of resources in a particular way such as education, occupation of parents
and age, etc. business performances of women are differs from person to person (Sang, Al‐
Dajani and Özbilgin, 2013). Thus, manager concentrate on the men to overcome business issue
in term of delivering prior experience within the industry. As per the environment perspective,
family influence and parental influence are creates impact on key roles which establish to make
credibility of entrepreneurs.
TASK 3
Ways to promote gender equality
The gender equality can be promoted through various ways and means which can help in
establishment of a better community and positive work culture within organisations. The major
way to resolve the problem of gender discrimination at workplace can be done through
application of Equality act, 2010 on a strict basis. As per this act, the management of firms must
be done without any place for discrimination. The top level managers are more responsible for
implementation of this act on a strict basis so that there will be less possibilities of making any
type of discriminations (Azmat and Petrongolo, 2014). Protecting females at organizations from
discrimination's have been the major concern for businesses over the years and these practices
have taken a boom in current scenario((Elwér and et.al , 2013). The main thing which comes to
organizations mind is how and in which way this issue can be sorted and achieved to facilitate
good business internal environment. Discrimination with women are more prevalent in UK
organisations which can also be reformed through this act. Here are some of the measures
through which gender equality can be achieved: Bringing changes in perception: The best way to maintain the practice of equality at
workplace is to bring changes in the perceptions of people at workplace. As per this
change, companies must adopt the practices that are based on transparency. In addition to
this, the managers must ensure that they make perceptions and attitudes of all workers to
be based on equality so that there can be no room for any discriminating and biased
behaviour. Open communication: The level of communication must be open between all employees
within workplace (Del Río, Gradín and Cantó, 2011). There should be no such practice
5

which highlights that men are given more opportunities to speak. All employees should
be given equal weighting and opportunities to make communication on all topics. Besides
this, the wage system should be based on payment as per the performance and
designations. Thus, all workers will get equal pay for same kind of work who are in
similar designations regardless of male and female worker. Recruitment- The HR department of organisations must make measures to reserve
certain quota for female employees within firm. At the time of making recruitment and
selection process, they must be aware that all candidates are given equal opportunities for
proving their ability and skills (Sohn, 2015). There should be no biased decision on the
basis of gender for recruitment purpose so that there will be a better opportunities for
firm as well to get best talent for their company. Thus, it will help in making a fair and
unbiased decision for recruitment process where candidates are selected on education,
experience and their skills basis. Providing training to management: Educating managers in developing the non-
discrimination practices. Making them aware of how women has achieved the place in
the organizations and how they can maintain the equality in organizations. Teaching them
how to identify the discrimination going on in the organizations and taking corrective
actions(Gago and Marcelo, 2013). Making corrections in a way that it should be
prevented from happening in the future. Showcasing successful women's: For an organizations to be successful in implementing
the equality at workplace a business should showcase the females who have marked their
excellence in the organizations and making other employees aware of them and make
them understand that if women given a chance can do wonders. Showing what they have
achieved throughout their life and the position they are in. Publicize your efforts: A business should deposit their non-discrimination practices on
their websites and blogs or social media channels, in order to make people aware of what
can be done in order to uplift the status of women in an organization(Elwér and et.al ,
2013). This will increase the brand image of the business in the minds of its customers as
well and this will make other businesses also to work in this sector in there own
organizations.
6

 Establishing policies: It is important to establish policies in order to enhance the quality
of life at workplace for women's because until and unless if there will be no regulatory
measures to deal with the issue there can't be appropriate follow up of practices defined.
So if anyone who tries to break the rules and regulations or policies then they should face
the consequences as per defined in the policies((Elwér and et.al , 2013)). Certain are the
policies that can be developed in order to promote gender equality: a policy that will lay
emphasis on men and women's equal compensation, policy that allows men and women
to balance their work lives with professionals, policy that forbids any kind of sexual
harassment and policies that ensures non-discriminatory policies in relation to companies.
CONCLUSION
From the above report, it can be concluded that it is very important to promote gender
equality at workplace. In this aspect, it will make effective results at workplace to determine
profitability and positive results. It encourages to various employee to take part within the
business. However, there are various factors which create impact on the women performance of
business.
7

REFERENCES
Journals and Books
Azmat, G. and Petrongolo, B., 2014. Gender and the labor market: What have we learned from
field and lab experiments?. Labour Economics. 30, pp. 32-40.
Bagilhole, B. and White, K. eds., 2013. Generation and gender in academia. Springer.
Coppock, V., Haydon, D. and Richter, I., 2014. The illusions of post-feminism: New women, old
myths. Routledge.
Del Río, C., Gradín, C. and Cantó, O., 2011. The measurement of gender wage discrimination:
the distributional approach revisited. The Journal of Economic Inequality,. 9(1). pp. 57-86.
Elwér, S. and et.al , 2013. Patterns of gender equality at workplaces and psychological distress.
PloS one. 8(1). p.e53246.
Ferrant, G. and Tuccio, M., 2015. South–South migration and discrimination against women in
social institutions: A two-way relationship. World Development. 72. pp.240-254.
Gago, E. G. and Marcelo, S. K., 2013. Women, gender equality and the economic crisis in Spain.
Women and Austerity: The economic crisis and the future for gender equality. 11. p.228.
Gender, G. and Alliance, C., 2016. UN Women. New York.
Karamessini, M. and Rubery, J., 2013. Women and austerity: The economic crisis and the future
for gender equality (Vol. 11). Routledge.
Krieger, N., 2012. Methods for the scientific study of discrimination and health: an ecosocial
approach. American journal of public health. 102(5). pp. 936-944.
Liebenberg, S., 2015. Toward an equality-promoting interpretation of socio-economic rights in
South Africa: insights from the egalitarian liberal tradition. South African Law Journal.
132(2). pp.411-437.
Lips, H. M., 2013. Acknowledging discrimination as a key to the gender pay gap. Sex roles. 68(3-
4). pp.223-230.
Pena-Boquete, Y., De Stefanis, S. and Fernandez-Grela, M., 2010. The distribution of gender
wage discrimination in Italy and Spain: a comparison using the ECHP. International
Journal of Manpower. 31(2). pp. 109-137.
Puhl, R. M. and King, K. M., 2013. Weight discrimination and bullying. Best practice & research
Clinical endocrinology & metabolism. 27(2). pp.117-127.
Sang, K., Al‐Dajani, H. and Özbilgin, M., 2013. Frayed careers of migrant female professors in
British academia: An intersectional perspective. Gender, Work & Organization. 20(2).
pp.158-171.
Sohn, K., 2015. Gender discrimination in earnings in Indonesia: a fuller picture. Bulletin of
Indonesian Economic Studies. 51(1). pp. 95-121.

Online
UK has one of worst records for gender equality at work – report. 2017. [Online]. Available
through <https://www.theguardian.com/society/2016/may/18/uk-has-one-of-worst-records-
for-gender-equality-at-work-report>. [Accessed on 24th March 2017].
9