Assignment on Gender Issues in Organization

Running Head:GENDER ISSUES IN ORGANISATION
GENDER ISSUES IN ORGANISATION
Name of the Student:
Name of University:
Author Note:

1GENDER ISSUES IN ORGANISATION
Gender equality is a very sensitive matter that the business companies are followed in
current business practices (Sakdiyakorn & Wattanacharoensil, 2018). It is the responsibility of
the organisation and individual employees to understand the viability and efficacy of gender
equality in workplace culture (Ravazzani, 2016). Therefore, this essay is going to analyse the
given case study and understand different aspects of race, gender and sexual identities.
There are certain distribution of powers within the organisation in order to address issues
related to employees and organisational culture. The supervisor is the responsible personto
resolve any kind of cultural issues in the organisation. Henceforth, it is important for the
employees to rely or depend on their supervisor for facing any problems regarding the
organisational culture. According to Bui and Eguaikhide (2019) it is important for an
organisation to have a grievance register cell that can help the employees to register their
grievances. Henceforth, it is essential for the business organisations to have a proper grievance
addressing cell. Moreover, the organisation is also emphasised on the racial, gender and sexual
identities where it can be found that the supervisor Allen was responsible to mitigate the solution
properly.
From the point of view of Henry and Robert, it was true that they were busy in an
informal conversation outside the office. They did not make any derogatory comment within the
office floor. It was just a regular conversation between two colleagues and both shared their
opinion on that matter. In fact, they did not mean any of the co-workers at office. Therefore, it
would be improper for anyone to intervene in their personal affairs like the regular conversation
and accused them with gender biased. On the contrary Shirley was a female employee and
colleagues of both Robert and Henry. Their crude sexual reference quite evidently alarmed
Shirley about the sexist nature. As a matter of fact the office had a few number of female

2GENDER ISSUES IN ORGANISATION
employees so that it seemed to be a threat for female colleagues like Shirley to work with people
who were gender biased and sexist in nature. She felt uncomfortable and unsafe and realised to
complain to the supervisor about such nature. From her point of view, she had every right to
behave as a concerned employee.
In this scenario, it is import as a supervisor to propose and implement an on-job diversity
management training to the employees so that they can understand the magnitude of the issue. As
per the research of Khan et al. (2019) it can be argued in a diverse workforce it is essential for
the employees to focus on their personal behaviour and professional attitude. Respect and
cooperation are the mainstay of diverse workforce. Henceforth, training in diversity management
will not only help to understand diversity in gender but also develop a mutual respect of
individual culture as well.
Based on the above discussion, it can be concluded that the proposed strategy is
intricately related to the case scenario and the supervisors must imbibe the skills to resolve such
kind of issues with sensitive manner.

3GENDER ISSUES IN ORGANISATION
Reference
Bui, Q. L., & Eguaikhide, O. (2019). Institutional resistance to managing workplace
diversity. Intercultural Communication in Business Environment, 26.
Khan, N., Korac‐Kakabadse, N., Skouloudis, A., & Dimopoulos, A. (2019). Diversity in the
workplace: An overview of disability employment disclosures among UK
firms. Corporate Social Responsibility and Environmental Management, 26(1), 170-185.
Ravazzani, S. (2016). Understanding approaches to managing diversity in the
workplace. Equality, Diversity and Inclusion: An International Journal.
Sakdiyakorn, M., & Wattanacharoensil, W. (2018). Generational diversity in the workplace: A
systematic review in the hospitality context. Cornell Hospitality Quarterly, 59(2), 135-
159.