Biology as destined support to defined social roles on the basis of gender

This document discusses the relationship between biology and social roles based on gender and sexuality. It argues that social perceptions, rather than biological factors, play a significant role in defining these roles. The document also explores concepts for analyzing gender, diversity, and sexuality, as well as the role of intersectionality in workplace relations.

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TABLE OF CONTENT
SECTION ONE ..............................................................................................................................1
Biology as destined support to defined social roles on the basis of gender ................................1
SECTION TWO ..............................................................................................................................2
Valuable concepts for analysing gender, diversity and sexuality ...............................................2
SECTION THREE ..........................................................................................................................3
Intersectionality and its role in workplace relations ...................................................................3
REFERENCES ...............................................................................................................................4

SECTION ONE
Biology as destined support to defined social roles on the basis of gender
If someone claims that equality between different kind of people cannot be established
because each human being is biologically destined to fulfil distinct social roles then I will try to
reflect a different perspective on this statement. By using relevant facts and supportive evidences
I will try to explain that that it is not the biological attributes which defines the social roles but it
is perspective of society which have linked social role with gender or sexuality. Similar to other
social identities gender is also socially constructed and various sociologists have emphasised
gender into cultural and historical focus.
According to Kennedy and et.al., (2017) from childhood children are taught by their
parents and society that they have to behave in a particular manner as expected by society or
their family. Irrespective of their personal choice, physical strength or biological factors they are
forced to follow a particular behaviour. Thus it is not the biological aspects which defines the
social role. Though it may have a limited contribution but it cannot be concluded that biological
factor will always remain an essential criteria to prohibit equality among different people. In
many societies and culture masculinity is always given more priority above feminism. It is
mainly due to the fact that such societies has assumed that a male gender has authority and rights
to dominate the other sexual groups.
In many social groups it is assumed that the softness and lower physical strength of
women makes them perfectly fit for doing household work. Their soft nature, fear and kindness
makes them highly unsuitable for working in harsh conditions. However with improvement in
legislative policies and equality to women, they are also provided equal rights to have equal
status and position in the society. As a result of this most of the women are not working in
different occupations. Thus discriminatory norms are created by the ancient social groups and
historical event but gradually they are challenging these stereotypes.
Since prejudices and judgements about a particular culture, gender group and predicted
traits about a particular social role are responsible for the categorisation of gender roles. For
instance the emotional factor and soft nature of women are assumed to be key factor in their
limited role in earning or works other than household chaos (Telfer, Tollit and Feldman, 2015.).
However there are no evidences that being soft or emotional can affect the efficiency of women,
though it may affect the quality of work but the same factor is also applied to men as well. Thus
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it is the social perceptions which make it hard to eliminated gender or sexual discrimination and
biological factors plays a very limited role in it.
SECTION TWO
Valuable concepts for analysing gender, diversity and sexuality
The analysis of diversity and gender assess a particular environment and the impact of
gender equality issues involved in it. While performing such kind of analysis it is vital that
suitable and effective responses are developed so that target gaps between different people and
diversified groups can be addressed. Diversity and gender analysis acknowledges the various
issues and how differently they affect various genders (Azmat and Rentschler, 2017). This type
of analysis also involves the identification of different social and cultural needs and their
differences are highlighted by range of factors. Along with the social and cultural values the
legislative policies and programs are also important in addressing the inequality gaps among
individuals.
Thus critical evaluation of such concepts is also considered as key element in performing
analysis. Certain laws such as sex discrimination law, work place equality laws and anti-
discrimination acts not only affect the actions and beliefs of an individual but they also forces
organisation to make gender and sexual diversity as integral part. Another important concepts
which formulates the foundation for gender analysis is that preference and advantage to a
particular group cannot be considered as beneficial for society and economy.
For instance though from long term women are known to be victim of such
discrimination. However the legislative advantages have also allowed women to use them in
unethical manner and to access illegal advantages by means of them. Thus it cannot be justified
that on the basis of prejudices struggles and possibilities of discrimination towards men are
neglected. Hence it is very necessary that gender analysis tools must evaluate the perspective of
all genders and policies (Rao and Tilt, 2016). It will assure that all groups and individuals can
receive benefits from the policies or equality. For addressing the diversity and gender equality
issues appropriate planning and communication must be used so that sexuality is not analysed
from the perspective of one community instead it involves development of all social groups
irrespective of their gender or social role.
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SECTION THREE
Intersectionality and its role in workplace relations
The interconnected nature of behaviour of social categorisation which creates an
interdependent or overlapping discriminatory system is known as intersectionality. For instance
the social categorisations like gender, class or race can interact and enhances the discrimination
towards a particular group (Telfer and et.al., 2018). For instance women at work place have to
suffer various discriminatory issues in terms of wages and growth opportunities. In addition to
this the individuals from black communities are also vulnerable to experience the cultural
discrimination and less opportunities at work place. This discrimination and disadvantage
becomes more severe and extended for black women. Since apart form their colour they are also
expected to receive disadvantages on the basis of their gender. This intersection of discrimination
or disadvantages is known as intersectionality.
It asserts that disadvantages to some individuals are contributed by multiple sources of
oppression. The concepts of intersectionality plays an important role in defining and analysing
goals and policies at work place. With globalisation it has become a mandatory aspect for the
organisations to manage work place diversity and cultures. However these policies and goals
cannot be accomplished effectively without understanding the term intersectionality. Most of the
organisations have very narrow strategy to address the diversity issue. However the issues such
as equal wages, cultural discrimination and the extent of oppressions experienced by individuals
often affect the way in which work is progressed in organisations.
The lack of appropriate approaches and policies to manage intersectionality at work place
can affect the professional relations. Due to such disadvantages individuals may find it
challenging to effectively work within teams. It may also rise cultural issues and conflicts among
team members (Aslam and et.al., 2018). The lack of team coordination and team conflicts among
team members is considered as harmful for organisational success. Thus development of policies
by taking in account of intersectionality is preferred by organisation so that work culture can be
improved and instead of creating a discriminatory work environment emphasis is made on
enhancing productivity.
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REFERENCES
Books and Journals
Aslam, S. and et.al., 2018. Gender Diversity and Managerial Ownership Response to Corporate
Social Responsibility Initiatives: Empirical Evidence from Australia. Journal of
Managerial Sciences, 12(2).
Azmat, F. and Rentschler, R., 2017. Gender and ethnic diversity on boards and corporate
responsibility: The case of the arts sector. Journal of business ethics, 141(2), pp.317-336.
Kennedy, T. and et.al., 2017. Reducing gender wage inequality increases economic prosperity
for all: Insights from Australia. Economic Analysis and Policy, 55, pp.14-24.
Rao, K. and Tilt, C., 2016. Board composition and corporate social responsibility: The role of
diversity, gender, strategy and decision making. Journal of Business Ethics, 138(2),
pp.327-347.
Telfer, M., Tollit, M. and Feldman, D., 2015. Transformation of health-care and legal systems
for the transgender population: The need for change in Australia. J Paediatr Child
Health, 51(11), pp.1051-53.
Telfer, M.M. and et.al., 2018. Australian standards of care and treatment guidelines for
transgender and gender diverse children and adolescents. Medical Journal of
Australia, 209(3), pp.132-136.
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