Gender Inequality in the Workplace

This assignment delves into the multifaceted issue of gender inequality within professional environments. It requires students to critically examine the roots of this disparity, its consequences for individuals and organizations, and effective strategies for mitigation. The analysis draws upon a provided set of academic articles and reports that shed light on different facets of workplace gender equality.

RUNNING HEAD: Human Resource Management
HUMAN resource management
Is HR doing enough to address gender inequality?

Is HR doing enough to address gender inequality? 1
Contents
Introduction.................................................................................................................................................2
Several Steps followed to reduce gap.........................................................................................................3
Training....................................................................................................................................................3
Avoiding Masculine language..................................................................................................................3
Ensuring Salaries at par...........................................................................................................................3
Why is HR important?..................................................................................................................................3
Difficulties faced..........................................................................................................................................5
Sexual Harassment..................................................................................................................................5
Pregnancy Discrimination........................................................................................................................5
Major HR practises......................................................................................................................................5
Training and development.......................................................................................................................6
Results and accountability.......................................................................................................................6
Conclusion...................................................................................................................................................6
References...................................................................................................................................................7

Is HR doing enough to address gender inequality? 2
Is HR doing enough to address gender inequality?
Introduction
Gender inequality is the situation where men and women are not treated equally i.e. they are
provided unequal treatment. The perception of the people depends on the gender i.e. if there is
male, the perception would be different and if there is female, the perception would be different.
Thus, gender roles plays a major role in any field either it is education or politics or health and
many more. The definition of gender equality is interpreted and has changed its meaning too. It
can be said that opportunities provided to the person are biased i.e. there is no equal
opportunities provided to male and females. There has been a huge gap between the
opportunities owned by the males and females (YKA, 2016). Gender inequality can also be
denoted as the gap between the male and female that takes place because of the differences in the
status, power and prestige that men and women have in particular group. Today though the gap is
decreasing day by day, there are still some major issues which should be prioritized as soon as
possible. . So, male and female are at the end boosting themselves to decrease the gap between
them. The gender gap issue is not simple and also cannot be easily removed. Thus it will need
some patience as well as time to eradicate it from root (Ackerman, 2016).
According to the research done in 2016-17, a data based on the workplace environment was
released by Workplace Gender Equality Agency i.e.WGEA. It was found that in order to
improve the economic condition of the country, many people are taking part in actions that will
address the pay gaps and difference in the genders. This is known as gender imbalances. It also
shows that nearly four million employees and 11000 employers are showing a great
improvement in terms of employer awareness. Today in many countries like Australia, men are
still earning more if compared to women across all the industry and occupations. One cannot say
it’s all about the choices that favours them and choices are like for the post whether one is a
manager or a scientist or a baker but it is all about the gender pay gap. The study also shows that
15.3% of the employees are still not working enough to reduce the gap. It will definitely take
time to reduce it to 0%.

Is HR doing enough to address gender inequality? 3
There are several steps if followed can reduce the gender gap (Hilton, 2017).
Several Steps followed to reduce gap
Training
Training is the first step to it. It is very important to generate awareness of when and how
unconscious biases are boosting up and creating a creepy environment. All the employees in an
organization should be well trained so that they will be able to pick a subtle job for them which
can enhance the potential in an applicant and also motivate them to do perform their job with
dedication and efficiency.
Avoiding Masculine language
The second step is to avoid using masculine language. Masculine language includes using the
forms of adjectives like competitive and dynamic which makes a women feel like they cannot fit
into such culture because they will often think the particular culture to be men oriented. They
will always demotivate themselves and think that the culture is biased and made only for men.
For instance, men will be provided more opportunities and women will feel like they cannot
perform any work better than men.
Ensuring Salaries at par
The third thing to be done is ensuring the salaries of both male and female on par if they are
playing a similar role and have the same level of experience as well i.e. if a male and female are
holding the same position, there should not be any biasness in terms of salary. For this, flexibility
in the workplace is the most important factor. More there is flexibility in the workplace, more
will be the output and less will be the issues regarding the gender gaps. Thus, through the several
efforts, the gap has been reduced to 2% and soon will be on soon on zero (Trachsel, 2014).
Why is HR important?
Human resource is the way of producing the maximum output with minimum resources. It works
as multiplier to the organization only if is used strategically. HR plays a major role in obtaining
the greatest resource because if a company will not have good employees, it was never succeed
and no ideas and plans can be implemented successfully. HR are the one who works on the
several areas and aims at providing advices as an experts. They focus on the all the functions and

Is HR doing enough to address gender inequality? 4
aims at financial growth of the company (Camps, 2012). Moreover, HR works as an advocate for
the employees. They train their employees well and make them focused towards their job and
provide benefits and solve all the issues existing in the company. The role of HR affects the
overall performance of the organization. When it comes to issues like gender equality and other
many issues, these are all taken into consideration by HR (Adamson. 2009). HR helps to avoid
all the issues on the highest priority and makes their employee more focused and dedicated
towards their job responsibilities. HR also enables to provide the work environment which
should be flexible for all regardless of males or females. A good HR helps to create a positive
environment and solve all the problems of the employees professionally. Today, the issues of
gender inequality is striking and less concerned about because it seems not be a big issue but in
fact, it should be the most serious issue to be concerned about and paid attention on (Doward,
2017).
According to the interview conducted based on the human rights and the challenges faced by the
women, it was found that there are still several management positions which are filled by males
instead of females. There are not enough women on the management positions. It was said that it
is quite easy to dismiss the structure of the women right of other places but when it comes to
own place, it becomes difficult. Tara Moss is the advocate of the human right. She said that the
voices of women are still unheard in public despite of any field like politics or education or a
small organization as well. She also said that women should be given equal right and unique
position to get a positive difference in any field. They should be given opportunity to speak up
and work intelligently and passionately as well. Every women today should compete with the
men and should ensure that they can perform better and think better (Moss, 2017).
Gender inequality in an organization is a very complex and tough phenomenon that can easily be
seen on the organizational structure, process, procedures and practises. Some major gender
inequalities are connected to HR practises for females which takes place because of the practises
performed by HR. HR practises affect hiring, training, pay and promotion of females (Hook,
2010). For this, a model has been proposed that will eliminate gender discrimination. This model
will focus on the nature of these inequalities in an organization. The decision making factors
include leadership, strategy, culture and HR policies. Similarly, the decision makers can bias

Is HR doing enough to address gender inequality? 5
while following the HR practises. This model helps to portray gender inequality as a self-
reinforcing system which will provide a socializing context (Hing, 2015).
Difficulties faced
According to the recent study, it was found that the difficulties that the women face in the
workplace are sexual harassment and pregnancy discrimination. These are the major two factor
that leads to create challenges in the workplace. Sexual harassment and pregnancy discrimination
plays a very vital role in in the workplace because it creates number of challenges and obstacles
for a women to perform better in an organization. These factors makes a women weak and
demotivate them to work efficiently and stay dedicated towards their job.
Sexual Harassment
It was seen that two in three women have experienced harassment at work which is very big
issue at the workplace. It will create a negativity in the working environment and women will
step back to work. This type of culture will enable women to fight for their rights because of the
unwanted feeling generated (Ridgeway, 2011).
Pregnancy Discrimination
Likewise, managing pregnancy and working is quite difficult. Though, women do it
successfully. But the study found that the cost generated for the company when a women is on
maternity leave is useless. Women who are pregnant and still work should be given special
amenities but when it comes to workplace, they are discriminated and not supported as well.
Pregnancy discrimination has created a disadvantages at the workplace (Suff, 2016).
Several technological advancement are taken place in the society but gender inequality in the
workplace still exists. Women are less paid and they are less promoted with lesser opportunities
too. HR helps to fill this gap by monitoring, addressing and at the end solving the problem. In
order to address gender inequality, HR should focus on these segments:
It should motivate employees to give importance to gender diversity i.e. company should be
transparent to its people. Everyone should be given equal right to cultivate themselves in the
company.

Is HR doing enough to address gender inequality? 6
Major HR practises
Ensuring that all the HR practises are done fairly i.e. hiring and recruiting, promoting and
training. If there will be transparency in each HR policies, it will create a great way to avoid
biasness. For it, auditing behind the screen for the candidates was done where everything was
crystal clear to the other candidates.
Training and development
Train employees to reduce biased behaviour. Every managers in the company should be trained
enough of how to avoid such bias if seen and what will be major action plan to be implemented
to discourage such things. A short training program should be organized where they should be
trained that gender inequality and biasness is not at all a part of company policies and it will not
be tolerated at any cost if existed.
Results and accountability
Focus on result and accountability. A company should start building a metrics system that will
examine the issues and one can see the progress over time to time. The improvements and
progress can be tracked and worked on (Silas, 2017).
Conclusion
Thus, it can be concluded that Women and girls have done enough to fight for their rights and
they have suffered a lot. Now it’s time to root out all the issues related to gender gap regardless
of any field i.e. management, education or health. Though no country have yet got full gender
equality but all those are working for it. Today, almost every country wants to reduce the gap
between the genders and solve all the issues related to this. For this, they are implementing all
the HR practises fairly and they are also allowing women not to suffer from the effects of culture
change, conflict and discrimination. All the resources needed should be available at the right
time to the right people (Caspani, 2015). Likewise, all the organization today should try to
eliminate the issue of gender inequality rather than focusing on other issues because in every
organization, men and women both are equal in generating the success factor and creating a
positive environment. Providing equal pay off, providing equal opportunities will help an
organization to create transparency (Sharma, 2011).

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References
Ackerman pierce. (2016). Gender Equality in HR. viewed on 24th January, 2018. Available on:
https://www.ackermanpierce.com/cm/news/2016/nov/gender
Adamson. H. (2009). Why is HR important? Viewed on 24th January, 2018. Available on:
https://www.payscale.com/compensation-today/2009/04/why-is-hr-important
Camps, J. and Luna‐Arocas, R. (2012). A matter of learning: How human resources affect
organizational performance. British Journal of Management, 23(1), pp.1-21.
Caspani. M. (2015). Are we doing enough to achieve gender equality? Viewed on 24th January,
2018. Available on: https://www.weforum.org/agenda/2015/03/are-we-doing-enough-to-
achieve-gender-equality/
Doward. J. (2017). Women have achieved equality at long last … according to men. Viewed on
24th January, 2018. Available on:
https://www.theguardian.com/society/2017/jan/29/women-inequality-survey
Hilton. J. (2017). Is HR doing enough to address gender inequality? Viewed on 24th January,
2018. Available on: https://www.hcamag.com/hr-business-review/leadership-
development/is-hr-doing-enough-to-address-gender-inequality-244874.aspx
Hing. L and Stamarski. C. (2015). Gender inequalities in the workplace: the effects of
organizational structures, processes, practices, and decision makers’ sexism. Viewed on
24th January, 2018. Available on:
https://www.frontiersin.org/articles/10.3389/fpsyg.2015.01400/full
Hook, J.L. (2010). Gender inequality in the welfare state: Sex segregation in housework, 1965–
2003. American journal of sociology, 115(5), pp.1480-1523.

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Moss. T. (2017). Tara Moss: On the impact of HR and gender equality. Viewed on 24th January.
2018. Available on: http://www.hrmonline.com.au/section/hrm-tv/tara-moss-women-
need-speak/
Ridgeway, C.L. (2011). Framed by gender: How gender inequality persists in the modern world.
Oxford University Press.
Sharma, S., Sharma, J. and Devi, A. (2011). Corporate social responsibility: The key role of
human resources management. Human Resource Management: Issues, Challenges and
Opportunities, 9.
Silas. E. (2017). HR Roadmap: The Path toward Gender Equality in the Workplace. Viewed on
24th January, 2018. Available on: https://www.jibe.com/blog/building-a-road-to-gender-
equality-in-the-workplace-for-2017/
Suff. R. (2016). Where do we really stand on gender equality in the workplace? Viewed on 24th
January, 2018. Available on:
https://www.cipd.co.uk/news-views/cipd-voice/issue-7/workplace-gender-equality
Trachsel. H. (2014). Ways to fix gender inequality at work. Viewed on 24th January, 2018. Available
on: https://www.weforum.org/agenda/2014/10/six-ways-fix-gender-inequality-workplace/
YKA. (2016). Next Time You Use the Word ‘Gender Inequality,’ Keep These Things in Mind.
Viewed on 24th January, 2018. Available on:
https://www.youthkiawaaz.com/2016/06/what-is-gender-inequality/

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