What is the point of male female relationships?

Running Head: MALE AND FEMALE RELATIONSHIP
MALE AND FEMALE RELATIONSHIP
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Introduction
Gender inequality is a common issue observed in the corporate sector as well as in the
community. The core agenda of this study is to demonstrate the concept of ‘gendered
workplace’. It is a common phenomenon that affects the organizational structure, process, and
practice. Gender inequality impacts upon the women population of the society. The human
resource practice mostly responsible for enacting the concept of gender inequalities within the
organization. Hence, the HR practice affects the procedure of hiring, training, promotion, and
payment considering the women population. The study is going to describe the reciprocal nature
of gender inequalities within the workplace (RAMAMURTHY, 2017). The issue of gender
inequalities will be demonstrated from the perspective of leadership, strategy, organizational
climate, and the policies of human resource department.
Residing in the twenty first century, the women still are often victimized inequalities
within the organization. As commented by Georggeac & Rattan (2019) modern study needs to
perform some reformative activities to address the gender gap prevailing in this era. According
to McKinsey, the corporate world has not made any remarkable contribution to reduce gender
inequalities within workplace. The research shows that women are always being
underrepresented by the society at every level. There is a drastic difference between the attitude
towards men and women within the corporate industry. On the other hand, researcher Essig &
Soparnot (2019) also mentioned that, women are often face difference in the domain of entry-
level job. The business study reflects that approximately 70 women are promoted within
workplace comparing every 100 men employees.
The concept of equal pay day was originated by the National Committee during the year
1966. The movement was originated with the idea of providing equal payment for each

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employees irrespective of gender, class, and creed. Apart from the legal policies, the
organizations must pay attention on some cultural and organizational change to bring equality
and maintain a positive workplace atmosphere. As per the thinking of Kim, Fitzsmons & Kay
(2018) hiring more experienced female personnel and providing justified promotion to them.
According to the statistics of McKinsey, 62 percent of the managerial position are occupied by
male employees. On the other hand, the women employees are holding only 38 percent.
Organizations must include the gender diversity among the workplace as an integral part of the
workplace culture.
Cultural change helps to address the gender inequality prevalent within the workplace.
Workplace culture is a trendy word becoming popular within the recent business study. Kaldev
& Deutsch (2018) mentioned that workplace culture refers to the atmosphere of any particular
organization or the characteristic features of an organization. It is a combination of organization
relationship, tradition, beliefs, communication, values, and the attitude of the employees. An
ideal workplace culture defines gender equality in its true form. It keeps a space for cultivating
employee relationships. Bridging the gap in the domain of gender helps the organization to
maintain a healthy workplace culture throughout the year.
Discussion
As commented by Dashper (2019), there are different feminists who argue the
fact that they are still facing high inequality gaps between the different males in the today’s
scenario around the world in the workplace. The different women have analyzed that they are not
treated like the person with high dignity which deserved respect from different institutions and
laws. As opined by Iida (2018), the people are viewed as well as treated women more as

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instruments, producers, agents or the caregivers of the prosperity based on their family.
However, women in the current scenario has been capable of achieving a lot since the year 1950
wherein now, the women have been accepted in the society to certain extent in comparison to the
men.
Creation of the changes in the social along with economic sector created job
opportunities as well as a better life which will be able to make the employees able to share their
viewpoints on different matters. The gender differences mainly occur in different aspects of the
person’s life whether it is the culture, occupation, family or the occupation. Unfortunately, the
gender-based inequality is still a huge problem in the workplace wherein women are treated in an
unfairly manner in the manners in which they are being paid. As opined by Davidson (2016),
women are usually provided with the same role jobs like men, however, there is inequality in the
payment which is provided to them and it impacts their growth prospects negatively. Due to the
same, the morale of the employees is affected negatively and it impacts their performance.
As commented by Iida (2018), discrimination is the form of harassment and it
increased conflict in the work environment. The team related focus shifts from job duties to the
drama of the office. It is fracturing the entire team, wherein with one group siding with person
discriminated against and one side, there is the side of the alleged discriminator. As opined by
Davidson (2016), conflict is impacting the effectiveness in the workplace that impacts the growth
and performance of the employees to a large extent as well. From various surveys, it has been
found that when the conflict increases in the workplace, the employees feel the same and it
permeates company down to the different significant activities which are performed by the
employees. Therefore, due to such kind of inefficiencies, it impacts the effectiveness of the
company and the entire morale of the company gets down.