Managing Gender Inequality in the Workplace

This assignment details a real-life experience of an administrative manager dealing with gender inequality in a multinational company. The manager outlines steps taken to investigate, mitigate the situation, provide training, and implement long-term solutions to eradicate workplace discrimination and promote diversity.

Running head: MANAGEMENT IN THE ORGANIZATION
MANAGEMENT IN THE ORGANIZATION
Name of the Student:
Name of the University
Author Note:

1MANAGEMENT IN THE ORGANIZATION
This event is associated with the management problem that I once faced when I was
the administrative manager of a multinational company. The company faced the issue of
gender inequality. Some of our employees blamed the management for having biased
perception and open display of discrimination. That group of employees asked for
investigation claiming that the female staffs were constantly getting disturbed by their
colleagues. They were experiencing disrespectful words and gestures which were affecting
their physical and mental health. This was the reason the company was facing increasing
employee turnover every week and most of the women employees remained absent from
work. This problem affected the company in various aspect, fort of all we were losing our
hard earned reputation and trust of our employees and clients. Moreover, the company has
gradually experiencing negative growth.
In this situation, I as an administrative manager needed to plan some strategies so that
we can fight this kind of issues and eradicate them from our work culture. First I planned to
investigate the whole matter myself so that I could know the actual reason of employee
turnover. Next, I planned to mitigate the situation for time being by consulting with the
victim employees. I felt urgency of meeting with the board of directors so that we could
arrange moral training for the employees. I planned to involve the human rights department
of the country in this matter as they were the most experienced to deal with these matters.
Our investigation revealed that some incidents actually took place that focused on the
sexual harassment of the female employees by their immediate higher authority. I found all
the important information about the denunciation of workplace discrimination in my
company and realised the actual reason for increasing employee turnover. I knew by
terminating the accused would not solve the problem. I arranged the compensation scheme
for the disgruntled employees ask involved them in the meetings so that they could create
awareness among the other sufferers. I organised the meetings and seminars where the

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experts came and discussed the ways for reducing personal bias by organizational decision
makers. These meetings also revealed the difference between discrimination and sexual
harassment.
As the leader of the company I personally felt the importance of recruiting the female
staff in the higher designations so that I could mitigate the egoism in the workplace. I built
the diversity inside out to reduce the gender biasness. I created networking strategies which
could include all employees to knock down the gender barriers. I personally took measure for
monitoring the situations and asked for the human resource officers’ help. I asked them to
accept the complains of any kind of discrimination and harassment from the employees.
Improving my company’s gender diversity which I viewed would provide different
information as well as viewpoints also ideas. Therefore, I took the responsivities to monitor
and control the recruitment process so that my company attract as well as retain our talented
female employees. In case face the same situation again I would terminate the accused
employees so that the clients and employees have trust of our actions.