Issues Faced by Women in the Workplace

Mgmt 302

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Contents
Introduction...........................................................................................................................................1
Issues faced by women..........................................................................................................................1
Legislations towards this issue..............................................................................................................2
Things that are done by HRM to counter these issues..........................................................................2
Trends moving forward.........................................................................................................................2
Conclusion.............................................................................................................................................3
REFERENCES......................................................................................................................................4

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Introduction
Today women have taken the top most positions in many of the organisations in different
parts of the world. Even after this, there are many problems existing for the women workers
in different parts of the world. Glass ceiling has been the most common problem that women
workers are facing in different organisation. In this there numbers keep on increasing within
the organisation but they are not able to reach to higher organisational levels (Ridgeway,
2011).
Issues faced by women
Gender pay gaps and discrimination at the floor is one of the biggest challenge faced by
women in different organisations. Women are paid only 80% of what the men are paid in any
organisation. In many of the organisations maternity leaves are smaller and do not give
proper compensation for same period. It is seen that women would not be available all the
time and hence entrenched attitude of negativity persists about them at the time of
recruitment (Huffman, Cohen & Pearlman, 2010). This becomes extremely difficult in the
case of countries like Japan where the working hours are long. It is difficult to manage the
household activities and work at offices at the same time. It is also seen that women are
stereotyped for specific kind of jobs. Most of the recruitments of the women are done for the
frontline or desk jobs. There are large numbers of women working as the HR managers in
many companies. Apart from this women are also highly recruited for support roles.
The promotions of the women had been slow and there is significant lesser amount of women
that are working in the team of decision making executives (Cech & Blair-Loy, 2010). When
the woman in any company tries to climb up the ladder in the corporate levels, they are being
pulled back by their colleagues. All these problems exist in the organisation even after the
efforts of HRM because there is no proper implementation of policies made by government
and company itself. The rule book states about giving equal opportunities for both the
genders at the time of recruitment but it does not suggest anything about the diversity at each
level of the organisational structure. The highest of barrier is faced by the women of
particular colour. The mainstream women still gets a chance to reach to higher levels of
organisational structure but the women that are from some other ethnic group does not get
chance to reach to executive levels. It is very much essential for the organisations to change
the rhetoric existing in the organisation about the women (Michailidis, Morphitou &
Theophylatou, 2012). The situations are further poor in developing and under-developed