Contemporary Employment Issues: Gender Inequality at Apple Inc.
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This assessment analyzes the contemporary workplace issue of gender inequality at Apple Inc. It presents an organizational policy for addressing this issue and promoting gender equality.
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Running Head: Report Contents Introduction................................................................................................................................2 Background of the contemporary workplace issue....................................................................2 Analysis of problem...................................................................................................................4 Purpose of policy........................................................................................................................5 Scope of the policy.....................................................................................................................6 Policy statement.........................................................................................................................8 Activities....................................................................................................................................9 Accountability..........................................................................................................................11 Conclusion................................................................................................................................11 References................................................................................................................................12 1
Running Head: Report Introduction This assessment is compiled to analyze the contemporary workplace issue of diversity and inclusion at Apple Inc by highlighting gender inequality at their workplace. It also presents an organizational policy for the company compliant with the relevant employment relation legislation that can be implemented in the workplace to address this issue of gender inequality by providing activities that need to be carried out to minimize this basis for discrimination. The detailed policy document begins with providing the background of the issue and its analysis in the contemporary world. It provides the purpose of designing the policy and its scope along with the policy statement and the activities to be carried out for the fulfilment of the objectives of this policy. The document ends with providing the details about the accountability for the application of this policy at Apple Inc. Background of the contemporary workplace issue Apple Inc. is an American multinational technology company that is involved with the development, designing and selling of consumer electronics, online services and computer software.ItisheadquarteredinCupertino,California(O’Brien,2017).AppleInc.is struggling with gender inequality and women are highly underrepresented in the company. According to the diversity report published by the organization in the year 2017, only 32% of thetotalworkforceofthecompanywerewomen(AppleInc.,2019).Theongoing investigation of employment practices of the technology giant finds a systematic disparity between the compensation awarded to men and women at the workplace. It is found that most of the organizations throughout the world under hire and underpay the women while putting on a show of promotion of gender equality. However, this is the sad reality that women are 2
Running Head: Report not paid equally and fairly as compared to men while doing the same amount of work (Bourke & Dillon, 2018). The above graphs represent the percentage of women at Apple Inc who are under 30 years old and also the percentage of new hires. While the former has improved by 2% for the year 2018, the latter percentage has only improved by 1%.For the year 2018, the organization believes that the overall representation of women in the workplace has improved by 1% but there is still a huge difference between the percentage of men and women comprising of the workforce at Apple Inc. 3
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Running Head: Report Analysis of the problem There is a need for discussion and awareness about the options of gender balance in the workplaces throughout the world and especially so in the leadership. The women are deprived of their treatment and equal pay at work as highlighted by numerous studies conducted worldwide. There is an ongoing Battle against gender inequality at the places of work as it has become important to assess the areas that require improvement to ensure that men and women contribute equally and are compensated equally (Fujitsu Group, 2017). The history of gender imbalance goes back two centuries of discrimination against women. This is even more evident in industries like manufacturing and technology. Traditionally because of the limited opportunities for education and employment, there were always more male applicants for job roles with increase the chances of men getting fired and also getting promoted to senior roles. Although things have changed for better now with more women getting graduated and getting the degrees, they still find it difficult to enter the position of senior leadership at the workplaces at continuous to be a male dominant space. Most of the men find their career path to be predetermined with the senior managers showing them the way. On the contrary, we have to compete with their male colleagues with no person advocating for them and the lack of good female leaders setting an example at the workplace makes this even more difficult (WorldBank, 2017). Men are generally considered to be more assertive as compared to women and the gender stereotypes perceive women to be more sensitive and more focused towards the family needs as compared to placing a priority on opportunities of progress at the workplace. These stereotypes and generalizations have a significant influence on how women are treated at the workplace. Therefore, it has become important to fix gender inequality and the problem and underrepresentation of women by ensuring that there are enough women at the leadership roles. These affirmative actions will help in bringing results at the organization throughout 4
Running Head: Report the world and will also have a long term impact by bringing about a sustainable change throughout the world. But before this, it is important for the organizations and their management to realize why it is important to have gender equality and the workplaces so that they are all committed to fighting against discrimination and creating a work environment whereeveryindividualhasequalrightsandopportunitiestoleadandthriveinthe organization (Jankowska-Eriksson & Zahidi, 2017). Purpose of the policy Apple Inc has to address the pressing need of gender equality at the workplace so that the responsibilities and opportunities are awarded to the people on the basis of their capabilities and not on the basis of their gender. Gender equality requires treating both men and women fairly and considering them equals when it comes to giving opportunities, responsibilities, benefits, obligations and rights. It is time that the organization realizes the importance of providing equal workplace opportunities since the women throughout the world are holding about 57% of bachelor degrees. The policy at Apple Inc targeted towards addressing gender inequality will ensure that all people are treated with fairness and the gap between reality and gender bias is also taken care of. The discrimination against women does not just affect the individuals but it also has a negative impact on the economy. There is a clear imbalance of power distribution at the organization between men and women at Apple Inc. If the organization plans to grow and develop sustainability, it needs to provide equal opportunities for employment to all the people regardless of their gender (Powell & Chang, 2016). The policy targeted towards gender equality at Apple Inc will ensure that the men and women at workplace enjoy the same status and are also provided equal opportunities so that they are able to realize their full potential and enjoy their Human Rights while contributing to the 5
Running Head: Report growth and development of the company. It will help in increasing the correct percentage of participation of women and will also put them in the leadership position as the decision makers of Apple Inc. Another purpose of the policy promoting gender equality and gender equity at Apple Inc will provide the necessary support to the girls and women in the organization to ensure that they realize their full human rights and are provided with the opportunities to grow and excel as a part of the company (Samans & Zahidi, 2017). The policy addressing gender inequality will allow Apple Inc to identify the gaps in the current practices and gain access and control over the resources of the company so that they can take corrective measures and affirmative action to reduce the practice of gender bias and provide the organization with the benefits of development in the long run. Scope of the policy The five specific areas addressing the policy measures to be adopted for promoting gender equality at Apple Inc are: Leadership opportunities Policy formulation process Designing organizational structure Performance monitoring and evaluation Designing project and programs The leadership aspect of the gender equality policy at Apple Inc will encourage and actively promote the development of an organizational culture that is more aware and responsive to gender inequality. It will lead to encouraging people to develop a culture that promotes genderequalityintheworkplacethatisfreefromanystereotypesandgenderbias perpetuating inequality at Apple Inc. The leadership aspect of gender equality policy will also 6
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Running Head: Report ensure that the organization has sufficient resources committed towards the process of gender mainstreaming and the strategic decision making of the organization is carried out by constantly monitoring and evaluating agenda performance of the company (Schwab, 2018). The policy formulation process at Apple Inc will require strategic planning that reflects the equality commitment organization and will ensure that the process of forming policies takes into consideration the capacity and concerns of both men and women and the likely impact that the policy is going to have on the phenomena of gender equality in the organization. The organizational structure of Apple Inc will also be influenced by the gender equality policy as it will become mandatory for the organization to adopt the practices and procedures that help in creating a gender-sensitive culture at the organization. The effective designing of the organizational structure in a way that ensures non-discrimination at the workplace and also provides equality when awarding opportunities to both men and women belonging to all levels and Apple Inc will help in promoting gender equality and supporting this policy at the company. Apple Inc also needs to improve the process of performance monitoring and evaluation by focusing on the outputs that promote gender equality and by integrating the processes of monitoring and reporting that disaggregate the data classified on the basis of gender, ethnicity,sexuality,ageoranyotherrelevantmarkersusedbytheindustryorthe organization (Bailey, 2018). Apple Inc will promote knowledge generation and dissemination at the workplace where the best practices are exchanged across the various functions, divisions and unit of the company and also from any of the external sources without getting influenced by the gender bias to ensure the progress of the entire organization towards gender equality. The scope of the gender equality policy of Apple Inc will also cover the process of planning, designing and implementation of the projects and programs of the company. The organization needs to adopt the strategies that are targeted towards empowering the women 7
Running Head: Report and ensuring equal participation of men and women at the workplace. It is also important that the organization ensure proper reflection of their commitment towards gender equality by taking into consideration the needs and expectations of both men and women who are a part of the company when designing the projects and programs. Policy statement The policy targeted towards addressing the issue of gender inequality at Apple Inc will allow theorganizationtoestablishleadershipintheprocessofgendermainstreamingand promoting gender equality within the organization and throughout the world. This will help in tackling the issues of the lack of women leadership and representation at Apple Inc. and practising gender responsive policymaking creating a workplace that provides equal rights to men and women. The implementation of gender equality policy at Apple Inc will allow the leadership of the company to take proactive steps by committing to gender equality and by providing a clear mandate that helps in mainstreaming the gender of the employees at the workplace (United Nations, 2015). Apple Inc needs to believe that gender equality is Central to the achievement of the long term objectives of growth and sustainability for the organization. The gender equality policy will ensure the development of an inclusive and peaceful work environment that is inclusive to both men and women belonging to all background and age groups. Apple Inc will focus on providing equal access to the rights and opportunities for both men and women and will also work towards bridging the current gap in the representation of women in the organization. The gender equality policy of Apple Inc will reinforce the commitment of the company buy outlining their long term strategy and standards and will help in promoting gender equality in all aspects of the organization in terms of the internal practices as well as their external 8
Running Head: Report practices and communication. The gender equality policy of Apple Inc will be supported by the implementation plan that will help in the translation of the objectives of the policy into reality with the help of the tools and instruments that will enable Apple Inc to achieve the desired target and results of achieving gender equality throughout the organization (Ashcraft, et al., 2016). Activities The activities designed as a part of the implementation of gender equality policy at Apple Inc are: Setting up a dedicated unit By settingup adedicatedunitworkingtowardsgenderequalityandAppleInc, the organization will be able to identify any of the current practices that are contributing to gender inequality in the company and actions causing gender discrimination at the workplace. Appointing champs promoting gender equality By appointing champs promoting gender equality throughout your organization across the various units and departments, Apple Inc will empower the women and the girls were already a part of the company by giving more strength to them and also empowering their thoughts and ideas contributing to meaningful participation from the rest of the members as well (Accenture, 2018). Building competency against gender bias Apple Inc needs to enhance its commitment towards engaging the men at the workplace in its initiative to promote gender equality. They will engage the men working for Apple Inc who 9
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Running Head: Report are at the leadership positions to ensure that they bring about the necessary reforms and changes promoting gender equality and overcoming any actions that contribute to gender- based discrimination at Apple Inc. Incorporating gender in organizational planning and processes The closely collaborated organizational planning and process definition targeted towards promoting gender equality will help in facilitating equal treatment of men and women and also encourage addressing the specific needs of the girls, women and other vulnerable groups working for Apple Inc. This will be done by sensitizing the entire workforce about the process and providing training to make them aware of the gender equality policy and initiatives started by the organization(Ashcraft, et al., 2016). Carrying out measurement and evaluation The organization needs to set goals and benchmarks for all their gender equality initiatives so that the progress can be measured and the results shared across the organization and the industry. This will help in the routine assessment of the transformation happening across the organization and will also provide the necessary encouragement to the members informing them of the progress. 10
Running Head: Report Accountability DeirdreO'BrienistheSeniorVicePresidentofAppleIncresponsibleforpeople management. She will act as the flag bearer of the gender equality initiative of the company along with the CEO Tim Cook. The accountability for successful implementation of the program lies with all the members of the organization however, the senior leaders of the organization need to take charge to make sure that the rest of the workforce can be shown the right direction and guided towards the right path. All the Senior Vice Presidents of the company need to be held accountable for carrying out the activities that are a part of the gender equality policy and provide feedback of the success or failure by conducting a regular evaluation. The routine assessment of the progress towards gender equality at Apple Inc by the top management will ensure successful implementation of the policy and also make sure that the organization is able to achieve the desired results from it(Jankowska-Eriksson & Zahidi, 2017). Conclusion In conclusion, it can be stated that the current state of gender inequality at Apple Inc. is below average and your organization has a long way to go before they are able to achieve gender equality in terms of representation and compensation at the organization. The suggested gender equality policy for Apple Inc. addresses the specific areas of leadership opportunities, the process of policy formulation, designing the organizational structure, conducting regular monitoring and evaluation of the performance and progress and designing programs and projects targeted towards promoting gender equality. Adopting this policy will 11
Running Head: Report allowAppleInctoestablishleadershipintheprocessofgendermainstreamingand promoting gender equality within the organization and throughout the world. References Accenture, 2018.Getting To Equal: How Digital is Helping Close the Gender Gap at Work, Available at: https://www.accenture.com/_acnmedia/PDF-9/Accenture-Getting-To-Equal.pdf Apple Inc. (2019)Different together: Apple Inc. diversity.[Online] Available at:https://www.apple.com/diversity/ Ashcraft, C., McLain, B. & Eger, E. (2016)Women in tech: the fac ts2016 update // See what’s changed and what hasn’t.,Available at: http://www.ibtimes.com.au/leslie-wilson- reece-australias-boss-forbes-billionaire-1449860 Bailey, M. (2018)2018 Women in Tech:Unconscious Bias, Parity, and the Path Forward, Available at: https://www.witi.com/IDC-2018-Women-in-Tech.pdf Bourke, J. & Dillon, B. (2018)The diversity and inclusion revolution: Eight powerful truths, Available at: https://www2.deloitte.com/content/dam/insights/us/articles/4209_Diversity-and- inclusion-revolution/DI_Diversity-and-inclusion-revolution.pdf Fujitsu Group. (2017)Shaping the gender balance of tomorrow: Gender pay gap business case,Available at: https://www.fujitsu.com/uk/Images/Gender-Pay-Gap-Business-Case.pdf Jankowska-Eriksson, A. & Zahidi, S. (2017)Accelerating Gender Parity in the Fourth Industrial Revolution: An Agenda for Leaders to Shape the Future of Education, Gender and Work,Available at: http://www3.weforum.org/docs/WEF_EGW_White_Paper_Gender_Parity_4IR.pdf 12
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Running Head: Report O’Brien, D. (2017)Apple UK Gender Pay Gap Report,Available at: https://www.apple.com/legal/more-resources/docs/uk-gender-pay-gap-report.pdf Powell, C. & Chang , A. (2016)Women in Tech as aDriver for Growth in Emerging Economies,Available at: https://cfrd8-files.cfr.org/sites/default/files/pdf/2016/06/Discussion_Paper_Powell_Chang_W omen_ICT_OR.pdf Samans, R. & Zahidi, S. (2017)Accelerating gender parity: a toolkit,Available at: http://www3.weforum.org/docs/WEF_Accelerating%20Gender%20Parity.pdf Schwab, K. (2018)The Global Gender Gap Report 2018,Available at: http://www3.weforum.org/docs/WEF_GGGR_2018.pdf United Nations. (2015)Gender equality and empowerment of women through ICT,Available at: https://www.un.org/womenwatch/daw/public/w2000-09.05-ict-e.pdf WorldBank (2017)Promoting Gender Equality and Women’s Empowerment,Available at: http://siteresources.worldbank.org/INTGLOMONREP2007/Resources/3413191- 1179404785559/Chp3-GMR07_webPDF-corrected-may-14-2007-6.pdf 13