Perception of Women in Work Place

The paper studies the perception of women in the workplace. In the analysis, the paper reveals the challenges faced by women and develops recommendations on improving their conditions.

Running Head: Gender Equality 1
Perception of Women in Work Place
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Gender Equality 2
Table of Contents
Perception of Women in Work Place.........................................................................................3
Introduction..............................................................................................................................3
Comparison of women and men perception in the workplace...................................................3
Effects of organization culture on gender equality....................................................................4
Barriers faced by women...........................................................................................................5
Barriers to leadership positions..............................................................................................5
Barriers in receiving promotions and salary inequalities.......................................................5
Comparison of public and private organization.........................................................................6
Mat leave in public and private organization.........................................................................6
Benefits of women from gender discrimination.........................................................................6
Female domination and barriers to men in particular sectors....................................................7
Recommendations......................................................................................................................8
Conclusion..................................................................................................................................8
References..................................................................................................................................9

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Perception of Women in Work Place
Introduction
Gender is an aspect developed in the society based on sex that categorizes one to be
male or female. The categorization enhances the sharing of various roles in the society based
on behavior, activities and attributes adopted by the different categories (Shastri, 2014). The
role development has led to the rise of gender inequality since it deprives one gender some
rights and makes the other superior. In most cases, women are victims of discrimination since
they are viewed as a weak group in comparison to men. In most communities’ women are
allocated house chores that prevent them from accessing education. As a result, their
illiteracy levels tend to rise lowering their opportunities for a rise from their low perceived
state in the society. In addition, women in society are subjected to mistreatment and violence
in society. The mistreatment is attributed to their low economic power and lack of knowledge
on their rights. However, the community has realized the benefit of empowering women in
the society. As a result, various non-governmental organization has raised to help promote
the rights of women and to empower them in society. The paper studies the perception of
women in the workplace. In the analysis, the paper reveals the challenges faced by women
and develops recommendations on improving their conditions.
Comparison of women and men perception in the
workplace
Following the changes in business environment organizations have realized the
benefits of having women as employees in their organizational structure. As a result, women
have been offered employment chances as those of men in business organizations. However,
changes occur in the working environment where women are discriminated upon based on
their gender. Among the key discrimination acts executed include lack of women
consultation in the development of business decisions and strategies (Lean in & McKinsey&
company, 2015). Similarly, women are discriminated in granting of promotions and pay

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increase in a company where most of the benefits are extended to men. Sexual harassment
has also been outlined as a serious challenge to women in the business organization.
Effects of organization culture on gender equality
Organization culture is defined as principle’s that guide the performance of an
organization that is perceptions, thoughts and ways through which an organization solve the
problems within and outside its business environment. The culture plays a great role in
determining the leadership of an organization and the development of promotional activities.
The beliefs developed on leadership factor in organizations do underprivileged women in the
acquisition of leadership positions within an organization, for example, the belief that men
can create better leaders compared to men (Khan, 2014). In addition, companies do still
uphold long working hours for efficient delivery. The culture lack to consider the
responsibility of women in raising their families which often result to drop out from
organizations. Furthermore, low attention to sexual harassment cases on women results in
drop out of the organization due to stigmatization in the business environment.
Barriers faced by women
Barriers to leadership positions
In company’s management roles and positions are often offered to male with less
consideration being made on women for the same positions. Among the key factors that
prevent women from acquiring positions include the belief that men make better leaders than
women. The belief is mostly developed on the basis that women have communal qualities
that are considered to develop weak leadership that is kindness, affectionate and sympathetic
(Khan 2014). On the other hand, men agentic qualities are considered to develops effective
leadership since they help develop authority and focus on business goals where the leader
becomes less affectionate and focuses on the maximum contribution of employees to the

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organization. Similarly, women do have low self-esteem in leadership positions which lower
their effectiveness in the development of an organization.
Barriers in receiving promotions and salary inequalities
Business promotions are often executed with respect to employees’ skills and
commitment to meeting of responsibilities allocated. The skills are based on the earned
experience from past positions and the records initially made. The considerations affect
women since they are usually occupied with family and business workload where they may
fail in some parts since they try to balance the two roles. Furthermore, women are perceived
to be better in-home affairs other than marketing and business affairs (Klaile, 2013). In
addition, women receive low wage increase even after promotion as a result of their reaction
to the external environment as described by the sticky floor model. Men are mostly attracted
by other organizations that offer better wages. As a result, companies do increase their wages
to help preserve the talents that are within the business structure. On the other hand, women
seem less attracted to external organizations and prefer to remain in their current organization
where they preside over the leadership role. As a result, their salaries are kept constant.
Comparison of public and private organization
Mat leave in public and private organization
As the number of working women rise over the world the role of women in family’s
needs to be considered while developing organization rules on workers. Among the
considerations to be made include the development of maternal leave for women. Both
private and public companies are advised to offer maternity leave benefits to their women
employees so that they can sustain themselves during the time they are away from the job.
The payment also assures of quick recovery and quick return of an employee to work. In
Canada, the law has enacted for the development of parental leave that ranges from 10 to 35
weeks and the beneficiaries should also receive payment from the Employment insurance

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company (Anam, 2008). The move has motivated other countries to adopt similar legislation
to improve the welfare of workers within their states such as USA and Australia.
Benefits of women from gender discrimination
Gender discrimination has been monitored to be a global issue and has triggered the
focus of the international community in enhancing gender equality. As a result, the
international community has developed laws through the united nations human rights wing
that are aimed at developing equality in gender (United Nations Human Rights, 2014).
Among the key rights developed in the international charter include the right to education,
leadership for women and the rights against torture to prevent the bullying and harassment
subjected to women. The right to women education has shed right to lowering the
discrimination levels of women in the society. Educated women have acquired knowledge
that is necessary for application in the leadership field and in development of women affairs.
As a result, they have helped in removing perceptions concerning the weaknesses of women
in performing various roles that were initially perceived as men responsibilities. In addition,
countries have developed laws to promote equal representation of women in political fields.
Among the key developments made include the creation of women representative positions
that are aimed at developing women affairs and strengthening their leadership abilities. Also,
non-governmental organizations have raised to call for the rights of women and to empower
them in society.
Female domination and barriers to men in particular
sectors
Despite the existence of discrimination in the society women have dominated some
fields that are perceived to be in support of their character. Nursing is a female dominated
career more so attributed to the nature of commitment, care, sympathy and affectionate
qualities required in the field. The society perception on the field hinders most men from

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specializing in the field. Men who join the field are often criticized by the community and
their colleagues (Landau & Henle, 2014). As a result, men find difficulties in pursuing the
field.
Recommendations
Companies should develop strategies to curb harassment and discrimination in the
business fields. Among the key suggested model include the adoption of bystander training.
The model will help in removing sexual harassment within business organizations. The
training will describe the role of every individual within the organization to promoting a good
working environment by raising alarm whenever things are amiss (Schulte, 2018).
Governments should adopt the legislation developed by Denmark to curb gender
discrimination since they have proofed to be effective and all considerate that is, they are not
biased. The laws describe the role of each person within the country in promoting gender
equality and develops punishment to offenders of the law.
Conclusion
Women are key factors in society and should be respected. As a result, society should
develop laws that enhance equality. In particular, the laws should develop punishment to be
offered to those found guilty of practicing gender discrimination more so sexual harassment
on women. Companies should consider involving women in the leadership structure of the
business and in the decision-making processes of the company to help solve the challenges
faced by women in the business environment. Furthermore, women should utilize the
opportunities offered to them by law, countries and the international community to eliminated
discriminative acts from the society.

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References
Anam, L. (2008). Inadequacies and variations of maternity leave policies throughout the
whole world: special focus on Bangladesh. BRAC University Journal, Vol. 5 Issue 1,
pp. 93-98
Khan, A. (2014). Organizational culture factors affecting gender diversity levels in
companies. A research project for a master’s degree in business administration,
University of Pretoria, pp. 1-82
Klaile, A. (2013). Why are so few women promoted into top management positions? Master’s
thesis, Hanken school of economics, pp. 1-73
Landau, B. & Henle, S. (2014). Men in nursing their influence in a female dominated career.
Journal of leadership and instruction, pp. 10-12
Lean in & McKinsey and Company. (2015). Women in workplace 2015. pp. 1-30. Retrieved
on 16th November, 2018 from https://www.nhmc.org
Schulte, B. (2018). To combat harassment, companies should try Bystander training.
Retrieved on 16th November, 2018 from https://hbr.org/2018/10/
Shastri, A. (2014). Gender inequality and women discrimination. IOSR Journal of humanities
and social science, Vol. 19 Issue 11, pp. 27-30
United Nations Human Rights. (2014). Women rights are human rights. United Nations
publication, pp. 1-109