Gender Discrimination in the Workplace: Capex Group Report

This report investigates gender discrimination within Capex Group Limited, a service sector organization in the UAE. The research explores the concept of gender discrimination, its impact on employee performance, and strategies to mitigate its effects. The report examines the views of key stakeholders including employees, customers and partners/suppliers. The literature review covers existing research and theories on gender discrimination, including the impact on employee morale, productivity, and mental health. The report also discusses the advantages and disadvantages of the research methods used, and proposes the presentation of findings through line graphs and bar charts. The report concludes with recommendations for Capex Group to address gender discrimination and promote a more equitable and productive workplace. The report is based on secondary research, including existing journals and articles and a quantitative approach using telephonic conversations with employees.

Gender
Discrimination in
workplace
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Table of Contents
1.0 Introduction to Research............................................................................................................3
1.0 Introduction to Research Area..........................................................................................3
1.1 Aim and Objectives..........................................................................................................3
1.2 Key Stakeholders..............................................................................................................3
2.0 Literature Review.......................................................................................................................3
3.0 Critique of Literature Review....................................................................................................3
3.1 Justification of research selected......................................................................................3
3.2 Advantages and Disadvantages of Research selected......................................................3
3.3 How could it be applied to your business.........................................................................3
4.0 Proposed Presentation of Findings.............................................................................................3
4.1 Line Graphs......................................................................................................................3
4.2 Bar Charts.........................................................................................................................3
5.0 Conclusion.................................................................................................................................3
5.1 Recommendations............................................................................................................3
REFERENCES................................................................................................................................4
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1.0 Introduction to Research
Gender equality is related to a concept where men and women employees are not given the
same treatment. With the increasing number of women workforce across corporate organisations
in different parts of the world there has been raising is true that are leading to inequality practices
among women and men employees. There is no specific attribute that is related to practicing of
discrimination against men and women but there can be a range of many issues that lead to
prevailing of inequality. Present research report is based on the investigation conducted in gender
discrimination in the service sector organisations. Capex Group Limited is organisation that is
explicitly dealing in providing corporate solutions to professionals that are locally based in UAE
and providing the required support to deliver their specific services. It is a audit form that is
providing internal and functioning of statutory audit. They believe in transformational leadership
and innovation in business organisations that can occur in different ways. In terms of capital
investment their team is willing to solve the complex business problems of customers by offering
technology and business strategy. There is emphasis on collection of required information to
investigate different laid down objectives with the help of available secondary and primary
sources. Further based on analysis of collected data there a set of recommendations that can be
adopted by the organisation to deal with the impact of gender discrimination and finally a
summarisation is done according to the whole scenario that is part of the research report.
1.0 Introduction to Research Area
1.1 Aim and Objectives
Aim and Objectives
Aim: “An Investigation into Gender Discrimination in the service sector” – A strategic review
of CAPEX.
1 Concept of gender discrimination at workplace
2 Impact of gender discrimination on employee performance
3 Strategies to deal with impact of gender discrimination at workplace
4 Business activities affected because of gender discrimination at workplace
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1.2 Key Stakeholders
Stakeholders
Employees Employees & teams who are working in
Capex are responsible for performing all the
functions.
Customers They are responsible for availing all the
services and ultimately for revenue of
organisation.
Partners/suppliers These are external stakeholders who are
responsible for providing the necessary
resources and assistance to smoothly delver
final services to customers.
2.0 Literature Review
Concept of gender discrimination at workplace
According to (Pottker, 2019), there are many research papers and theories available on
topic of gender discrimination at both personal and professional life. Gender discrimination
refers to perception through which people are being treated differently depending upon their
gender weather male or female. Brian Welle, 2016, has told about this topic and stereotypes of
people in regards with gender. With instance to Capex Auditing Company, employees at
workplace also face gender discrimination problem which decreases their moral and motivation
affecting the work. In this competitive era the discrimination statistics have been changing. In
country like UAE, they have a strict rule against gender discrimination but many of the
organisations still discriminate employees over gender which is a critical issue in business sector.
It is important for enterprise to prohibit the gender discrimination at workplace so that goals and
objectives are achieved as well as employee retention period also get enhanced. Concept of
gender discrimination at workplace has a deep impact on organisational structure, employees
productivity e and business performance which makes it difficult to career decision making
process effectively. By making a proper policies and rules against this issue and following or
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editing it within the corporate world will help subordinates to complete their work and live
peaceful in any country (Krieger, 2020).Therefore, reducing discrimination at workplace leads to
increasing of work efficiency and reducing many problems or issues.
Impact of gender discrimination on employee performance-
According to (Nelus, 2019) in corporate world, it is important for employer to provide a
positive and peaceful work environment so that so that personnel are able to fulfil their duty as
well as roles. Effect of gender discrimination on personnel performance is wider and broader
which leads to conflicts problems and issues. When subordinates are discriminated at workplace
it becomes difficult for them to focus on their work which leads to decreasing performance moral
motivation confidence etc. Also, gender discrimination impacts individual health which leads to
difficulty in carrying out work. Moreover it can also cause a serious issue which is a threat for
employers. Furthermore, it also impact to be productivity and efficiency of both employer as
well as employee that results in poor progress level (Manchester, Leslie and Dahm, 2018). In
relevance with Capex auditing company, the retention period of subordinate is reducing because
of poor performance/ progress of the work leading to who issues within the management. Thus,
it is essential to be aware about this impact so that correct decisions are being taken regarding
gender discrimination with equal opportunities or ideas (Lynn Dobbs and Schraeder, 2019). It is
main crucial of decreasing overall progress of subordinates who are working in Capex as they
are unable to focus on their roles and duties which results in conflicts or issues. It is not possible
for both male and female to focus and engage with their work in proper manner. It is important
for organisation to eliminate these impacts so that higher productivity and work efficiency is
achieved in appropriate way.
Strategies to deal with impact of gender discrimination on employee performance
According to (Pottker, 2019), the effect of gender discrimination on employee
performance leads to many issues. So, it is analysed that strategies are required to overcome with
these impacts so that decision making and goals are achieved (Badea and et.al 2018). They are
very strategies to deal with this such as establishing a positive work environment will help in
working with each other and by mutual coordination as well as cooperation. Moreover, another
strategy which can be adapted by Capex is implementing group activities weekly and monthly so
that both male as well as female word with each other and solve their conflicts effectively.HR
manager is responsible for implementing these strategies in most effective manner so that no
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such issues are faced by employee or on their performance. Building diversity inside out within a
management is also an effective strategy which can be adopted by Capex as it will increase their
goodwill and help women and man in same context. In organisational sector it is essential to use
strategies and tactics so that problems which have been occurred are solved with a period of time
(Janjua, 2020). By adapting strategies, it will be easier to increase performance and progress
level of subordinate at higher scale. Strategies refer to set of actions used to achieve objectives of
firm within a given interval of period.
Business activities affected because of gender discrimination at workplace
According to views of (Magness, 2020) of there are many impacts that a workplace can face
because of the rising issues of equality and diversity. One of the major issues is mental health of
employees is impacted in a negative manner they are more prone to depression and outburst.
This leads to ability to perform their existing job roles and duties because of the prevailing
mental health issues. Another main impact can be increasing conflict at workplace discrimination
is a type of harassment and leads to high conflict in the working environment. Employees focus
shift from the existing job duties to the conflicts are taking place in the entire department or
specific team. There is cal of employees as there is negative impact on the corporate culture and
directly impact the key customers (Shen, 2018). There is reduction in the organisation
productivity because of the following moral of employees and increasing conflict. Business
leaders are feeling uncomfortable as they are not able to avoid the negative behaviour and
experience that because that they are facing because of attitude of employees. Employers in the
scenario have to focus on considering the legal implications as employee make use some legal
measures to deal with the discrimination at workplace.
3.0 Critique of Literature Review
3.1 Justification of research selected
The present research work will assist in understanding the gender discrimination policy at
Capex. There are different labour laws that are implemented in this organisation that is helping
the female workers in granting the same basis as compared to men the laws that are revealing
related to equal wages and salaries for women and men employees’ health in ensuring that
women rights are properly protected and they possess equal opportunities. Gender balance
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Council recommendations that are properly integrated into policies and programs for
implementation of a gender violence at different leadership positions that is helping in bringing
the gender balance at workplace. Different policies that has been part of the Apex Group
includes implementation of commitment and oversight integration of gender in two programs
and policies engagement of personal towards gender balance and implementation of gender
balance in different leadership positions.
3.2 Advantages and Disadvantages of Research selected
Researcher has focus on application of basically secondary that is available sources for the
purpose of conducting research. These existing sources will help in collecting the necessary
information that is required to reach to the laid down objective.
Advantages:
Secondary available sources help in conducting the research in the available limited time periods
as there is cost effective methods that are applied.
Disadvantages:
There are disadvantages of secondary research that is difficulty in obtaining some of the specific
information (Kaur, Jauhar and Mohaidin, 2017). There are also issues related to authenticity and
reliability of the collected information as it exists and there is no collection of new information.
3.3 How could it be applied to your business
Primary research: Primary research work is based on collection of first-hand information that
does not exist but is firstly collected by the researcher for the purpose of achieving the necessary
laid down objectives (Pienaar and 2018). Primary Research and only involves higher cost and
time period to complete the Research and achieve laid objectives.
Secondary objectives: The secondary research work is that based on existing sources it is
compiled, organise, gathered and then published. The existing information is adopted for the
purpose of making necessity analysis in order to achieve the laid down objective. It includes
information from government Agencies, existing online journals, trade associations, businesses
that are part of industry.
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Quantitative research is dealing with the statistics and numbers it is related to testing of a
hypothesis by systematic analysing and Collection of data. In the present research work there has
been use of Quantitative approach where there are some questions that have been asked by using
telephonic conversation as a medium to employees of Apex Group in order to analyse the issues
that they are facing of gender discrimination practices. The data collected has been further
analysed draw relevant conclusions.
Qualitative approach is dealing with thoughts concepts and experiences. It is a type of research
that enables a researcher to get in depth insights on different topics. Comedy used for include
interviews with open-ended questions observations and literature review for exploring theories
and concepts (Grosskopf and Pearce, 2017). In the present research work there is use of
secondary sources of information in form of available sources of journal and articles.
4.0 Proposed Presentation of Findings
There can be adoption of different available graphs for the purpose of presenting the relevant
findings to different crucial stakeholders of the organisation. It is not possible to conduct a
comeoplet market research based on primary information so there has been a mix of both
primary and secondary information. Where there is no presence of live data presently. There are
some examples that are used for analysing how basically the information from the research will
be presented to different stakeholders in the organisation by application of different graphs.
4.1 Graphs
1) According your view point, what can be some major gender
discrimination issues that can be part of your organisation?
Frequency
a) Unequal pay 2
b) No objective criteria for promotion, compensation etc. 7
c) Improper assignment of duties or responsibilities 7
d) All the above 4
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Interpretation: According to the above line graph it can be interpreted that when it was question
20 respondent. Majority of lesbian has said that there are some ware discrimination related to
know objective criteria and no proper assignment of responsibilities. 2 out of 20 had a view on
an equal pay and remaining 4 standards all the three issues are part of gender discrimination in
capex. Hands organisation has to focus on using a proper objective criteria and assignment of
duties according to employee competence.
Line graph will be used for presentation of findings to stakeholders it holds below mentioned
merits and demerits:
Merits: It shoes clear relationship between two or more variables. It clearly shows positive and
negative values.
Demerits: Plotting sometimes leads to cluttering of line that may lead to high ambiguity.
4.2 Bar Charts
2) According to you, what can be some of negative implications of
gender discrimination on your performance level?
Frequency
a) Internal conflicts 4
b) Decreasing motivation level 10
c) Presence of negative working environment 3
d) High employee turnover 3
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Interpretation: According to the above graph it can be said that when it was question 2
respondents related to negative impact on the performance level. Majority like 50% out of 20
employees said that there is increase in their present several of motivation. 4 had a view that it
lead to internal conflict that lead to generation of negative working environment and remaining
they said that there is situation of high employee turnover.
Bar charts:
Merits: it is simple to construct and is a good visual impression of changes and trends.
Demerits: It becomes difficult to plot data in case of too many or unequal class intervals. There
is less chance of accuracy in case of wide range of data.
5.0 Conclusion
From the above made discussion it has been concluded that standard discriminatory policies and
commonly occur in any organisation irrespective of the size or level at which organisation is
functioning. There is requirement of proper policies to avoid any type of situation that can affect
the present motivation level of employees in a negative manner. For this there has to be a proper
& timely adoption of all the laws and legal practices that are related to following up of non
discriminatory policies at organisation.
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5.1 Recommendations
Recommendations:
From the above discussed the search with the help of available literature review sources there are
some of the recommendations that have been drawn in order to deal with the negative impact of
increase in cases of gender discrimination in organisation like Apex. Some of such
recommendations are mentioned below:
1) Transparency: Organisations have to be very transparent in way of reporting the gender
statistics. It is also legal requirement for organisations that are having a certain size of work for
they have to provide a clear action plan as employers to deal with the gender gap. This action
plan will help in communicating with the workforce and all the concerned stakeholders about the
tangible progress related to plan.
2) Supporting women: Women employees must be supported in terms of providing them
adequate opportunities to reach higher milestones. Women employees those who are working at
lower levels must be provided equal number of opportunity that can help them and reaching and
giving attitude competition to other man employee.
3) Neutral recruitment process: There has to be careful implementation for a neutral
recruitment process. Many researchers have found that for having a determined and the
competitive efforts there has to be focus on a Cooperative and collaborative approach that can
help in attracting more women employees as compared to men.
4) Reviewing salaries: There has to be a standardized pay that has to be set and frequently
review of salaries so that there is parity between races and gender. Recruiting employees there
has to be a specific that has to be offered accounting to specific years of experience and special
achievements. It will help in deciding the compensation and monetary pay according to
individual competence level
5) Providing training: There has to be training opportunities that is based on requirement of a
job position and the present skill level of employee so that the overall skill that can be fulfilled.
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6) Clear policies of discrimination:
Organisation has to focus on acknowledging the inappropriate behaviour or gender
discrimination issues by having unbiased clear and non retaliatory discrimination policies to
ensure that employees and having a proper way to report any type of an appropriate treatment
that they are feeling in the workplace because of sexual discrimination or harassment cases.
Gantt chart:
It is used as a tool for dividing the time period according to laid objectives. This is depicted with
the following presented Gantt chart:
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REFERENCES
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Nelus, 2019, May. Privacy-aware feature extraction for gender discrimination versus speaker
identification.In ICASSP 2019-2019 IEEE International Conference on Acoustics, Speech
and Signal Processing (ICASSP) (pp. 671-674).IEEE.
Janjua, 2020. Gender discrimination against female surgeons: A cross-sectional study in a
lower-middle-income country. Annals of Medicine and Surgery, 57, pp.157-162.
Pham-Thi, 2019. The Relationship Between Gender Discrimination versus Job Satisfaction and
Mental Health of Vietnamese Workers.
Qu, 2020. Gender discrimination, injustice, and deviant behavior among hotel employees: role
of organizational attachment. Journal of Quality Assurance in Hospitality &
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Soomro, 2020. An Empirical Study Of Gender Discrimination And Employee Performance
Among Academic Staff Of Government Universities: Evidence From Pakistan.
Manchester, C.F., Leslie, L.M. and Dahm, P.C., 2018. Family responsibilities and career
outcomes: Discriminatory and nondiscriminatory explanations. The Oxford handbook of
workplace discrimination, pp.197-215.
Magness, P.W., 2020. The anti-discriminatory tradition in Virginia school public choice
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Badea, C., Binning, K., Verlhiac, J.F. and Sherman, D.K., 2018. In the aftermath of terrorism:
Effects of self versus group affirmation on support for discriminatory policies. Journal of
experimental social psychology, 76, pp.421-428.
Shen, W., 2018. Evolution of Non-discriminatory standards in China’s BITs in the context of
EU-China BIT negotiations. Chinese Journal of International Law, 17(3), pp.799-840.
Österman, J., Non-Discriminatory Royalties for Standard Essential Patents: Setting the
Boundaries. Nordic Journal of European Law, 1(1), pp.24-62.
Kaur, M., Jauhar, J. and Mohaidin, Z., 2017. Factors Causing Female Inequality in Malaysian
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Pienaar, K., Murphy, D.A., Race, K. and Lea, T., 2018. Problematising LGBTIQ drug use,
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Grosskopf, B. and Pearce, G., 2017. Discrimination in a deprived neighbourhood: An artefactual
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Lynn Dobbs, K. and Schraeder, P.J., 2019. Evolving role of North African civil society actors in
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Online
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The Effects of Gender Discrimination in the Workplace, 2019 [online], Available
through<https://smallbusiness.chron.com/effects-gender-discrimination-workplace-2860.html>
Research has been very successful and useful in understanding the discrimination practices of
gender that are taking place in organisation.
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