Employee Commitment in Banking: The Impact of Gender Discrimination

This report investigates the impact of gender discrimination on employee commitment within the UK banking industry. It explores the concept of gender discrimination, employee commitment, and employee performance, examining how gender inequality affects employee satisfaction, motivation, and overall commitment to their roles. The analysis reveals that gender discrimination, including disparities in promotion and pay, significantly impacts employee commitment, leading to decreased satisfaction and increased turnover, particularly among female employees. The study uses existing literature and statistical data to highlight the barriers women face in the banking sector and suggests that addressing gender discrimination through policy and organizational changes is crucial for improving employee engagement and performance. The report concludes that while gender discrimination can be minimized through government regulations, organizations must actively work to create equal opportunities to foster a more inclusive and committed workforce.

Impact of gender discrimination on the
commitment of employees in banking
industry

Table of Contents
INTRODUCTION...........................................................................................................................1
Research aim and objective.........................................................................................................2
Research questions......................................................................................................................2
Literature review.........................................................................................................................3
Analysis.......................................................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................9

Abstract: The survey uncover the conception of gender discrimination on the commitment of
employees in the banking industry. Although, the impact of discrimination may be faced by both
the man and woman. As a result, the effect of discrimination may leads to affect the commitment
of the employees towards the company. The data is collected with both the males and females
working in public and private banks. As per the results, it has been concluded that gender
discrimination have huge impact on commitment of employees. It results in decrease in
satisfaction and motivation level.
Keywords: Gender discrimination, employee commitment, and employee’s performance as well
as Banking sector of UK.
INTRODUCTION
Gender discrimination is a worldwide phenomenon that can be identified anywhere i.e. at
personal or at the organizational level. On another hand, this concept can be better understood
with the help of gender gap. The gender gap can be defined as the difference in the society where
the participation level of men and women may be more or less in several phases of life. In recent
decades, the changing social and economical conditions of UK have made both men and women
to work in different sectors. In this, the banking sector is one of the most prominent sectors of
UK economy. This sector generates various opportunities for an individual to enhance the career
opportunities. There are a few large banks like HSBS, Lloyds Group etc. In UK, the share of
women as a manager is just 32% and 28% of senior executives. Due to different barriers, the
women employees are being discriminated on diverse basis which will be further discussed in
this research paper (Abd Rahim and et.al., 2016).
Research aim and objective
Aim
The aim of the present study is to critically evaluate the Impact of gender discrimination
on commitment of employees in the banking industry. The aim of this paper is to identify
different types of discrimination which are being faced by the employees. As a result,
discrimination may have huge impact on the commitment level of the employees towards work.
Objectives
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The current investigation is being conducted with an object to critically evaluate the
Impact of gender discrimination on commitment of employees in the banking industry. In order
to gain a clear understanding the objectives are about to bifurcated so that the views of different
authors can be seen. Following objectives are mentioned below.
 To examine the concept of Gender discrimination
 To analyse the meaning of employee commitment
 To evaluate the terminology of employee performance
 To critically investigate the impact of gender discrimination on commitment of
employees in the banking industry (Abd Rahim and et.al., 2016).
Research questions
 What is the concept of gender discrimination?
 What is the meaning of employee performance and commitment in the organization?
 Explain the impact of gender discrimination on commitment of employees in the banking
industry.
Literature review
Concept of Gender discrimination
According to (Abd Rahim and et.al., 2016), discrimination is an act of treating someone
unfair in terms of caste, gender, sex and age. Although, discrimination can be categorised in two
i.e. direct discrimination and indirect discrimination. The stated concept occurs at the workplace
which results in affecting the performance of an individual. On contrary to this, (Bezbaruah,
2015) stated that discrimination can also be explained as the concept explains about the
inequality between the man and women. As a result, the concept of gender gap is raised between
men and women. At the time of promotions and for higher positions, men are given the priority
as compare to the women. This results in gender discrimination. There is another explanation
over gender discrimination as per (Sharma and Mani, 2012) where gender discrimination is a
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process in which leads to create gender disparities between a man and women in terms of growth
and success.
Employee commitment
As per (Gupta, 2012), employee commitment is the dedication of employees towards
work and the organization as well. The employee commitments are of two types i.e. affective
commitment and normative commitment. However, a committed employee is an asset for an
organization because their work interest is higher towards the operations. On contrary to this,
(Bezbaruah, 2015) stated that employee commitment consist of the structure energizing
employees by engaging with them and assure that the employees believe in the organization's
goals and know that they are a key part of execute these goals. This concept can remain useful
for the companies in order to measure the performance of the organizations. If the employees are
engaged with the work then they will give their hundred percent towards the company. The
commitment of the employees is one of the most positive outcome for the company. It helps the
company to attain their task and operations in an effective manner. Although, the management of
the companies can measured their commitment by comparing their work performance. It will
allow the organizations to identify the position of the employees and their demands ad well.
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Therefore, the organization needs to focus on improving the employee commitment so that the
company performance cane be improved (Abd Rahim and et.al., 2016).
Employee performance
According to (Wilson, 2015), employee performance can be explained as the executions
of the skills and knowledge of an individual in order to attain the company tasks and operations.
There are different companies who access the performance of the employees on annual and
quarterly basis. It is an important factor on which a firm needs to focus and analyse the same. It
is the duty of the management keep measuring the employee performance so that it can help
them to motivate time to time. It is not possible for an employee to maintain consistency in is or
her performance all the time. Besides this, (Sharma and Mani, 2012) stated that employee
performance is the process of work done or use of roles and responsibilities for the attainment of
company tasks and objectives. Although, employee performance plays an essential role in the
success of an organization. If they are working well and in defined manner then it will assist the
organizations to attain their goals and objectives in terms of profits and sales. The performance
of the employees can be measured with the help of annual appraisal. This ensures the
management to identify the actual performance of their team and its members (Bezbaruah,
2015).
Impact of gender discrimination on commitment of employees
As per(Gupta, 2012), gender discrimination may or may not impact the commitment of
the employees. It can have both positive or negative aspects on the commitment of the
employees in banking industry. As per the present data, it is seen that UK economy has more
male candidates than of female in financial services. Additionally, at top level male candidate are
found as compare to the female candidate. As a result, it impact a lot on the performance of the
women employees. They may feel discriminated and not be able to give their maximum as they
could. On contrary to this, (Madera, 2013) criticized that discrimination sometimes may not
affect the commitment of the employees because some of the employees are dedicated towards
their work. This does not affect their position and they keep self motivating themselves.
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From the above table, the inequality in banking industry can be seen easily where 1
women is working with 5 men i.e. 5:1 ratio is maintained. Additionally, it is seen that 91% men
are working at director's position and only 9% of women are working at the concerned position.
Analysis
With the consideration of above review, it is analysed that gender discrimination has
huge impact on the commitment of the employees in banking industry. In this sector, there are
different opportunities for the growth and career expansion. As per the statistics, it is seen that
banking is even more male dominating sector where the males get higher chances of being
promoted and get success. In UK economy, the female managers in banking sector is equal to
domestic average. Only, 11% of the ladies are the managers and gained the top positions in UK
banking sector. There are different barriers which are being faced in the organizations which
leads to affect the career. With the help of survey, it is evaluated that 48% of the barriers exist in
the organization itself. At this point 36% of the males in UK are agreed with the female
discrimination on the banking sector (Sharma and Mani, 2012)
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In context to above, statistics shows both man and woman feels banking sector lacks
opportunities in order to get flexible working (Abd Rahim and et.al., 2016). With the help of
above diagram it clearly shows that earlier women candidate were not allowed to get proper
opportunities. But the graph is depicting the increaser in women on boards. Additionally, with
the changing time there is no difference remained between a man and a woman. But still there
are some areas where female faces discriminations. Comparatively they are not getting higher
paid in banks than of man. This has resulted in affecting their efficiency and effectiveness
towards the work done. These practices decreases their satisfaction and motivation level. This
leads to turnover ratios of women candidates in bank is increasing (Sharma and Mani, 2012).
CONCLUSION
From above review and analysis, it can be stated that gender discrimination affects the
commitment of the employees in banking industry. It tends to decrease the motivation and
interest level of the employees. This affected the commitment level in term of employment. The
banking organizations needs to adapt proper discrimination acts in order to equate both and and
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woman on same level. It is the responsibility of the management to offer equal opportunities to
both of them. As per the results, it has been concluded that gender discrimination have huge
impact on commitment of employees. It results in decrease in satisfaction and motivation level.
Although, it can be concluded that there is no remedy in order to remove gender discrimination
from the organizations but it can be minimise with the adaption of government regulations. In
order to lower down the impact of discrimination, the organizations need to adapt the gender
discrimination act. It will safeguard the employees form getting discriminated at work place.
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REFERENCES
Books and Journals
Abd Rahim, N.A and et.al., 2016. Relationship between Performance Based Reward and
Organizational Commitment in Banking Industry. Acta Universitatis Danubius.
Œconomica.12(3).
Bezbaruah, S., 2015. Banking on Equality: Women, Work and Employment in the Banking Sector
in India (Vol. 139). Routledge.
Bezbaruah, S., 2016. Gender Equality and Women’s Employment in the Banking Sector in
India1. Women Workers in Urban India.15.p.291.
Carter, S., Mwaura, S., Ram, M., Trehan, K. and Jones, T., 2015. Barriers to ethnic minority and
women’s enterprise: Existing evidence, policy tensions and unsettled
questions. International Small Business Journal.33(1). pp.49-69.
Gupta, V., 2012. Scenarios for gender inclusivity in corporate India. NEW PARADIGMS OF
GENDER INCLUSIVITY: THEORY AND BEST PRACTICES, p.3.
Jain, S. and Jain, R., 2014. Employee Empowerment in Indian Banks: An Empirical
Study. Journal of Institute of Public Enterprise.37.
Madera, J.M., 2013. Best Practices in Diversity Management in Customer Service Organizations
An Investigation of Top Companies Cited by Diversity Inc. Cornell Hospitality
Quarterly.54(2). pp.124-135.
Muluneh, H., 2016. Assessment on the impact of labour union on employees’ performance The
case study of commercial bank of ethiopian (Doctoral dissertation, aau).
Sharma, E. and Mani, M., 2012. A Comparative Analysis of Employee Satisfaction in Indian
Commercial Banks. IUP Journal of Organizational Behavior.11(4).
Wilson, F., 2015. Making loan decisions in banks: straight from the gut?. Journal of Business
Ethics, pp.1-11.
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