Addressing Gender Inequality and Promoting Diversity in UK Workplaces

This report examines the issue of gender inequality in the UK workplace, focusing on the impact of part-time work, particularly for women, and its implications for productivity and skill development. It highlights disparities in representation across different sectors, with women often concentrated in knowledge-intensive services while underrepresented in areas like technology and manufacturing. The report analyzes current employment data, proposes strategies for promoting equal opportunities, such as implementing equal employment policies, encouraging diversity in recruitment, and providing training and mentoring programs. It emphasizes the importance of awareness and behavioral changes to achieve a better gender balance, citing statistics on the increasing participation of women in the workforce. The report stresses the significance of gender equality for economic growth, organizational performance, and attracting talent, concluding that addressing gender inequality is not only a matter of fairness but also a key driver of overall success.

GENDER IN EQUABILITY AT WORK PLACE
Social issue is a problem that influences a considerable
number of individuals with in a society. In presented poster
consider social issue gender in-equability at work place in
UK. No longer specific jobs reserved for men and women.
Jobs are helping to increase level of skills and as the move of
UK value chain pressures for global competition. In this
competition both men and women are projected to have an
increase in the proportion employed in the top set of
occupations, and small declines in the middle and lowest
band of occupations. The up-ward shift is projected to be
slightly greater for women than for men, in the case of
women it will increase by 5% compare to men in higher
The situation in the UK is slowly improving but many efforts still need
to be made to achieve a better balance. The possible behavioural
changes noticeable of working women in aged 16 to 64 years old. In
1971, approx. 53% women had a professional life, but in 2013
proportion increased by 67%. According to population 47% women are
mark as working women and only 35% seats reserved by women as
managerial position.
Introduction Gender in equability in UK Job quality and skill levels
The gender in equability and discrimination against women
in the work place have been a problem for many years at a
global scale. In gender in equability shows the
inconsistencies between individuals due to gender. Gender in
equability is the idea and situation that men and women are
not equal. It is acknowledging the different treatment or
perceptions of individuals wholly or partly due to their
gender. It arises from differences in psychology, cultural
norms and biology.
There is important to generate awareness in management
regarding gender in equability at work place. The top
management understand equality of men and women at work
place because both are giving best for organisations. With the
help of men and women companies are getting desirable
goals for future perspectives. Gender equality is important to
generate at work place not only fair and the right things to do
but also linked to a country's overall economic performance.
There is mention below importance for gender equality -
• It is help to improved national productivity and
economic growth.
• It provides improvement in organisational
performance.
• Increase company reputation.
• Increased ability of organisations to attract talent
and retain employees.
Gender in equability
 Analyse of current employee population through employment
database and ask to human resource management to prepare
an employment report. According to report calculate ratio of
working women according to their position as well as the
overall minority.
 The second step is with the help of diversity and equality
committee create a group that should be diverse in nature and
be made p of volunteers. The committee should meet regularly
to discuss ideas for increase equability at work place.
 Prepare and write equal employment policy for everyone who
work in an organisation. And provide to everyone to
reasonable workplace accommodations according to their
need.
 When recruit for new or open positions and advertise in ethnic
newspapers, encourage to minorities and motivate to women
for apply. Create incentive to working employee who
recommend eligible woman for work who meet organization
standards.
 Provide training to current employees on the topic of gender
in equability issue and diversity issue at work place. Train all
employees to regarding in equability issues and establish
mentoring program for new employees.
Awareness Process
Women are doing relatively poorly in some particular section
of knowledge economy like manufacturing, technology,
information and communication technologies. But they are
doing in effective manner in the knowledge intensive
services.
Gender and the knowledge economy
The future of the productivity and quality of work mostly
depends on part time jobs. There are appreciable variations
regarding to future part time work. Most part time jobs done
by women because they want to reduce working hours of
work due to care of children. So women are able to used their
skills to generate high skill and high productivity.
Part time working