Gender at Work: A Critical Assessment of Men-Women Disparities Essay

This essay critically assesses gender disparities in the workplace, focusing on the impact of "doing gender" and feminism within organizational contexts. It explores key arguments related to gender inequality, the experiences of men and women, and the role of intersectionality in shaping workplace practices. The essay examines how societal constructs influence work standards, work-life balance, and the need for equality in the face of patriarchal dominance. It also highlights the impact of biological factors, such as fertility, on women's careers and the importance of policies like maternity/paternity leave. The analysis further delves into intersectionality, emphasizing the interconnectedness of gender with other oppressive components and the need for equal participation to improve work experiences. The essay concludes by summarizing the importance of equality between men and women in terms of wages, employment opportunities, and the empowerment of individuals to achieve their goals. The document is contributed by a student to be published on the website Desklib.

GENDER AT WORK

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN ARGUMENTS.....................................................................................................................3
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
“Doing Gender” is defined as the notion that gender is based on a psychological innate
construct to be found at the societal levels. Its nature is relevant in today's time and is considered
as an essential role in demonstrating men and women experiences in an organizational context.
This assignment will be focusing on the critical assessment of ideas and opinions in regard to
men-women disparities. It will highlight the need of evaluation of feminism in the context of
workplace environment. Along with, it will draw an outline to comprehend the feasibility in the
regimes of inequality in all spheres of corporate life.
MAIN ARGUMENTS
Overview on doing gender and feminism in organizational context
Doing gender is the newest idea that led to revolutionary changes in the most defined
manner (Davies and O'Callaghan, 2014). It has affected the lives of both men and women in
drastic manner where the focus is on shaping their working standards and quality parameters to
perform tasks and jobs. West and Zimmerman, (1987) stated that it has direct impact on
establishing stability in the work-life balance and also adopt a healthy professional lifestyles. It
would bring a social integration which improves the cultural environment with satisfying
personal growth in all aspects.
Alongside, Benach and et.al., (2014) summarized that there is an autonomous compliance
attached in understanding the fluidity parameters like gender, sex, feminism at workplaces to
bring balance in effectual manner. These parameters led to disparities between men and women
as men believe that women play victims and do not concentrate on performing jobs at hands. In
this regard, it has been also argued that free market systems led to global hiring and people are
getting recruited on basis of talent or skills. This applicable in both genders which promote
financial independence (Rottenberg 2014). For instance, men and women are getting unequal
pays for the same designation working in the same MNC, despite same qualification or skills set.
There is a great historical background behind the feminism movement in the
organizational scenarios as there are several theories which enlightened on its importance.
Additionally, it emphasizes on understanding several experiences encountered by men and
women which is useful in underlying the legitimate rules and responsibilities at organisational
level. Gender is an abstract notion which is refereed as the product of cultural values and one's

personality traits. Thus, equality has to be considered to shape the working experience under the
political scenarios in context to geographical regions (Ahmed and Bonis, 2012).
Furthermore, this connectivity between the feminism and men is also among the sensitive
issues. It is clearly indicated that this world is patriarchal dominated and being a feminist is
considered as a conceptual framework which hamper the work relationships between men and
women. They experience differences between Nevertheless, doing gender has shown that
differences between men and women were created due to several unnatural and biological related
aspects (Kumra, Simpson and Burke, 2014). For the same, there is cut throat competition to
carve a name at the workplaces. For e.g. The board of directors has still unequal participation
from women, i.e. 1:10 ratio in all the public and private enterprises. Therefore, it is necessary to
distinguish such inequalities and provide a balanced podium for the upliftment of both genders
by giving equal choices and opportunities as well. In addition to this, men and women sometimes
has same experiences while working such as treatment or receiving reward systems or incentives
since feminism gave equal platform to both genders to showcase their talents.
Interrelationship between experience and gender at workplace
According to Payne, Seenan and Akker (2018) elucidated on the relationship of work
experience and the psychological distress in terms of employment, fertility etc. Their findings
involved 536 participants through an online medium to give answers in context to challenges at
workplace. It is evident that women bodies are different from men in relation to physical
attributes, fertility cycle, stamina, mental capacities and more, which have direct effects on their
professional careers (Acker, 2006). Additionally, there are significant effects of biological
changes on women such as menopause, ageing, fertility etc. has adverse effects on the mindset
and overall performance of employees in terms of their concentration power, energy levels etc.
Moreover, it also hampers the working men who end up doing extra work due to such
incapacitates shown by women due to biological and hormonal changes.
Employees, both men and women took leaves to manage their lifestyles and maintain the
work-life balance. It helps in making their work experience more result oriented and effective.
Irni, (2009) described about few tools, policies or practices like maternity/paternity leaves,
fertility treatment policy, swapping of shifts, special leaves etc. which assist both men and
women to have a stability in terms of their well-being. It motivates both genders to work in

balance and maintain the stability in the performance management. However, there are cases
when IVF is elective and thus, no leaves are permitted. This will have an impact on their
performance and efficiency where they could not able to work with interest (Mertes, 2015).
Here, many women and men are delaying their marriages to get better promotions which is
hampering their personal lives. Henceforth, it is understandable to maintain the cordial
relationships with amiable surroundings for both genders at societal levels, the management must
give priorities towards the physical well-being of individuals and must assist in giving their best
efforts overall efficiency in bringing a balance in the improved experience both genders at
workplaces.
Impact of Intersectionality in the organisational practices gender equality
Illustration 1: Methods used to manage absence of work
(Source: Payne, Seenan and Akker, 2018)

Intersectionality is a conceptual framework that infers towards the major implications of
oppressive components like sexism, racism, ableism etc. (Davis, 2008). Here, both genders are
interconnected in gaining experiences to share and direct within organizational practices and has
been examined on a consistent and coherent manner (Alvesson and Billing, 2009). There are
associated challenges that shed light on the incompatibilities and need of common sense
approach for enriching the experiences for men and women as well. It acts as beneficial in
eliminating the differences between men-women while giving promotions, categorising projects
etc. (Healy, Bradley and son, 2011)
In addition to the above, Treasury, 2015 provided an overview on the areas such as work,
living standards, justice, participation in society to be valuable assets in defining the need to
understand this intersectionality concept in terms of both genders at wider levels. There is a
sociological need to understand the intertwined effects of gender, intersectionality and practices
on the organizational environment for gaining knowledge regarding experiences of men and
women (Benschop and Verloo, 2011). Moreover, this concept is intended to understand
challenges of both genders in relation to the oppressive components which are necessary for
managing the working standards. Thus, equal participation improves the work-experience among
both genders leading to productive work.
CONCLUSION
It has been summarized that doing gender is one of the current notions that laid the
foundation of equality between men and women in terms of wages, employment opportunities
and more. In addition, it shed light on the empowerment of women and men with proper
opportunities in the working scenarios to achieve individual goals.

REFERENCES
Books and journals
Acker, J., 2006. Inequality regimes: Gender, class, and race in organizations. Gender & society.
20(4), pp.441-464.
Ahmed, S. and Bonis, O., 2012. Feminist killjoys (and other willful subjects). Cahiers du Genre.
(2). pp.77-98.
Alvesson, M. and Billing, Y.D., 2009. Understanding gender and organizations. Sage.
Benach, J. and et.al., 2014. Precarious employment: understanding an emerging social
determinant of health. Annual review of public health.35. pp.229-253.
Benshop, Y. and Verloo, M., 2011. Gender change, organizational change, and gender equality
strategies. Handbook of gender, work and organization. pp.277-290.
Davies, H. and O'Callaghan, C., 2014. All in this together? Feminisms, academia, austerity.
Davis, K., 2008. Intersectionality as buzzword: A sociology of science perspective on what
makes a feminist theory successful. Feminist theory. 9(1). pp.67-85.
Healy, G., Bradley, H. and son, C., 2011. Intersectional sensibilities in analysing inequality
regimes in public sector organizations. Gender, Work & Organization.18(5). pp.467-487.
Irni, S., 2009. Cranky old women? Irritation, resistance and gendering practices in work
organizations. Gender, Work & Organization. 16(6). pp.667-683.
Kumra, S., Simpson, R. and Burke, R.J. Eds., 2014. The Oxd handbook of gender in
organizations. OUP Oxd.
Mertes, H., 2015. Does company-sponsored egg freezing promote or confine women’s
reproductive autonomy?. Journal of assisted reproduction and genetics.32(8). pp.1205-
1209.
Payne, N., Seenan, S. and O. van den Akker ., 2018. Experiences and psychological distress of
fertility treatment and employment. Journal of Psychosomatic Obstretrics and
Gynecology.
Rottenberg, C., 2014. The rise of neoliberal feminism. Cultural studies.28(3). pp.418-437.
Treasury, H.M., 2015. Is Britain Fairer? The state of equality and human rights 2015. Tech. rep.
Equality and Human Rights Commission.
West, C. and Zimmerman, D.H., 1987. Doing gender. Gender & society.1(2). pp.125-151.