Woolworths HR Report: Gender Discrimination & Equality Initiatives

This report investigates gender discrimination within Woolworths, a major retail company, examining its HR practices and equality initiatives. It reviews literature on gender discrimination, including unequal treatment and adverse impact, highlighting how stereotypes affect opportunities for women. The report emphasizes the importance of senior management's role in preventing discrimination and suggests strategies like including women in succession planning and creating a supportive environment. Woolworths' commitment to gender equality, including a 50/50 gender split on the board and efforts to close wage gaps, is also discussed. The report concludes by underscoring the need for fair and transparent pay to ensure employee loyalty and retention. Desklib provides access to this and other solved assignments for students.

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Discrimination at Workplace

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Abstract:
Employees are considered as most important asset of the organization, and it is the obligation of
employer to preserve this asset with due care and diligence. Employees have right to get
protected from all type of discrimination at each and every stage of the organization and this
includes recruitment, workplace terms and conditions and dismissal. The most common type of
discrimination is the sex discrimination, and this can be practiced either directly or indirectly.
This report highlights different aspects of gender discrimination. Gender discrimination is the
most common type of discrimination and occurred in organizations in different forms. It should
come as no surprise that women’s get less pay in comparison of the men, even though they are
performing equally as the men The way in which men and women in the organization are treated
in different manner must be invisible at the individual level, but it becomes visible when large
numbers of individuals are involved. Some women’s are also there which hold the
stereotypically masculine characteristics, and does not like to consider for the promotions or job
opportunities even though they are equal competent as their male employees.

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Contents
Abstract:......................................................................................................................................................2
Introduction:...............................................................................................................................................4
Literature Review:.......................................................................................................................................4
Critical review:.............................................................................................................................................7
Justification:.............................................................................................................................................7
Advantages and disadvantages:..............................................................................................................8
Application on business:..........................................................................................................................9
Proposed presentation of findings:.............................................................................................................9
Conclusion & Recommendations:..............................................................................................................10
References:................................................................................................................................................11

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Introduction:
The main purpose of this report is to shed some light on the topic Gender discrimination, and
highlights different approaches related to the gender discrimination. Gender discrimination is the
topic which must be discussed in each and every organization. It is against the law to
discriminate against any person in context of their gender. Generally, women’s become the
victim of the gender discrimination in the organization.
This report is preparing in context of the retail industry and prepare for the purpose of
Woolworths. This company is the largest retail company, which established its business in
different parts of the worlds.
Research Title: An investigation in context of the gender discrimination issues in the
Woolworths Limited (retail industry).
Aim: This report highlights the new ways through which issues related to the gender
discrimination can be prevented in the organization.
Objectives: Following are the objectives of this report:
 Review of the present literature in context of the gender discrimination.
 Identify and review the methods through which gender discrimination can be prevented.
 Process through which issues related to the gender discrimination can be invested.
 Inclusion of the senior management and controversies in this context.
Following are the key stakeholders, which are considered while preparing this report:
Key stakeholders Level of Interest Reason of interest
Employees High Employees get protection
from undue discrimination.
Society Med Organization can directly
contribute well towards the
society.
Senior management High Management can avoid
unnecessary consequences
such as legal suits and
penalties.

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Research Question:
From last few years, there is increasing number of cases of the gender discrimination. As many
anonymous women’s complain about the discrimination they face in promotions, tasks, etc. in
the organization because of their gender.
The research question for this paper is, whether women’s in the organization face any gender
discrimination while working in the organization either in director or indirect manner?
Literature Review:
As stated by the Acevedo (2002), there is no law which has ever made attempt to define the term
discrimination in exact manner in terms of the employment. It can be defined as providing the
unfair advantage or any disadvantage to the specific group members as compared to the other
members of the group. Generally, these advantages result in the denial or restriction of the
opportunities related to the employment or discrimination in context of the advantages related to
the employment. Discrimination is the understated and complex approach that may consider two
broad forms:
 Unequal treatment: this is considered as the international discrimination treatment. This
can be understood with the help of adequate example; hiring or provide employment
advantages to any one person over a person who possess equal qualification and skills
just because of the gender, race, etc.
 Adverse Impact: It is consequence for the employment practice (implementation of the
identical standards for each and every person) that leads to the greater rejection rate in
context of minority group instead of the majority group in the organization (Reskin,
2008).
As shown by the research, the way in which men and women in the organization are treated in
different manner must be invisible at the individual level, but it becomes visible when large
numbers of individuals are involved (Heilman & Welle, 2005). As stated by the Crosby (2004),
women’s fail to acknowledge the fact that gender discrimination might affect their own
experiences in their career path. These women’s assume that it is their personal responsibility to
consume less organizational resources as compared to their male co-workers. However, some of
these women accepted that gender discrimination exists in the workplace and directly affects the
resources and advantages get by the women’s. As Barret & Morris (2003) argued, it is difficult to

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notice the gender discrimination because of its small portion of changes occurred in the decision
making of organization.
Gender discrimination based on the different perceptions of the workplace and also on the
perceptions of the people who are working in it (Heilman & Welle, 2005). As stated by the
Strangor (2001), Descriptive and prescriptive stereotyping impose reliable impact on the
experience of men and women in the organization, and this impact results in the two types of
discrimination that are formal discrimination and informal discrimination. Formal discrimination
refers to that type of discrimination which is based on the allocation of the different resources of
the organization such as promotion, pay, job responsibilities, etc. On the other hand, informal
discrimination deals with the interactions that happened between the employees and quality of
relationships that they form.
Formal discrimination: Descriptive approaches shape the perceptions and also the expectations
of the people which are form in context of the men and women in the workplace and also provide
the reason for formal discrimination to occur (Roth, 2003). In case organization adopts the
stereotype-consistent view of women job applicants then it results in the evaluators for
concluding that these applicants does not possess the necessary skills to get successful in the
male gender typed-jobs. Therefore, research in this context shows that even though men and
women possess equal qualification then also it is considered that men possess higher potential
capability as compared to women’s. Evaluation criteria for performance are different for both
men and women. As stated by the Sackett, DuBois & Noe, 2001), evaluation data related to the
actual performance clearly purposely reflect that women’s performance are less as compared to
the men’s performance even after possessing equal ability and experience, and it also reflect that
gender discrimination while evaluating the performance is present (Sackett et al, 2001).
While considering the connection between the performance evaluations and compensations, it
should come as no surprise that women’s get less pay in comparison of the men, even though
they are performing equally as the men (Lips, 2003). Violations in context of the prescriptive
stereotypes in context of the male-gender stereotype jobs can also result in the allocation of the
formal resources of the organization (Heilman & Welle, 2005).

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There are number of studies which showed that, some women’s are also there which hold the
stereotypically masculine characteristics, and does not like to consider for the promotions or job
opportunities even though they are equal competent as their male employees (Heilman, 2004).
Violations of the prescriptive norms reflect the association with the more evaluation in negative
form in context of women’s leaders. While demonstrating this leadership style that is more
related to the masculine characteristics instead of the feminine characteristics, and these
women’s also considered as less effective as compared to the men who use the same style of
leadership in the organization. As defined by the Roth (2003), those women’s who fail to exhibit
the nurturing qualities in context of their gender perceptions also experience the discrimination
in formal manner. These prescriptive stereotypes results in the different types of expectations for
both men and women in context of their in-role and out-of-role job behaviors (Heilman, 2004).
Informal discrimination: formal discrimination plays important role in limiting the career
opportunities for an individual especially in context of their access to the important jobs,
opportunities, compensation, and performance evaluation (Reskin, 2008). However, it might be
more difficult for women’s to gain the access in context of the male gender-typed jobs and to get
promotion on the leadership positions, but some of these women’s get success in getting such
jobs. Those women’s who get success in getting such jobs experience the informal
discrimination (Reskin, 2000).
It can be said that, descriptive stereotypes indirectly contributes to the informal discrimination,
which means, negative expectations in context of the abilities and skills of the women can result
in the members of the organization to socially exclude them (Heilman, 2001). As efforts
conducted by women are considered as less valuable as compared to the men such as they are not
considered as the key discussions, important decisions, etc, (Roth, 2003; Acevedo, 2002).
After considering the above facts, it is clear that gender discrimination is present in different
forms in the organizations, and practices directly or indirectly in the organization. There are
number of authors and authorities which suggest different ways for the organizations for the
purpose of preventing discrimination practices in the organizations (MVMA, n.d.).
There are number of strategies which can be adopted by the organizations for the purpose of
preventing the discrimination:

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It is not possible to practice any discrimination in the organization unless senior leaders of the
organization allowed it to happen. In case senior management endorses such practices then
practices related to the gender discrimination will definitely flourish in the organization. For
preventing the discrimination, women must include in the succession planning, talent
management, management programs, etc.
Another strategy which can be used by the organization is creating an environment in which
women’s can encourage. Young women must been encouraged to enter into the male dominated
fields.
Identification of the talent and after that offering them the leadership programs is another method
which can be used by the organizations for the preventing discrimination (Hays & Morrow,
2013).
Woolworths employed more than 200,000 people, and because of this largest part of the
Woolworths strategy focus on its human resource capital. The most important part of the people
strategy in Woolworths is the gender equality assurance. Almost 50% of the workforce of this
company includes female employees, and the board of the organization is also splinted in the
ratio of 50:50 between the male and female. Woolworth’s group makes strong commitment in
context of improving the representation of women by increasing their contribution in both
executive and management roles (Global compact, 2017).
The most important aspect of any campaign in achieving the equality in context of women is
ensuring the equality in pay. Those workplaces in which pay is both fair and transparent, in those
organizations loyalty and retention of the employees are high. The main aim of Woolworths for
2020 is no wage gaps between the male and female employees holding the equal position.
Organization also makes efforts to close the gaps if any exists in 2017 (Woolworths, 2016).
Critical review:
Justification:
Above sated literature review expresses the views of different authors in context of gender
discrimination, ways through which organizations practiced such type of discrimination in the

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organizations, and methods to prevent the gender discrimination in the organization. After
considering the above facts, one thing is clear that there is no particular form of gender
discrimination defined by the authors. In other words, authors mainly focus on the situations
because of which discrimination occurred or those practices which result in discrimination, but
they fail to provide proper definition or action which falls under the scope of the gender
discrimination. However, apart from this mistake, this research is very useful in nature. As it
provides the knowledge related to those situations because of which discrimination occurred, and
also highlight the reasons related to the discrimination.
Journals stated above are written by famous authors, and all the journals are based on the
qualitative and quantitative research. Above stated journals reflect the deep research in context of
the gender discrimination, and its reasons.
As stated above, Woolworths developed the strategy for ensuring the equal pay for equal work,
but it fails to develop the standards through which it ensure the environment in which gender
equality is praised. BHP Billiton is the organization which developed such standards in the
organization which ensures gender equality environment and also promotes that environment
(BHP, 2017).
Advantages and disadvantages:
There are number of advantages of this literature review, as it provides deep knowledge related
to the gender discrimination, and also provide large number of content in context of the reason
behind gender discrimination. It must be noted that, above stated research is the qualitative &
also the quantitative research and it had number advantages and disadvantages.
This research provides the deep and detail understanding of gender discrimination, and this deep
research includes the evaluations of attitudes, behaviors, and feelings. It encouraged the people
in expanding their responses, and also discusses the new topics which are not considered at
initial stage. In other words, it ensures openness. This research builds the detailed picture in
context of reasons because of which people act in certain manner and how they feel about their
actions. There are no pre-judgments in the research, each and every point is discussed in detail
and after that any judgment is marked.

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In context of quantitative methods, draft of survey stated under appendix is used by the author
for the purpose of evaluating the attitude of the people in context of this issue. This method of
research is used to conduct the more amount of information in less time period. It also facilitates
the wide range of question, and all these questions are based on the literature review sated above.
As this method have some advantages also such it is very difficult to ensuring the greater depth
for the research.
On the other hand, qualitative method is selected because of its detailed nature, as author gets the
opportunity to make detail analysis of the research topic. Interview conducted with the manager
(Appendix) provides the advantage of the collection of specific data.
This research has some disadvantages also such as data related to this research is more time
consuming as compared to the quantitative research, and because of this it is less preferred by the
authors. It is not easy to generalize the data stated in the research, and it happens because, very
few people are involved in this research. It can be said that this research is limited. It is very
difficult in this research to make the comparisons of systematic nature, especially in those cases
when people give widely different responses. This research is completely based on the skills of
the researchers.
Application on business:
Above stated research can be applied in Woolworths through different ways such as descriptive
approaches shape the perceptions and also the expectations of the people which are form in
context of the men and women at the workplace provide the reason for formal discrimination to
occur, and for this purpose it is necessary for the senior management to ensure and promote such
environment in the organization through balance between the female and male employees can be
maintained. Orientation programs related to gender equality must be organized in the
organization.
Senior management play most important role in the gender equality and it is necessary that
senior management ensures the prevention of this type of discrimination in the organization.

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Proposed presentation of findings:
Each and every author described the key mechanism in context of gender discrimination, and
these mechanisms highlight their professionalism. As above stated data highlights the role of
senior managers, employees stereotype behavior, perceptions of women’s, masculinity
expectations, etc. It also consider the, faith, agency, and education in career success, throughout
their lives.
This research is based on the secondary research, and this section of the report highlights the key
findings in context of the gender discrimination in the workplaces. It must be noted that, there is
no primary research in this context, and findings are also based on the secondary research. These
findings are created in context of these key stakeholders, and these findings are communicated in
following manner:
Key stakeholders Level of Interest Feedback
Employees High By meetings on individual
basis
Society Med By way of annual report
Senior management High By way of presentation.
As stated above, gender discrimination is divided into two forms that are formal discrimination
and informal discrimination. Generally, stakeholders face different types of discrimination and
same is highlighted below:
Employees: It must be noted that, female employees get almost half amount of wage in
comparison of their male workers, and this also happens in the case of low-wage workers
(Armah, 2009). This fact contributes in different issues such as wage gaps, threatens the
economic security of family, etc.

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Low wage workforce
(Source: By author)
There are number of women’s who have gained their jobs during the recovery, but they get these
jobs at low wages. Almost 1/3rd of the women’s that is 35% of the women’s get low wages jobs
between the period of 2009 and 2013, and this number is only 18% in case of men’s.
Senior Management: It can be said that, there are number of areas which required immediate
actions on part of the senior management to ensure that gender discrimination is not practiced in
the organization. Management can also establish the community which is responsible to resolve
the issues related to the gender discrimination.
However, not only management, but employees are also responsible to ensure that no gender
discrimination practices are conducted in the organization. Mix efforts of both can help in
preventing such discrimination.
Society: From society point of view, it is clear that more number of male employees have access
to the higher pay jobs as compared to women’s. As 72% of men are working in the permanent
full time jobs as compared to the 44% women’s.
Men 24%Women 76%