...several fields of today’s business world. Unlike previous century there are less limitations and restrictions for them; however, their women status still affects their career. Therefore, as environmental and social program, Corporate Social Responsibility (CSR) addresses to this issue throughout initiatives, strategies, and activities to provide gender equality in the workplace. There are different beneficial sides of gender balance in the workplace, such that providing of human rights and morality, increasing the productivity, and helping to the skilled labor to include in workforce. Parminder Kaur is one the authors who touches this issue in her article, “Corporate Social Responsibility and Gender in...
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...Gender equality goes downhill once you enter the job market (Hsu, 2011). In order to comprehend the differences of communications patterns we should begin by making an allowance for the different essentials of the communication process between the sender of the information and receiver of the information. During any form of communication, the sender has a message to convey that becomes determined. The receiver acquires this determined message by way of some channel whether it be verbal, nonverbal or written, which is then translated. The situation, culture, time, and gender can affect a good and effective communication. Gender can affect communication in different ways has been widely accepted by a large part of the people today. Gender differences in communication can pose problems in social exchanges leading to prejudice, anger, and stress as well as a decrease in efficiency. This is exceptionally serious in business organizations but even more so in your everyday world and therefore a scrutiny of these differences in the first step to understanding the issues involved and moving towards better communication. Nearly a one fourth of all working women are considered part-time, more than men. The number of men who are stay-at-home dads has just about more than doubled over the last ten years. Society molds these women's so-called choices by telling them that they are care givers by default. Women are more likely to be punished for staying home to take care of a sick child. Are...
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...When it comes to the workplace, a sustainable work environment should be equal, diverse and supportive, which is legally enforced in the US through the Civil rights act of 1964. Kellogg’s has taken this issue to the next level by establishing employee resource groups (ERGs) that offer employees support, networking and development opportunities through various events and projects. Kellogg currently has seven employee resource groups, each focusing on a different segment: Latino, African American, Multinational, LGBT, Military veterans, Women and Young Professionals Kellogg’s ERG program presents a strong company value of diversity not only internally but also externally: they allow Kellogg’s employees from different departments but with similar backgrounds to connect with each other through projects that concern their respective segments. For example, the Latino ERG ‘HOLA’ has been involved in putting together curriculum for Spanish conversation classes and also teaching them. Offering employees the opportunity to explore and strengthen their self-identity through these kinds of projects is something that will positively influence the their job satisfaction, and therefore naturally also improve their work performance. When it comes to workplace ethics, Kellogg’s employ a thorough code of ethics, called K Values, which lays out the different social responsibilities Kellogg’s take as an employer. Through these values, Kellogg’s encourages reporting risks and safety concerns...
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...LGBTQ+ in the Workplace While the majority of the nation would say that the United States of America is largely accepting of all people, it is becoming increasingly obvious that the LGBTQ+ community still faces a constant struggle against bigotry, discrimination, and ignorance in our troubled nation today; the LGBTQ+ community deserves the freedom that has been given to us by the Preamble of the Declaration of Independence and the separation of Church and State given in the constitution. Many will argue that there is no protection for the LGBTQ+ community within the Civil Rights Act of 1964. However, is it okay to deny services, fire, or even discriminate towards someone who is just simply being who they are. LGBTQ+ people have been wrongly treated in the workplace for many years now....
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...Introduction Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality in practice...
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...(12188874) WORKPLACE GENDER EQUALITY INTRODUCTION: In earlier century, the role and importance of women were totally different as compared to today because in the past, there was a general belief that the man was responsible to take care of woman in all sense as men are stronger than women. But today situations has been advance, women have various duties related to inside of home and outside of home. In the past, women have handled only the household area and they have been restricted to go outside for earning money but due to globalization, the role of women have been changed and women are being capable to work in all areas like economical, business, political, social and many more with same responsibilities and duties like men. Nowadays, “Gender Equality” is one of the debatable issues. Gender equality means men and women get equal importance, value, rights, treatments, positions and opportunities irrespective of their gender. Gender equality is obtained when people are being capable of getting equal awards, benefits, means, freedom, scope and chance nevertheless even if they are men or women. In the latest era, most of the countries in the world have shaped symbolic development in the direction of gender equality. The main purpose of gender equality is to obtain just identical results for both male and female and not the uniform results for all human beings in the workplace. Due to all these reasons and to control the situations, the Workplace Gender Equality Act 2012 is...
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...Topic 3 Introduction 4 Gender Equality in Workplace 5 Conclusion: 11 References List: 12 Topic Gender equality in the workplace is still a major issue of concern in many countries, including Australia. What is it that makes this such an apparently impossible issue to resolve? Critically examine the implications, of this gender inequality, for efficient and effective work and management practices in companies today. Introduction Gender inequality issue originates from Christian ideology, which advocates traditional thought of “male superiority to female”. In the workplace, gender inequality causes unequal treatment between male and female employees, such as women are typically more difficult to get promotions than male; they do the same work as male but get paid less than men, they even suffer from other issues such as sexual harassment. Sexual harassment exists in most countries including Australia. As long as the society couldn’t reach to gender equality, people’s human rights will be threatened whether people in the workplace, or anywhere else. This essay introduces the histories and background of gender equality, and further examines the gender equality improvement in Australia, as well as the effects of this issue in the workplace. Moreover, there also several suggestions for companies on gender equality promotion and related policies making. Gender Equality in Workplace Grown (2003, p.2) claims that the term ‘Gender Equality’ narrates the measureable equal...
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...out a copy to keep for reference * Then, go to www.vision2learn.com and send your completed Assessment to your tutor via your My Study area – make sure it is clearly marked with your name, the course title and the Unit and Assessment number. Please note that this Assessment document has 12 pages and is made up of 3 Parts. Name: James Bloom Part 1: The meaning of equality and diversity in the workplace This section will help you to evidence Learning Outcome 1: Understand the meaning of equality and diversity in the workplace. Learning objective | Place in Assessment | 1.1 Describe what equality and diversity means to organisations in relation to: * recruitment * pay * conditions * promotion opportunities | Question 1, Page 3 | 1.2 Describe the benefits to an organisation of having a diverse workforce | Question 2, Page 4 | 1.3 Describe how organisations can promote and maintain equality and diversity in the workplace | Question 3, Page 4 | 1.4 Describe the difficulties that can arise in trying to establish and maintain a diverse workplace | Question 4, Page 5 | 1.5 Describe how equality and diversity can be promoted and maintained by employees | Question 4, Page 5 | ------------------------------------------------- IF YOU ARE NOT IN EMPLOYMENT OR WORK OF ANY KIND, USE THESE CASE STUDIES TO HELP YOU ANSWER QUESTION 2 AND QUESTION 4 IN SECTION 1. IF YOU ARE IN EMPLOYMENT, YOU CAN BASE YOUR ANSWER ON THE ORGANISATION YOU WORK FOR. -------------------------------------------------...
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...Women in the workplace: Obstacles they may never overcome For decades, women have been striving for gender equality in the workplace. Since then, there have been several laws that have been passed to project and protect gender equality. One of these laws is the Employment Non-Discrimination Act, and this law prohibits discrimination based on sexual orientation and gender identity. Although these laws are enacted, many places of employment do not implement these laws. Because of this, gender equality in the workforce has been very delayed, and women are still struggling for equality. The feminist movement has been ongoing for several decades, and although the movement has made tremendous strides towards total gender equality in the workplace, there are some barriers that will never be overcome such as salary differences, gender stereotypes, and anatomical differences. What is Discrimination, and how does it affect women in the workplace? The legislation defines discrimination as treating one person in a less favorable way than another person (“overview…”). In the workplace discrimination is evident in all areas of work. Discrimination can range from unequal pay to sexual harassment. More specifically discrimination can be based off of 9 grounds: gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the traveler community (“overview…”). Women in particular often experience this discrimination when trying to obtain a job...
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...to disappear in the workplace, complete gender equality must be branded on the individual first. But, complete gender equality is shunned away from society because of these four theories: Strength theory, Compatibility with Childcare theory, Economy of Effort and Expendability theory. These theories are the division lines for labor and are the deciding factors for gender equality. The three theories I have listed above are also the separation between male and female roles in workplaces. For example, the Strength theory, which states that men are generally stronger than women, can be used against a women in terms of not being capable to move large amounts of equipment, while a man of the same physical characteristics would be looked more upon for his capability to move the equipment and further segregating occupations. Women are more likely to apply themselves to secondary subsistence jobs, such as shopping and preparing food, and with this likelihood of subsistence jobs female personalities are preconceived as fragile because of the gender roles that have been applied on society for hundreds of years and have now been molded into their occupation approach. My opinion is that the workplace shapes our personalities, and with the workplace shaping our personalities I believe that complete gender equality would alter gender personality differences. Furthermore, I do not expect differences in gender personalities to absolutely disappear with workplace equality, but I do expect a higher...
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...Equality for Women in the Workforce The Daily Telegragh, a well-known Australian tabloid, published a twenty one photo gallery on the many hair styles of Julia Gillard on their website. There was no mention of her political prowess or the fact she was the most powerful women in Australia, the focus was squarely on her appearance (News Ltd, 2014). This is just one of the many obstacles women face when striving for equality in the workplace. This paper will explore the disadvantages women face in the workplace, including the gender pay gap, the under representation of women in senior leadership roles and sexual harassment. A plan to address these disadvantages will be outlined and justification of why it will work will be provided. At the outbreak of world war one far fewer women than men participated in work, and they tended to be lower-paid domestic occupations, as the women’s main role was seen to be in the home. The withdrawal of approximately half a million men, most of who had been in the workforce, still did not result in their direct replacement with women. Women’s contribution to the workforce rose, but the increase was in traditional areas of women work, for example in the clothing and footwear industry. Unions were unwilling to let women join the workforce in greater numbers in traditional male roles as they feared it would lead to a lowering of wages (Adam-Smith, 1996). Since the early 1900’s the country has come a long way and developed at a rate faster...
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...Introduction Hong Kong, as one of the most westernized cities in Asia, women’s status has improved in a rapid pace over the past 30 years. The role of women changes with the growth of awareness of gender inequality, in which brought the rise of concern on women’s issues. The Hong Kong government has been implementing the conventions in order to eliminate discrimination against women by both Basic Law and local laws. With the well-established legal system in Hong Kong, right and quality of women are enshrined to a large extent. The formation of Equal Opportunities Commission in 1996 and the Women’s Commission is 2001 helped the development of policy infrastructure for gender equality. Besides, plenty of non-governmental organizations also help promoting gender equality in the society. Gender equality is an indicator of the progress of social development. While both genders appear to be equal in Hong Kong, hidden sex discrimination is still common, restricting the development of women. (Women’s Commission, 2012) Since there is no legal prohibition of sexual orientation-based employment discrimination in the private sector, gender discrimination is being hided to a large extent in private organizations and companies. This paper discusses the current situation of...
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...Gender Equality “Gender equality is achieved when people are able to access and enjoy the same rewards, resources and opportunities regardless of whether they are a woman or a man.” (About workplace gender equality). It is not up for debate whether women are discriminated against in the workplace it is obvious. According to Mary Ellen Spigel, in 1998 women made 73 cents to the dollar paid to men. Even today there is still a pay gap between men and women because women are not given the same job opportunities as men. Todd P. revealed that one of the reasons for the pay gap is a lack of permanent part time jobs and flexible working arrangements, restricts the ability to combine quality employment and family care responsibilities. Meaning women with children or other caring responsibilities are less able to participate in the paid workforce. (1). It is unfair that just because women have family responsibilities that they do not receive the same career opportunities as men, even though they have just as much education and experience. As stated by Cindy Hsu, since 1980, there have been more women enrolled in institutions of higher education than men. (1). Women receive more of the honors degrees at many universities compared to men however; gender equality goes downhill once women enter the job market. (Hsu, 1). A woman earns only eighty cents for every dollar a man earns, even though women are performing better in school than men are. Yet, in our society, women still lag behind men...
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...gender differences between men and women in the workplace. Whether these gender differences exist in the way in which they communicate, influence, or lead, men and women have always been viewed as different and unique sets of people. These differences have, to a certain extent, put women in the workplace at a disadvantage because of their perceived inferiority to men, mainly due to historical gender inequalities. Foremost among these historical events is the women’s liberation movement, an extensive feminist movement that has been in existence since the late eighteenth century and has gone through three distinct waves. Each section has focused on different reforms ranging from women’s suffrage to equal pay to reproductive rights. The first wave of feminism focused on women’s suffrage and political equality for women. The wave’s biggest success was the ratification of the 19th amendment which gave women the right to vote. The second wave shifted the focus from political equality to gender equality in laws and eliminating cultural discrimination in society. And finally, the third wave focused on equality across not only gender, but race as well. The third wave also included extensive campaigning for greater women’s influence in politics. Each of these waves have, in some way, contributed to overcoming gender discrimination in different sectors of a woman’s life, ranging from legal equality to social equality to equality in the workplace. The feminist movement not only liberated women...
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...Workplace inequality has been claimed to be a substantial problem in workplaces across America. New York Times writer and author of the article “The Myth Of Male Decline”, Stephanie Coontz, introduces the idea that gender equality has occurred in high-end paying jobs, but has been on the decline in some aspects of the workplace. Although there is a common held idea that men and women alike are both beginning to receive the same job opportunities, pay , and so on, Coontz argues that this is not the case. In fact, she states, “Women’s real wages have been rising for decades… But women’s wages started from a much lower base, artificially held down by discrimination”(Coontz).The long held notion that women have been receiving the necessary equalities of men in the workplace seems to be evidently lacking basis. Coontz offers supporting evidence that many would have not even considered in our modern era. Many agree that women should...
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