Management of Gender Issues

8/6/2019 Management of Gender Issues

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GENDER ISSUES IN GENDER ISSUES IN

MANAGEMENT MANAGEMENT

SUBMITED BY SUBMITED BY

RICHA TRIPATHI (07)RICHA TRIPATHI (07)

SHUBHANGI KESHOT(33)SHUBHANGI KESHOT(33)

SILKY JAIN (43)SILKY JAIN (43)



H ISTORY :H ISTORY :--

Early in history, gender issues created socialEarly in history, gender issues created socialgaps between the two genders. Femalesgaps between the two genders. Females

were regarded as "less privileged" thanwere regarded as "less privileged" thanmales in educational and occupationalmales in educational and occupationalopportunities. Males, on the other hand,opportunities. Males, on the other hand,were stereotyped as the "stronger"were stereotyped as the "stronger"

gender. In fact, many of thegender. In fact, many of the lawslaws existingexistingtoday, especially those that involve thetoday, especially those that involve thefamilyfamily, are in favor of women., are in favor of women.



DEFINITION DEFINITION

Gender issue worksGender issue worksas theas thediscrimination &discrimination &

the unfairthe unfairtreatment ortreatment or judgment of an judgment of anindividual based onindividual based onhis/her genderhis/her genderespecially atespecially atworkplace. genderworkplace. genderdiscrimination alsodiscrimination alsoknown as sexknown as sex

discriminationdiscrimination..



In business this type of discrimination is inIn business this type of discrimination is inthe area of employment, where promotion,the area of employment, where promotion,

job job employment, wage and other benefitsemployment, wage and other benefitstend to be gender biasedtend to be gender biased.. GenderGenderdiscrimination has historically beendiscrimination has historically beenperceived as limiting the opportunities ofperceived as limiting the opportunities of

women, but modern civil rightswomen, but modern civil rights lawlaw alsoalsoincludes the protection of menincludes the protection of men..



GENDER ISSUES/ DISCRIMINATION GENDER ISSUES/ DISCRIMINATION RELETED WIT H WOMEN RELETED WIT H WOMEN

For a women it is very difficult to survive,For a women it is very difficult to survive,even in the todays era where many lawseven in the todays era where many lawsfor women have been made by the govt..for women have been made by the govt..

And when we see women in practical And when we see women in practicalworking life, there are a lots of exampleworking life, there are a lots of examplethrough which it is proved that womenthrough which it is proved that womenare not safe till now.are not safe till now.

According to H ilary M. Lips According to H ilary M. Lips in her articlein her articletitled "The Gender Wage Gap: Debunkingtitled "The Gender Wage Gap: Debunkingthe Rationalizations,'' women who workthe Rationalizations,'' women who work41 to 44 hours a week earn only 84.641 to 44 hours a week earn only 84.6percent of the what men working inpercent of the what men working in

similar hours do.similar hours do.





CAUSES OF WOMEN CAUSES OF WOMEN DISCRIMINATION DISCRIMINATION

Religion:Religion:--

According to Human Rights, Inc., one of the According to Human Rights, Inc., one of themain causes of gender discrimination ismain causes of gender discrimination isreligionreligion. Many religions place women below. Many religions place women below

men, and create a patriarchalmen, and create a patriarchal societysociety..



Family law:Family law:--

FamilyFamily laws that force arranged marriageslaws that force arranged marriages

often lead to gender discrimination. Theoften lead to gender discrimination. Thewomen in these marriages are often abusedwomen in these marriages are often abusedboth physically and sexuallyboth physically and sexually



Workplace DiscriminationWorkplace Discrimination

Gender discrimination is caused by the senseGender discrimination is caused by the sensethat certain occupations are a 'man's job' or athat certain occupations are a 'man's job' or a'woman's job'. While there are laws against 'woman's job'. While there are laws against this type of discrimination, it is still often athis type of discrimination, it is still often adetermining factor when hiring someone.determining factor when hiring someone.

EducationEducation

Humans Rights Inc. also states that educationHumans Rights Inc. also states that educationplays an important role in genderplays an important role in gender

discrimination. In many countries, women arediscrimination. In many countries, women areforced to stay home to clean and cook.forced to stay home to clean and cook.However, the men are sent to school,However, the men are sent to school,furthering inequality.furthering inequality.



Physical factors Physical factors

Often becauseOften becausewomen arewomen arephysically weakerphysically weakerthan men, theythan men, they

are more easilyare more easilyabused andabused anddiscriminateddiscriminatedagainst.against.



P ROBLEMS FACED BY WOMEN P ROBLEMS FACED BY WOMEN

AT WORK P LACE AT WORK P LACE Societal sex role stereotyping.Societal sex role stereotyping.

Attitude of male pears towards women. Attitude of male pears towards women.

Women are perceived in clerical role whileWomen are perceived in clerical role whilemale are perceived in management role.male are perceived in management role.

Another potential difficulty for women is Another potential difficulty for women is

Being accepted by customer where theyBeing accepted by customer where they

are used to seeing a man.are used to seeing a man. Because of the competition man always inBecause of the competition man always in

a mindset to spoil the image of women.a mindset to spoil the image of women.



Wage discrimination.Wage discrimination.

Sexual harassment.Sexual harassment.

WorkplaceWorkplace harassment harassment ((employment employment discriminationdiscrimination) consisting of unwelcome and) consisting of unwelcome andrepeated sexualrepeated sexual advancesadvances, comments, looks,, comments, looks,

physicalphysical contact contact , stereotyping, request for, stereotyping, request forsexual favors.sexual favors.

Even all the above problem faced by women occurEven all the above problem faced by women occurat many times but sexual harassment is one of at many times but sexual harassment is one of

the biggest problem faced by women at the biggest problem faced by women at workplace often.workplace often.



Glass ceiling on womenGlass ceiling on women

The termThe term glass ceilingglass ceiling is most oftenis most oftenapplied in business situations in whichapplied in business situations in whichwomen feel, either accurately or not,women feel, either accurately or not,

that men are deeply entrenched in thethat men are deeply entrenched in theupper echelons of power, and women,upper echelons of power, and women,try as they might, find it nearlytry as they might, find it nearlyimpossible to break throughimpossible to break through





A take off on the A take off on the glassglass

ceilingceiling is the celluloidis the celluloidceilingceiling, which refers to, which refers to

thethe glassglass ceilingceiling that that exists everywhere. Whileexists everywhere. Whilemanymany womenwomen insist that insist that thethe glassglass ceilingceiling is ais areal barrier to accessingreal barrier to accessing

malemale--dominated positionsdominated positionsin business, manyin business, manychallengers say that it challengers say that it exists mostly becauseexists mostly becausewomenwomen choose to focuschoose to focus

more of their time onmore of their time onfamily and, in the end,family and, in the end,cannot dedicate as muchcannot dedicate as muchtime to their career.time to their career.



Two Types of Sexual HarassmentTwo Types of Sexual Harassmentin the Workplacein the Workplace

"quid"quid--propro--quo harassment quo harassment ́́ ::--when awhen asupervisor demands an employee tosupervisor demands an employee tosubmit to sexual advance in order to keepsubmit to sexual advance in order to keepher job or get a promotion, this is calledher job or get a promotion, this is calledquidquid--propro--quo harassment.quo harassment.

Hostile environment Hostile environment ::--harassment bu coharassment bu co

worker or supervisor can be so severe orworker or supervisor can be so severe orpervasive that it creates a hostilepervasive that it creates a hostileenvironment that interferes with work.environment that interferes with work.



CASES & EXAMP LE OF WOMEN CASES & EXAMP LE OF WOMEN ISSUES AT WORK P LACE ISSUES AT WORK P LACE

One of the well known cases of One of the well known cases of a sexual harassed womena sexual harassed womentaking the help of law to teachtaking the help of law to teachharasser a lesson.harasser a lesson.

the case was of the case was of Rupan DeolRupan DeolBajaj.Bajaj. Bajaj was slapped on theBajaj was slapped on thebottom by the then DGP of bottom by the then DGP of Punjab KPS gill. Accusing himPunjab KPS gill. Accusing himof indecent behavior, Bajajof indecent behavior, Bajaj

fought an 8 year legal battle.fought an 8 year legal battle.The hard work paid off. GillThe hard work paid off. Gillwas convicted and sentencedwas convicted and sentencedto three month rigorousto three month rigorousimprisonment.imprisonment.



Shehnez mudbhatkalShehnez mudbhatkal, worked as a hostess for, worked as a hostess forSaudi Arabian Airlines. Her services wereSaudi Arabian Airlines. Her services wereterminated because she refused to surrender toterminated because she refused to surrender tosexual demands made by her superior. But shesexual demands made by her superior. But shewould not give in. filing suit, she fought for 11would not give in. filing suit, she fought for 11

year. And she was awarded full wages andyear. And she was awarded full wages andcontinuity of services and sadly, the airlinescontinuity of services and sadly, the airlinesappealed to Bombay high court, granted a stay.appealed to Bombay high court, granted a stay.

Nutan SharmaNutan Sharma, steno in union ministry of , steno in union ministry of

railways, was transferred following herrailways, was transferred following hercomplaint that P.R.Sharma, secretary of chief complaint that P.R.Sharma, secretary of chief operating manager, molested her.operating manager, molested her.



In 1994, Doordarshan ( Hyderabad) producerIn 1994, Doordarshan ( Hyderabad) producer

Sailaja SumanSailaja Suman took director P.L.Chawala to court took director P.L.Chawala to court on charge of defamation, criminal intimidationon charge of defamation, criminal intimidationand trying to outrage her modesty. She filledand trying to outrage her modesty. She filledtwo separate cases. Unfortunately, she wastwo separate cases. Unfortunately, she was

transferred to lukhnow.transferred to lukhnow.

ALISHA CHINAIS ALISHA CHINAIS suit against music composersuit against music composer Anu Malik demanding Rs. 26,60,000/ Anu Malik demanding Rs. 26,60,000/-- asas

damage for sexual harassment met with similardamage for sexual harassment met with similarfate, Malik filed a Rs. 2 crore defamation suit.fate, Malik filed a Rs. 2 crore defamation suit.



In CaliforniaIn California,, the average 25the average 25--yearyear--old womanold womanwho works fullwho works full--time until she retires at age 65time until she retires at age 65

will earn over $500,000 less than the averagewill earn over $500,000 less than the averageworking man.working man.

In one case,In one case, Southwest AirlinesSouthwest Airlines tried to justify itstried to justify itspolicy that only attractive women could work aspolicy that only attractive women could work as

flight attendants and ticket agents The airlineflight attendants and ticket agents The airlineargued that sex appeal was a bona fideargued that sex appeal was a bona fideoccupational qualification under Title VII,occupational qualification under Title VII,saying that Southwest wanted to project a sexysaying that Southwest wanted to project a sexy

image and fulfill its public promise to takeimage and fulfill its public promise to takepassengers skyward with love. However, thepassengers skyward with love. However, thefederal district court rejected Southwestsfederal district court rejected Southwestsdefense.defense.



GENDER ISSUES/ DISCRIMINATION GENDER ISSUES/ DISCRIMINATION RELETED WIT H MEN RELETED WIT H MEN

In our society as well asIn our society as well asat workplace theat workplace theissues related withissues related with

gender are not onlygender are not onlyhappened withhappened withwomen but also withwomen but also withman. Thisman. Thisdiscrimination can bediscrimination can be

of wageof wagediscrimination, sexualdiscrimination, sexualharassment, agesharassment, agesissues,etc.issues,etc.



Like if there is a female supervisor at the jobLike if there is a female supervisor at the jobshe can harass the male employee in order toshe can harass the male employee in order to

pay him more or for promotion. In past it waspay him more or for promotion. In past it wasnot happened frequently but now a days it not happened frequently but now a days it happens in many organizations.happens in many organizations.We have a case of wage discrimination of a maleWe have a case of wage discrimination of a male

employee:employee:--Dr. Helen SmithDr. Helen Smith ::-- he told about him in a letterhe told about him in a letterthat . I work at a fast food restaurant wherethat . I work at a fast food restaurant wherethere arethere are two positions: the boys and the two positions: the boys and the

girls. Whenever a new guy is recruited he isgirls. Whenever a new guy is recruited he isgiven the training. They show him how to do thegiven the training. They show him how to do thetasks that the restaurant deems appropriate fortasks that the restaurant deems appropriate forthe men to do.the men to do.



This struck me as very sexist from the outset, but This struck me as very sexist from the outset, but I held my tongue because I was just a new guyI held my tongue because I was just a new guy

and obviously needed the job. As time went by,and obviously needed the job. As time went by,I started noticing the huge differences inI started noticing the huge differences inworkload between the boys and girls. It seemedworkload between the boys and girls. It seemedto me that the men had to do far more work into me that the men had to do far more work in

the restaurant than the women. But the wagethe restaurant than the women. But the wagegiven to male employees was less then of given to male employees was less then of female employees. And then told this thing tofemale employees. And then told this thing tothe other employees and they all were agreedthe other employees and they all were agreed

about my opinion. with the help of thoseabout my opinion. with the help of thoseemployees we were be able to make thememployees we were be able to make themunderstand about the equality.understand about the equality.



EFFEC S F ENDER EFFEC S F ENDER D I SCRI I NA I N D I SCRI I NA I N

Lost Productivity Lost Productivity::-- Victims of gender Victims of genderdiscrimination lose motivation and moralediscrimination lose motivation and moralenecessary to perform their jobs effectively. So it necessary to perform their jobs effectively. So it

leads to low productivity in the organization.leads to low productivity in the organization.F eeling of in equality F eeling of in equality ::--the male & femalethe male & femalediscrimination creates the feeling of inequalitiesdiscrimination creates the feeling of inequalitiesamong workers.among workers.

D ishon esty D ishon esty ::-- workers get dishonest towardworkers get dishonest towardthe organization due to the gender issues.the organization due to the gender issues.



O ther eff ects ar e:O ther eff ects ar e:--

Unemployeement Unemployeement

InsecurityInsecurity

Low self esteemLow self esteem Low wagesLow wages

Decreases the reputation of theDecreases the reputation of thecompaniescompanies

Low moraleLow morale

Effects on the personal life of theEffects on the personal life of theemployeesemployees



CONCLUSION & SUGGESTION CONCLUSION & SUGGESTION

At the end we can conclud e that E v en with At the end we can conclud e that E v en with progr ess in the l egislatur e and in theprogr ess in the l egislatur e and in thecourts, gend er st er eotyping and its courts, gend er st er eotyping and its

r esulting discrimination is still a significant r esulting discrimination is still a significant road block to not only mans but also in road block to not only mans but also in womens succ ess in the workplac e.womens succ ess in the workplac e.

S o gend er issues r egarding men or women S o gend er issues r egarding men or women

should not be exist in any organization should not be exist in any organization becaus e it l eads to many n egativ e eff ect .becaus e it l eads to many n egativ e eff ect .S o to control on this an org. should tak eS o to control on this an org. should tak esome st ep:some st ep:--



Suggestions areSuggestions are

The employer should :The employer should :

Give equal chance for both genders toGive equal chance for both genders to

qualify in the hiring process provided that qualify in the hiring process provided that qualification for job position is properlyqualification for job position is properlyadministered to bothadministered to both

Give equal chance for both genders toGive equal chance for both genders tocontinue employment in the companycontinue employment in the companyprovided that terms of contract areprovided that terms of contract areobserved and exercisedobserved and exercised



Consider proper working condition and fairConsider proper working condition and fairemployment opportunities for bothemployment opportunities for bothgenders. Criteria for promotion andgenders. Criteria for promotion andretention should be equal for bothretention should be equal for bothgenders, working with the same jobgenders, working with the same jobresponsibilities.responsibilities.

Correct, prevent, or stop any action/Correct, prevent, or stop any action/behavior/ condition in the workplace that behavior/ condition in the workplace that

attacks the gender of any employee,attacks the gender of any employee,affecting his or her work performance.affecting his or her work performance.



WALMART EXAMP LE WALMART EXAMP LE

WalWal--Mart's treatment Mart's treatment of female employeesof female employeesisis under fireunder fire, both in, both in

the courts and in thethe courts and in themedia. The corporatemedia. The corporatebehemoth has about behemoth has about a billion reasons toa billion reasons toclosely examine itsclosely examine its

corporate policies andcorporate policies andtheir storetheir store--levellevelimplementation.implementation.



Give equal salary/ wage or benefit packages toGive equal salary/ wage or benefit packages toboth genders working with the same jobboth genders working with the same jobresponsibilitiesresponsibilities

The employer should not:The employer should not:

Advertise job position with responsibilities that Advertise job position with responsibilities that discriminates any of the two gendersdiscriminates any of the two genders

Specify the gender needed to fit the qualificationSpecify the gender needed to fit the qualificationfor a certain position. (One exception is when thefor a certain position. (One exception is when therole is highly dangerous or specialized for one of role is highly dangerous or specialized for one of the gender. Examples may be construction andthe gender. Examples may be construction and

shipping work)shipping work)

Ask gender Ask gender--related questions that would makerelated questions that would makeapplicants feel uncomfortable.applicants feel uncomfortable.



Documents

Management of Gender Issues