NATIONAL SEMINAR ON ISSUES AND CHALLENGES IN GLOBAL WORKPLACE

Title of the paper: GENDER ISSUES IN THE GLOBAL WORK PLACE

Authors--

INTRODUCTION Gender differences in the workplace typically

stem from social factors, which influence the behaviors of men and women.

Gender differences involve both physical and emotional factors. They are essentially the characteristics that influence male and female behavior in the workplace.

Men and women experience differences in perception in the workplace

OBJECTIVES OF STUDY To find out about the existing policies

regarding gender inequality and awareness of the employees

To find out the extent to which gender issues effect the people in the organization

To find out the execution and implementation of gender equality policies .

Individuals perspective or approach towards the gender issues in the organization

To find out the effect of gender issues on individuals work

RESEARCH METHODOLOGY The primary data is collected from random

56 through an online survey from Mangalore and Bangalore city between the age group of 20 to 60.

The secondary data is gathered from websites, research papers and articles.

DATA ANALYSIS AND INTERPRETATION The samples of research were asked to

answer the structured questions and the following responses have been got from the study.

JOB TITLE-WISE CLASSIFICATION OF RESPONDENTS 

General Staff

Section Staff

Senior Manager

Executive Manager

Director Other:

15

9

3 2 1

21

Job TitleJob Title

DO YOU THINK THAT YOU ARE TREATED EQUALLY AT WORK PLACE WHEN COMPARED WITH THE OTHER GENDER?

Yes 77.4%No 7.5%Some times 15.1%

treated equally at work place

Yes NoSome times

WOULD YOU PREFER A FEMALE/MALE BOSS?

prefer a female/male boss

MaleFemaleNo Opinion

Male 60.25%

Female 25.25%

No Opinion 13.7%

WHAT PROBLEM(S) DO YOU THINK YOU HAVE ENCOUNTERED?

0%20%40%

problems

problems

Low salary 21%

Gender discrimination 7%

Unequal work place

treatment

10.9%

Low Chances of promotion 47.8%

other 9%

DO YOU FEEL YOUR WORK PLACE HAS A GENDER INCLUSIVE CULTURE?

Gender Inclusive culture

YesNO

Yes 42.3%

NO 57.7%

DO YOU THINK GENDER INEQUALITY IS A REAL ISSUE?

gender equality a real issue

YEsNoNo Opinion

YEs 37.7%

No 37.7%

No Opinion 24.5%

TO WHAT EXTENT DO GENDER, CONCERNS INFLUENCE YOUR EVERYDAY WORK?

influence

Not at allTo a limited extentTo a signif -icant ex-tentThe whole fo-cus is on gender

Not at all 51%

To a limited

extent

34%

To a

significant

extent

11%

The whole

focus is on

gender

2%

ARE THERE ANY POLICIES CONCERNING WOMEN SAFETY/ CAREER DEVELOPMENT IN YOUR ORGANIZATION?

Yes

NO

0% 10% 20% 30% 40% 50% 60% 70% 80%

Policies

Policies

Yes 67%

NO 33%

IS THE PROPORTION OF FEMALE MEMBERS WORKING IN YOUR ORGANIZATION, LESS THAN THAT OF MALE WORKING MEMBERS?

Proportion

Female members are more in num-bers than Male mem-bers

Male members are more in numbers than female mem-bers

Equal number

33%

27%

39%

WOULD YOU TREAT A TRANSGENDER MALE OR FEMALE MEMBER WORKING IN YOUR ORGANIZATION DIFFERENTLY?

Treatment

YesNo

Yes 21%

No 79%

SUGGESTED APPROACH TO GENDER DISCRIMINATION AT WORKPLACE Anti-Discrimination Policy - implementing an

anti-discrimination policy, which defines discrimination and describes acceptable workplace behavior

Diversity Program - These programs promote gender diversity through recruitment and retention efforts, employee awareness and gender-specific accountability measures.

Education and Training - training and development initiatives that focus on increased awareness of gender-related issues

Workplace Audit - Employers can approach sex discrimination by performing a workplace audit to identify internal practices that lead to this practice. For example, an employer may discover that only men are promoted to management positions within the organization. An audit could jump-start initiatives to recruit and retain women for management positions.

CONCLUSION Misunderstandings between genders often cause conflict

within the workplace. Men and women perceive information differently, which could lead to feelings of exclusion or allegations of harassment or sex discrimination.

Managers can combat this problem through training and development initiatives that focus on increased awareness of gender-related issues. Managers can also encourage change in employee behavior to strengthen the working relationship between men and women, and lead by example. 

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. The aim of gender equality in the workplace is to achieve broadly equal outcomes for women and men, not exactly the same outcome for all individuals.

References:https://docs.google.com/forms/d/1nFiBoNmZuW_fD7Vs6tQ2VJ8GI94nidPDf7ZjH6RL_Lo/viewanalytics http://smallbusiness.chron.com/gender-differences-within-workplace-10512.htmlhttps://www.wgea.gov.au/learn/about-workplace-gender-equalityhttp://www.weforum.org/news/2095-year-gender-equality-workplace-maybe