Gender Equality in the Workplace

GENDER EQUALITY IN THE WORKPLACE 5

GenderEquality in the Workplace

GenderEquality in the Workplace

Sincethe historical period, gender equality has been an issue that hasattracted varying controversial discussions in the society. Equalitybetween gender isa factor that needs to be highly embracedand practiced to ensureswomen acquire similar work benefits as men. Despite globalization,various forms of inequality are evident in many corporate fields. Forinstance, discrimination, low pay for femalesand unemployment has resulted in fewer women working in highpositions. Gender inequality in the workplace can endby treating both women and men as equal despite their differences.

PotentialSolutions

Oneof the solutions in tackling the social issue is changing thetraditional perceptions of individuals. Gender inequality in theworkplace has been in existence since the colonial period which makeswomen abide by what their mothers believed. Many women in the pastexperienced their fathers signing off on their mothers’careers. The steps will involve educating the communities on theimportance of women to pursue challenging positions and avoidstereotyping. Another solution is to provide training to themanagement personnel about gender equality. The steps will entaileducating managers on the importance of media publicity to createawareness to the public. Additionally, the managers must be able toidentify discrimination cases among the employees and showcase thesuccessful women in the company (Casey, Skibnes &amp Pringle, 2011).

Feasibility

Thepotential solutions for gender equality in the workplace are feasiblein a varietyof dimensions. First, changing the perspective of a particularcommunity regarding stereotyping of women’s work is achievable asit requires using the community leaders and influential people tofacilitate sensitization. In the end, most individuals will followwhat is recommended by the leaders. The solution oftraining the management of an organizationis highly achievable because the leaders will want the most of theircompany. As a result, conforming to the trainingand recommendations will become a necessity.

Stakeholders

Therole of the government isto provide educative materials for empowering women participation inleadership and other challenging positions. Government officials mayput up posters, banners and other materials that portray equaltreatment of both malesand femalesat the workplace(Casey, Skibnes &amp Pringle, 2011). The community opinion leaderswill also have interests in gathering many people to attend thesensitization and awareness forums. The company leaders and foundersare the stakeholders who possess the right in training the managers.

EthicalDilemmas

Bothmale and female business owners hold varying opinions regardinggender inequality at the workplace. Some believe that men should earnmore than their female counterparts in any job category. Some peoplethink that men are suited to work in a challenging and tough jobsthus relating to the high pay. The ethical dilemma is that under anation`s law, it is unethical to segregate against a particulargender when offering employment (Casey, Skibnes &amp Pringle, 2011).

Conflicts

Resistanceto change is a factor that will affect the feasibility of thesuggested solutions. It is possible to find that some of thecommunities including their leaders are deeply rooted in theircultures. Some may require the woman to hold on their positions inthe family and not get empowered to secure better jobs (Casey,Skibnes &amp Pringle, 2011). As a result, conflicts may arise amongthe various communities who may resist embracing gender equality inthe workplace.

FutureOutlook

Ifthe suggested solutions getimplemented, in the future, employers will accommodate an equalnumberof females and males. The workforce will possess diverse ideas fromdifferent perspectives of life which will automatically benefit anyorganization and result in success. Additionally, genderdiscrimination in the workplace will become limited resulting in safeand peaceful working environments (Casey, Skibnes &amp Pringle,2011). The aspect will lead to increased employee motivation hencereflecting positive results.

Conclusion

Genderinequality in the workplace leads to disparities and low workperformance. Tackling the social issue will entail training themanagement personnel in organizations and changing the communityperspectives on women’s position in the society. Despite thefeasibility of the two solutions, cultural and religion conflicts mayslow the process of change. Most employers and leaders should embracegender equality in the workplace for a developed and strengthenedfuture.

Reference

Casey,C., Skibnes, R., &amp Pringle, J. K. (2011). Gender equality andcorporate governance: Policy strategies in Norway and NewZealand.&nbspGender,Work &amp Organization,&nbsp18(6),613-630.