Gender equality has a crucial impact on the
day to day operations of a business. A workplace that holds gender equality as
a core value attempts to achieve equal treatment and opportunities for everyone
regardless of their gender. This goes for both men and women. Women are kept
out of management positions, offered lower salaries on average, and are treated
unfairly when they may become pregnant. Men, on the other hand, are offered
inadequate flexibility in their career because men are not expected to be as
involved in parenting. Gender inequality in the workplace not only has an
adverse effect on employees, but also damages business.
Despite the rise in women pursuing higher
education, women still do not have equal access to job opportunities and promotions.
Many organizations in industries dominated by a single gender are missing out
on half of the talent pool. Men are more likely to work in construction,
mining, and manufacturing, while women dominate education, healthcare and
retail. However, men always outnumber women in leadership positions. This
unfortunate situation is sometimes called the “glass ceiling”.
The most relevant and well-known form of
gender inequality in the workplace is the gender pay gap. Companies tend to have
a gender pay gap, starting at the graduate level. In the EU the average gender
age gap is 16%. The largest pay gap in the world is in South Korea – a
staggering 37.5%. Even though women are at least as educated as men, their
skill sets are undervalued because of their gender.
Employers’ expectations of men and women in
the workplace will often differ. For instance, rational and emotional are
seemingly the most frequently used adjectives to distinguish men and women. Pregnancy
has a tendency to stall women’s careers. Career breaks, pregnancy leave and
part-time employment are not the security that employers look for, leading to
the stall in most women’s careers.
Men are the forgotten victims of gender
inequality. Male workers are not encouraged to work flexibly, which is
necessary at certain ages when they have family and children. Men are not
expected to be engaged in parenting and rather just focus on their careers.
Consequently, they are likely to be judged during and after parental leave. Flexibility
is important; the Diversity Council of Australia stated ‘Flexibility in a role
is one of the top 5 top employment drivers for men’.
Gender equality helps companies attract
talent and improve productivity. Organizations that uphold a diversity policy automatically
gain access to the entire labor pool. Talented employees are talented
regardless of their gender and a diversity policy is better at finding the
right person for the job. Furthermore, diversity helps to have a better understanding
of industry knowledge, widening target customers and market share. Women and
men have different perspectives, and solve problems differently.
Gender equality helps to prevent sexual
harassment in the workplace. Although women are the usual victims, harassment
on men is on the rise. Managers should be proactive on this issue to avoid
conflict, loss in productivity, and a damaged reputation.
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