Achieving Gender Equity in the Workplace: Challenges and Opportunities
In this blog, we will explore the issue of gender equity in the
workplace, its impact on employees and organizations, and contemporary Human
Resources Management theories that can help address the issue.
The
issue of gender equity in the workplace
Gender equity in the workplace refers to the absence of bias or
discrimination against individuals based on their gender. Despite laws and
policies put in place to ensure equal treatment, gender inequality continues to
be a significant issue in the workplace. According to a report by the World
Economic Forum, it will take another 135 years to close the gender pay gap
globally (World
Economic Forum, 2021). The report also found that women are underrepresented in
leadership positions across industries and countries.
The
impact of gender inequality in the workplace
Gender inequality has a significant impact on individuals and
organizations. Individuals who experience discrimination based on their gender
are more likely to experience low job satisfaction, reduced motivation and
decreased commitment to their organization. These negative experiences can lead
to higher levels of turnover and absenteeism, resulting in a loss of talent and
productivity for organizations. Gender inequality also has a broader economic
impact, with estimates suggesting that reducing the gender pay gap could
increase global GDP by $12 trillion
(McKinsey Global Institute, 2015).
Deployment
of HRM theories to establish gender equity
HRM theories have been developed to help organizations address
issues related to gender equity in the workplace. One of the contemporary HRM
theories that can be applied in this context is the Theory of Work-Life
Balance (WLB). Kirchmeyer (2000) defines WLB as “the achievement of
fulfilling experiences in the different aspects of life that require various
resources, like energy, time and commitment and these resources are spread across
all the domains”.
In essence WLB theory, emphasizes the importance of creating an
environment that enables employees to balance their personal and professional
lives, which is particularly important for women who often have caregiving
responsibilities. Similar sentiment is expressed by Singly and Hynes as well,
where they note, “Flexible working can be used as a positive capability
spanning resource useful for workers, especially women, to adapt their work to
family demands” (Singly & Hynes, 2005).
Another imperative HRM theory that can be applied in the context
of gender equity in the workplace is the Social Exchange Theory. A
derivative of this theory, known as the Perceived Organizational Support theory (POS)
was developed by Eisenberger and his research fellows in the mid 1980’s. This
theory suggests that employees who perceive that their organization values and
supports them are more likely to have higher levels of job satisfaction and
commitment to their organization (Eisenberger R, Huntington R,
Hutchison S & Sowa D, 1986).
As such, organizations can demonstrate their support for gender
equity by implementing policies and practices that promote diversity, equity, and
inclusion. For example, organizations can establish mentoring programs, provide
training on unconscious bias, and implement policies that promote equal
opportunities for career advancement.
Conclusion
Gender equity is an important issue in the workplace, and
organizations need to take steps to ensure that individuals are treated fairly
and equally regardless of their gender. The impact of gender inequality is
significant, both for individuals and organizations and addressing this issue
can lead to significant economic benefits.
By applying contemporary HRM theories, such as the Theory of
Work-Life Balance and the Social Exchange Theory, organizations can create a
more inclusive and equitable workplace that benefits all employees.
References:
Eisenberger, R. Huntington, R. Hutchison, S & Sowa, D (1986). Perceived Organizational Support and job satisfaction [Online]. Available at: https://fbj.springeropen.com/articles/10.1186/s43093-020-00027-8 [Accessed on 30th March 2023]
McKinsey
Global Institute (2015). The Power of Parity: How Advancing Women’s
Equality Can Add $12 Trillion to Global Growth [Online]. Available at: https://www.mckinsey.com/featured-insights/gender-equality. [Accessed on 29th
March 2023]
Singley & Hynes (2005). Flexible
working, Work-Life Balance and Gender Equality [Online]. Available at: https://link.springer.com/article/10.1007/s11205-018-2025-x. [Accessed on
30th March 2023]
World Economic Forum (2021). Global Gender Gap Report 2021 [Online]. Available at: https://www.weforum.org/reports/global-gender-gap-report-2021/digest#report-nav.[Accessed on 29th March 2023]
Is it possible for organizations to measure the success of their gender equity initiatives?
ReplyDeleteYes Shadeer, businesses can assess the performance of their efforts to promote gender equity. They can achieve this by monitoring on diversity and inclusion training effectiveness, surveying employees to see if they feel supported and included in the workplace, check on whether the same category of employees are being remunerated based on their gender and even by analyzing staff retention rates within the organization.
DeleteBecause you appear to be gender equal, you as an employer or HR manager may "feel" that your staff is equal. It's slightly more complex than that though. Having a 50% female to male employee ratio may give you the impression that you are gender equal, but if you examine more closely, you may find inconsistencies. The metrics used to share this kind of information are intended to expose and pinpoint bias blind spots. As well as to monitor project development, compute return on investment, and identify opportunity and risk hotspots.
ReplyDeleteAppreciate your input Asanka, you make an important point, that gender parity is more complicated than simply having a 50:50 gender balance at work. I totally agree that a closer look at the analytics may show bias blind spots and inconsistencies inside the company. For gender equity to be completely realized, it is crucial to look beyond the initial indications and perform an in-depth investigation.
DeleteImportantance of achieving gender equality in workplaces is not only because it is fair and the right thing to do. Since it is also linked to a country's overall economic performance.
ReplyDeleteI appreciate your thoughts Lahiru. It is important to stress the significance of gender equality as a fundamental human right, even though it is true that achieving gender equality in the workplace can benefit a nation's overall economic performance. Practicing equity and fairness in the workplace are essential for building a more just and equitable society. Furthermore, it is critical to understand that gender equity programs should be driven by a strong commitment to justice and equity rather than just financial benefit.
DeleteThis blog post provides a comprehensive and informative overview of the issue of gender equity in the workplace, including its impact on individuals and organizations, and the application of contemporary HRM theories to address the issue. The post rightly emphasizes the importance of treating individuals fairly and equally, regardless of their gender, and highlights the negative consequences of gender inequality on individuals' job satisfaction, motivation, and commitment, as well as on organizations' talent and productivity.
ReplyDeleteThe application of HRM theories, such as the Theory of Work-Life Balance and the Social Exchange Theory, is a practical and effective way for organizations to promote gender equity and create a more inclusive workplace. By implementing policies and practices that promote diversity, equity, and inclusion, organizations can demonstrate their commitment to gender equity and reap the economic benefits of a more diverse and engaged workforce. Overall, this post provides valuable insights and practical recommendations for organizations seeking to promote gender equity in the workplace.
Thank you for your thoughtful and positive feedback Hansika. It's great to hear that you found the blog post informative and comprehensive.
ReplyDeleteHi Hashmath, thank you for sharing this enlightening article on achieving gender equity in the workplace. As a male employee, I believe it's vital to actively support and advocate for gender equity in the workplace. By identifying and addressing the challenges faced by women, we can work together to create a more comprehensive and diverse workplace culture. The recommendations offered in this article are valuable steps towards achieving gender equity, and I hope more companies will prioritize this important issue. Let's work towards creating a workplace where everyone can thrive and reach their full potential.
ReplyDeleteThank you very much Praveen, for sharing your thoughts and expressing positive sentiment towards creating a more equitable and just workplace culture. Let us continue to work towards a future where everyone is treated with respect, dignity and equity.
DeleteYour article is very important to the organisations. According to the Edward H. Chang, Katherine L. Milkman(2020) . They said that “Current business world is increasingly competitive. Therefor organisations unable to miss the contributions of talented women.
ReplyDeleteBy working to overcome biases in decision-making that harm women’s outcomes in the workplace, organizations can take full advantage of the offerings of the entire population and collect the benefits of increased gender variety. Otherwise how prevalent and consequential gender bias can be. Although decisions around hiring, promoting, and mentoring can be amongst the most critical choices people make in organizations. High stakes are not enough to ensure accuracy or rationality, and this is more reason why tackling gender equality in the workplace is critical”. Therefor your article is archive the idea of gender equity.
I appreciate your input Nimanthika. Happy that you thought the article did a good job of highlighting how vital gender equity is in the workplace.
DeleteThank you for this informative article on gender equity in the workplace. I have one question how can organizations effectively measure and track progress in achieving gender equity in the workplace, and what key performance indicators (KPIs) should be used to monitor and evaluate the success of gender equity initiatives?
ReplyDeleteHi Hadhil, thank you for your comment and your question on measuring progress in achieving gender equity in the workplace. In relation to your query, I trust that organizations can utilize a variety of key performance indicators (KPIs) such employee engagement and retention rates, diversity and inclusion measures, the gender pay gap, and the presence of women in leadership positions to successfully track progress. Organizations can discover opportunities for development and make educated decisions about how to close gender equity gaps by regularly tracking and reviewing these data. Additionally, interviews and staff surveys can provide useful feedback on the effectiveness of gender equity programs and areas that might require additional attention.
DeleteHi Hashmath, there is a thoughtful message is given in the article. where by taking a step to follow gender equity the overall business, nationally and globally we can see a growth in the business.
ReplyDeleteand this can lead to improve the life standard of the society as well.
Thank you for your feedback, Suhaib. I totally agree with the fact that promoting gender equity in the workplace can have advantages that extend well beyond the company, such as improved social standards of living and nationwide and global economic growth.
DeleteThe aim of gender equality in workplace is to achieve broadly equal opportunities and outcomes for women and men. This is challenging topic now a days. But situation is different our country Vs. Other countries. What you think about that? I think some ladies face difficult discomfort situations in their workplaces. We herd some bad details about that like harassments, blisters sometimes punishments... Have you some idea about that? Anyway this is good article anyone can unde6about introduction and brief idea about your main topic called Achieving gender equality of your workplace
ReplyDeleteHi Wishmila! Thank you for sharing your thoughts on gender equality in the workplace. I appreciate your recognition of the challenges faced in achieving equal opportunities and outcomes for women and men. It is unfortunate that some women face discomforting situations, such as harassment and mistreatment, in their workplaces. It is crucial to address and prevent such negative behaviours to create a safe and inclusive work environment for everyone.
DeleteAccording to my knowledge, I think gender equity should practice at home, school, and then at the workplace. Most of the harassment takes place because of not practicing gender equity in workplaces. Promoting such a culture may result in losing good performers.
ReplyDeleteYou're absolutely right, Gayan! Gender equity should be practised not only in the workplace but also at home and in schools. It's important to promote a culture of respect, fairness, and inclusivity in all aspects of life to prevent harassment and mistreatment. Creating a supportive environment that values diversity and treats all individuals with equal opportunities and respect can lead to a positive workplace culture and help retain and attract top performers. Thank you for highlighting the importance of practising gender equity at multiple levels.
DeleteTimely topic Hashmath.Benefits of gender equality in the workplace
ReplyDeleteThere are numerous benefits for companies who are intentional about maintaining gender equality in the workplace, including the following:
Positive company culture. A gender-equal work environment where all employees feel respected and valued creates an overall more positive workplace for all of your employees. When you have a gender-diverse environment, your employees will likely notice that their coworkers have talents and strengths they don’t possess themselves. The appreciation for these differences will help promote an environment of respect among the team.
More innovation and creativity. People of different genders bring unique talents, strengths and skills into the workplace, which can improve collaboration and result in a stimulating and creative environment. In fact, companies often find that a gender diversity can lead to greater innovation within the workplace.
Build a great reputation. By being intentional about promoting gender equality in the workplace, you’ll foster a great company reputation with the outside world. People who have similar values will want to work for you, and with happy employees you’ll have a positive and productive workforce.
Improved conflict resolution. Strong communication skills among employees is essential for company-wide success. People of different genders naturally communicate differently, with some preferring to communicate problems directly and others work as peacemakers. When you combine these different communication styles in one work environment, you can more easily achieve conflict resolution.
(www.indeed.com)
Hi Ridma! Great to know that you recognize the numerous benefits that come with maintaining a gender-equal work environment. Your insights on the positive impact of gender diversity in the workplace are valuable, and I appreciate your feedback on the article.
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