...appearance (News Ltd, 2014). This is just one of the many obstacles women face when striving for equality in the workplace. This paper will explore the disadvantages women face in the workplace, including the gender pay gap, the under representation of women in senior leadership roles and sexual harassment. A plan to address these disadvantages will be outlined and justification of why it will work will be provided. At the outbreak of world war one far fewer women than men participated in work, and they tended to be lower-paid domestic occupations, as the women’s main role was seen to be in the home. The withdrawal of approximately half a million men, most of who had been in the workforce, still did not result in their direct replacement with women. Women’s contribution to the workforce rose, but the increase was in traditional areas of women work, for example in the clothing and footwear industry. Unions were unwilling to let women join the workforce in greater numbers in traditional male roles as they feared it would lead to a lowering of wages (Adam-Smith, 1996). Since the early 1900’s the country has come a long way and developed at a rate faster than anyone expected, take for example technology, people are walking around with the computing power that put a man on the moon in their pocket, yet in 2014 there is still gender inequality in the workplace. Lack of pay equity and equal opportunities is an issue for every women in the Australian workforce, and sex inequality...
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...Is it suitable for Multicultural Organizations to inherit the assumption that Work Life Balance Policies are Gender Neutral? Introduction Definition Work Life Balance is not a homogenous concept, and not amenable for precise definition as different people interpret WLB differently; the ideal ‘balance’ can vary at stages of the life cycle (Chandra, V., 2012). Experts within the field have faced difficulties in trying to define the concept, regardless of the wealth existing literature on the subject. WLB policies have been defined as ‘those that enhance the autonomy of workers in the process of coordinating and integrating work and non work aspects of their lives (Felstead et al, 2002). From an employees perspectives it is the maintenance of a balance between work and family responsibilities. This definition allows for a wide range of policies to be included under the guise of WLB initiatives. WLB policies in an organizational setting include, but are not limited to, flexible working arrangements, child and dependent care and family and parental leave (Bardoel, 1998). Importance Many Human Resource Professionals, employers associations, government departments, trade unions, academics and voluntary organizations around the world are currently debating and often enacting, policies and practices designed to promote work life balance (Fleetwood, S., 2007). The effective management of WLB is an issue increasingly recognized as of strategic importance to organizations...
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...Contents Topic 3 Introduction 4 Gender Equality in Workplace 5 Conclusion: 11 References List: 12 Topic Gender equality in the workplace is still a major issue of concern in many countries, including Australia. What is it that makes this such an apparently impossible issue to resolve? Critically examine the implications, of this gender inequality, for efficient and effective work and management practices in companies today. Introduction Gender inequality issue originates from Christian ideology, which advocates traditional thought of “male superiority to female”. In the workplace, gender inequality causes unequal treatment between male and female employees, such as women are typically more difficult to get promotions than male; they do the same work as male but get paid less than men, they even suffer from other issues such as sexual harassment. Sexual harassment exists in most countries including Australia. As long as the society couldn’t reach to gender equality, people’s human rights will be threatened whether people in the workplace, or anywhere else. This essay introduces the histories and background of gender equality, and further examines the gender equality improvement in Australia, as well as the effects of this issue in the workplace. Moreover, there also several suggestions for companies on gender equality promotion and related policies making. Gender Equality in Workplace Grown (2003, p.2) claims that the term ‘Gender Equality’ narrates the measureable...
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...[pic] Work-life balance, employee engagement and discretionary effort A review of the evidence March 2007 Literature review by Dr Mervyl McPherson of the EEO Trust. Extracts from this publication may be copied and quoted with acknowledgement. ISBN No: 0-9582233-4-3 Equal Employment Opportunities Trust PO Box 12929 Penrose Auckland New Zealand Phone: 64 9 525 3023 Fax: 64 9 525 7076 Table of Contents Preface 3 Executive summary 4 1.0 Introduction 6 2.0 Definitions and evidence of relationships 6 2.1 Work-life balance 6 2.1.1 Productivity 7 2.1.2 Relationship between work-life balance and productivity 8 2.2 Workplace/work-life culture 11 2.2.1 Relationship between work-life balance and workplace culture 12 2.3 Discretionary effort and employee engagement: going the extra mile 16 2.3.1 Relationship between discretionary effort/employee engagement and productivity/profitability 20 2.3.2 Relationship between work-life balance and discretionary effort 21 2.3.3 Relationship between workplace culture and discretionary effort 23 2.4 Summary of inter-relationships of key factors 24 3.0 Changing a workplace culture 26 3.1 Case studies of culture change 27 4.0 Conclusion 29 5.0 References 30 Preface Employee engagement has been identified as critical to competitive advantage in a labour market where skilled, committed...
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...Women in the workplace: Obstacles they may never overcome For decades, women have been striving for gender equality in the workplace. Since then, there have been several laws that have been passed to project and protect gender equality. One of these laws is the Employment Non-Discrimination Act, and this law prohibits discrimination based on sexual orientation and gender identity. Although these laws are enacted, many places of employment do not implement these laws. Because of this, gender equality in the workforce has been very delayed, and women are still struggling for equality. The feminist movement has been ongoing for several decades, and although the movement has made tremendous strides towards total gender equality in the workplace, there are some barriers that will never be overcome such as salary differences, gender stereotypes, and anatomical differences. What is Discrimination, and how does it affect women in the workplace? The legislation defines discrimination as treating one person in a less favorable way than another person (“overview…”). In the workplace discrimination is evident in all areas of work. Discrimination can range from unequal pay to sexual harassment. More specifically discrimination can be based off of 9 grounds: gender, civil status, family status, sexual orientation, religion, age, disability, race, and membership of the traveler community (“overview…”). Women in particular often experience this discrimination when trying to obtain a job...
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...their career. Therefore, as environmental and social program, Corporate Social Responsibility (CSR) addresses to this issue throughout initiatives, strategies, and activities to provide gender equality in the workplace. There are different beneficial sides of gender balance in the workplace, such that providing of human rights and morality, increasing the productivity, and helping to the skilled labor to include in workforce. Parminder Kaur is one the authors who touches this issue in her article, “Corporate Social Responsibility and Gender in...
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...workforce is a modern phenomenon, it would not be possible without the pioneers of the Women’s Rights Movement; however there are still challenges women face, such as gender discrimination. Gender discrimination is treating individuals differently in their employment specifically because the individual is a woman or a man. Currently the federal law, Title VII of the Civil Rights Act of 1964, protects individuals from discrimination based upon sex or gender. This law makes it illegal for an employer to discriminate against individuals because of their gender in the following actions: hiring, firing, and other terms and conditions of employments, such as promotions, raises, and other job opportunities. Title VII covers all private employers, state and local government, and educational institutions that employ more than 15 individuals. Even though gender discrimination is illegal for companies to discriminate against, it seems to still be an issue in the 21st century. The focus of this research paper is on gender discrimination in the technology industry in Silicon Valley as recent news scandals by companies such as Google, Facebook, and Twitter have made mainstream media, the reasons why women are behind in the technology industry and how companies manage or should manage their operations in order to prevent gender discrimination. It is an unfortunate fact of life that much of Silicon Valley and the technology industry is...
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...Attitudes towards Gender and Leadership Effectiveness By: Claire Duthil Attitudes towards Gender and Leadership Effectiveness Abstract This paper seeks to review and discuss the roles of gender in leadership and how they are effective. As shown from previous overviews, the evidence for sex differences in leadership behavior is still mixed, yet it is clear that these sex differences have not vanished. Although we are in the 21st century, women face hardship every day in the workplace as leaders. It is argued that sex differences in leadership styles is one of the main reasons in which male and female leaders work with different styles. Organizational factors like sex-composition of the immediate working context and hierarchical level are important moderators of leadership styles. For example, women are more likely than men to lead in a style that is effective under contemporary conditions (Eagly, Carli, 2003). To contrast these claims, Veccho claims that "women have some disadvantages in typical leadership style but suffer some disadvantages from prejudicial evaluations of their competence as leaders, especially in masculine organizational contexts" (Veccho, 2002). All in all women are rising into leadership roles at all levels. Problem Statement The society has always been in a need of effective management and efficient leaders on top. The roles of leaders determine the course and successfulness of the processes in all walks of life. In times...
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...Gender Roles in the Workplace: Annotated Bibliography Karissa Roveda Oakland University Rochester, MI Adler, M. A. (1994). Male-Female power differences at work: A comparison of supervisor and policymakers. Sociological Inquiry, 64(1), 37-55. This article spoke of the positions of power between men and women, and how policymakers and supervisors distribute that power to men and women. In the work place, when considering for advancement, employers have undefined criteria such as personality characteristics and potential managerial qualities. These standards become the cause of inequality in authority and power at work place. Jobs that are available for women have low wages and also less authority. Similar research studies have shown similar points, in that inequality is found at the workplace because of such gender based characteristics. Even though women were shown to be more educated, they do not follow the same status. The researcher in this study used methodology to find these inequalities at the work place. The study consisted of four data points to test and used 531 women and 619 men for this data. The author collected data for power in wage labor, employment, sample characteristics and occupation by education. The results showed that men achieve higher positions and also showed they have a higher chance at a supervisory level and more authority than women. In the workplace, gender is a major part of determining positions of power. Also, it shows that education...
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...The Impact of workforce Diverity Tinei Fuimaono Nanai Kaplan University The Impact of Workforce Diversity Diversity in the workplace can be controversial. It is mostly controversial when it is considered negatively. Thankfully there are many laws to protect the rights of many minorities who are usually discriminated against in the workplace. Interestingly, since companies “have to” hire applicants without discriminating, they found that it is actually beneficial to have diversity in the work environment. There are many advantages to having diversity in age, gender, and disabled employees in the workforce. Age diversity is healthier and more interesting in the workplace. It becomes a learning experience for both young and old age groups. Many young employees learn from the older groups that have been a part of the company longer. Likewise, many older employees learn about the new, fresh ideas from the younger workers. Both age groups tend to balance each other out. While the younger employees tend to be fun and agile, they usually do not have the discipline or the stamina as the older workers, so it is good to have the older workers in the company to help keep the younger guys on point. Young workers are easier to train; therefore, they retain the company’s goals and standards easily. The age groups are different, so they also have different experiences and insights which make it better for the work environment. There may be times when tempers and attitudes can get out...
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...2016 Ashley Huffman Implications for Human Resource Development Paper As explained in our text book Management of Human Service Programs, 5th ed “diversity is both a goal and a process to be managed” (Lewis, Lewis and Packard, 2012). Diversity can sometime be complicated with regards to fully understanding it. In addition there are many values to being diverse; however with diversity comes (organizational) discrimination. Today we will discuss diversity’s role within the workplace, its implications for human resource development, and discrimination. Diversity and Discrimination Defined Diversity can be defined as more than one type, ideas, cultures, and race (Merriam Webster, n.d). Diversity’s role within the workplace aides in areas like increased company exposure, conflict resolution, and networking. Discrimination is defined as “the practice of unfairly treating a person or group of people differently from other people or groups of people” (Merriam Webster, n.d ). Discrimination role within a workplace is not tolerate. In addition there are laws in place that prohibited discrimination in almost all forms and types. Discrimination at Play An over 50 year women name Beth was hired to work as part of the senior management team for an automobile manufacturing company. Prior to her hire the senior management team was made up of 7 males, making her the only female on this team. The practice of this company included having employment contracts for all those employed on a senior...
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...personality skills. The purpose of this research is the employee job satisfaction survey can help company have high quality diversity management. The Diversity Management More and more company managing workforce use different tools and program, that’s make sure manager focus on the hygiene factors and motivators. Because of employees have different culture and social behaviors, depends on the different ethnic background and religions the employee have different organizational behaviors. Managers should be bringing people together into a cohesive, normal group and productive unit, managing diversity in the organization is very important for company. About diversity management, there are 5 steps to help managers to managing diversity in a workplace. Step 1: All of employee personnel policies are based on the employee performance. Make sure the tenure, ethnic background, religions and other category have positive influence for management policies. Managing diversity should be begins with high equality policies from company. While those policies are active, the manager can use it throughout the whole group. Step 2: When hiring people, manager should be focus on the candidate’s experience and skills, not age or any other category. Because of the organization benefits based on diverse and qualified workforce. Step 3: Managers are responsible for...
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...ANNOTATED BIBLIOGERAPHY Introduction The differences brought by gender in work have caused more and more people’s attention, which has been a hot topic for a long time. With the change of society, an increasing number of women have engaged in work and their roles as leaders in work have also caused people’s attention. The purpose of this bibliography is to find the changes of gender in leadership. With the development of society, the number of female leaders is increasing in recent years (Michelle and Elaine, 2008). According to (Stewart, 2009), there are more difficulties facing female leaders than male leaders, which makes it difficult to involve more females in the leading positions. A research (Hilary, 2009) indicated that although the number of female leaders is increasing, the ratio of female leaders in leadership is not balanced and more females should be involved in management positions. According to Kaycee (2010), the changes of gender in leadership have been in the process, which can be proved by the changes of people’s attitudes to female leaders. Reference | Michelle M & Elaine Y(2008), The trend of female leaders in organisations, Journal of Management, 23, 7, pp 105-124 | Type of Article | Literature review | Aim\purpose | The purpose of this article is to find out the changes of female leaders in the past decade and explain the reasons of the changes and then predict the trend of changes. | Approach | This paper reviews previous theories...
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...schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We focus on long workweek, flextime, compressed workweek, variable workweek length and/or variable workweek schedule. Statistics Canada’s 2003 Workplace and Employee Survey data linking employee microdata to workplace (i.e., employer) microdata are used in the analysis. Results show that more than half of the workers covered in this data have at least one of the five specified types of flexible work schedules. Employment status, unionized work, occupation, and sector are factors consistently associated with flexible work schedules. Personal characteristics such as marital status, dependent children, and childcare use are not significantly associated with flexible work schedules, and females are less likely to have a flexible work schedule than are males. Overall, results suggest that flexible work schedules are created for business reasons rather than individual worker interests. KEyWORDS: work schedules, non-standard work, work-life balance This paper examines whether flexible work schedules in Canada are created by employers for business reasons or to assist their workers achieve work-life balance. We first explore the prevalence of different types of flexible work schedules in Canada, and then examine work, personal, human capital, workplace, and sector characteristics that might be associated with flexible work schedules. For flexible work schedules...
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...utilizes its female talent," said Professor Klaus Schwab, founder and executive chairman of WEF. India has the lowest percentage of women employees (23%), followed by Japan (24%), Turkey (26%) and Austria (29%), according to the Corporate Gender Gap report brought out by the World Economic Forum on March 08, 2010. Work-life balance among women is now-a-days a crucial issue that many organizations are taking into consideration. When employees go back to their homes, they should not carry any organizational stress with them. A woman has two roles to play- personal and professional; each role having different set of demands. Such role demands are overlapping due to geographical issues. Women travelling 2-3 hours to reach workplace are having considerably high stress. This impact on performance pressure and losses for all concerned: the individual, the family and the organization. This leads to family–work conflict (FWC) and work–family conflict (WFC). FWC and WFC are more likely to exert negative influences in the family domain, resulting in lower life satisfaction and greater internal conflict within the family. This research intends to reveal significant results with respect to the facilities provided by the employers for the work-life balance of women and the conditions that hamper them to work due to geographical distances. A sentence that brings the idea of work...
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