Gender and the workplace


Genderand the workplace



1.Men or women, who are more favored at workplace?

2.Why are women discriminated at workplace?

3.Is it true that women do not have equal potential as men at places ofwork?

4.What additional benefits do favoritism free workplaces enjoy?

5. Are there implications on national productivity due to genderinequality?

6.Is gender discrimination prevalent across the globe?

7.What changes would be noted if favoritism against women at workplacewould be abolished?

8.What is the viable solution for the theme of discrimination at placesof work?

Inthe contemporary society, the subject of gender equality in places ofwork has become an integral issue. In many places of work, theprivileges given to men do not equal those given their womencounterparts. For this reason, women continue to earn less in theircareers though in the same positions as their men counterparts. Therehave been varied standpoints among managers and bosses on this issue.While a few of them think that gender inequality in workplaces iswrong and degrading, a majority of them consider it right claimingthat women should be treated as ‘inferior’ since they are notnaturally competitive as men. This paper seeks to find out whetherthe gender inequality in places of work is justifiable or not.

Awoman in a paid job is less of strangeness these days than it wassome centuries ago. With the age of industrialization, the societyhas witnessed an inflow of women in the labor force. Nevertheless,this incorporation of women as active contributors in the labormarket has not been done on an even basis with men. There have beennumerous efforts to eliminate favoritism in the workplace. However,research has indicated that women are still discriminated upon in theworkplace. As a matter of fact, the gap of inequalities between thetwo genders in paid job is still, astonishingly, a large one.

Onthat note, the big question becomes are there repercussions for thisinequality between men and women in places of work? Certainly thereare serious repercussions that may have been overlooked in many wayssome of which are discussed below. In today’s job market bothsexes, as it will be seen later in this essay, are of equalimportance regardless of their strengths or weaknesses (Brinton,2014).

Genderequality always attracts top talent

Aplace of work that is equally pleasing for both women and men willalways offer businesses access to the whole talent arena.&nbsp Aswomen are progressively getting more highly educated every day, aplace of work that does not attract women has the risk of forgoingbest talents to competitors (Giang,2013).

Genderequality can cut down on expenses

Replacinga departing member of staff can cost more 75% of a business’ annualwage.&nbspAs both men and women are more probable to remain with anorganization they consider as fair, worker turnover for anorganization providing gender equality can be cut down, thusdecreasing the high cost of recruitment (Giang,2013).

Companieswith gender equality have optimum performance

Asignificant body of research proposes a connection between betterorganizational performance and gender equality.&nbsp While there area many reasons to explain this connection, one aspect is thatdiversity joins varied perspectives, generates a more holisticsummary of the issues an organization faces and prompts greatereffort, leading to enhanced decision-making (Giang,2013).

Genderequality enhances national competitiveness and productivity

TheWorld Economic Forum (WEF) has found a strong connection between anation’s competitiveness and the manner it educates and utilizesits female talent.&nbsp It affirms that empowering women indicates amore efficient utilization of the country’s human talent endowmentand cutting down on gender inequality enhances economic growth andproductivity. Therefore, a country’s competitiveness relies on,among other issues, on how it trains and uses its female endowment(Coontz,2013).&nbsp

Inthe Australian perspective, the Grattan Institute has reasoned outthat getting rid of hindrances for women to go into the labor forceshould be an economic modification main concern (Coontz,2013).&nbspIt has seen that increasing female labor force participation by 6 %has the likelihood of adding $25 billion every year to the Australianfinancial system.

Genderinequality wastes resources

Despitethe fact that gender inequality is still prevalent, not only docountries foregoing the significant inputs that women give to theeconomy, but also there is a waste of years of investment in youngwomen for higher education. Universities across the world graduate agreat percentage of female students but only a small percentage ofthem are incorporated in paid employment compared to a significantpercentage of their men counterparts. This indicates that nations arefailing to capture the considerable economic input tertiary educatedwomen provide.

Throughenhancing equality, men and women will get equal chances tocontribute both in workplaces and at homes, thus promoting theirindividual welfare and that of society (Waber,2014).

Inconclusion, the goal of gender equality in places of work is torealize broadly equal results for both men and women, not preciselythe same results for all individuals.&nbsp In order to achieveequality, workplaces ought to offer equal remuneration for both menand women for work or comparable value. There also should be fullremoval of obstacles and equal contribution of women in the laborforce. Nations also ought to enhance full access to all industriesand occupations including to leadership positions for both men andwomen. Finally, abolition of discrimination on gender basis mainly inregard to family and caring duties for men and women could be ofgreat significance. It is now clear that gender discrimination inplaces of work does no good to the country’s economy and that thebelief that women are inferior to men in career field has no basis.


Waber,B.(2014).WhatData Analytics Says About Gender Inequality in the Workplace. Retrievedfrom: inequality-in-the-workplace-what-data-analytics-saysGiang,V. (2013). WhatMen And Women Really Think About Gender Equality In The Workplace.Retrieved from: really-think-about-gender-equality-in-the-workplace-2013-8Coontz,S. (2013). WhyGender Equality Stalled.Retrieved from: stalled.html?pagewanted=all&amp_r=0Brinton,M. (2014). GenderInequality and Women in the Workplace.Retrieved from: