Gendered organization and internationalist - MyAssignmenthelp.com

Question: Discuss about the Gendered organization and intersectionality. Answer: Introduction In recent years, the role of women in business has grown substantially, and they started getting jobs in the middle as well as top-level management positions. Though, it has seen that the number of female employees who reach a top-level position is considerably low when compared to men. Women have continuously proven that they no less than compared to men, and they perform take proper responsibility of top-level positions as well. Women throughout the world have proven that they can perform better than men. Even with a significant number of achievements, women did not receive similar respect as compared to men. They still face the issue of gender inequality and still corporations did not prefer to assign them top-level executive positions (Acker, 2012). There are various reasons which create invisible barriers for women that stops them reaching to a top-level position. One of the key issues faces by women is gender inequality. It has been proven by various studies that corporations p romote employees not just based on their performance rather than their contribution to the enterprise or how much are they willing to sacrifice for their top-level position (Hook, 2010). Female employees face the issue of inequality because they are unable to contribute to an organisation as much as a male employee can do because of natural or social factors. Women throughout the world face the issue of gender pay gap which means they receive less salary or benefit packages them compared to their male colleagues. In Australia, gender pay gap is a serious problem which affects a large number of female employees throughout different industries (Watson, 2010). This report will analyse the issues faced by human resource department while managing and retaining employees in an organisation. The primary aim of this report is to analyse the problem of gender inequality gap faced by women worldwide. The report will evaluate the issue of gender pay gap and how it is negatively influencing female workers even in multinational corporations. This report has a wider scope, and it will focus on analysing the gender inequality issues face by women worldwide and how the administration has failed to address the problem of gender pay gap. The report will assess how gender pays gap influence human resource practices in a corporation. The report will include examples of various companies that have succeeded or failed in addressing this issue. Further, the report will provide recommendations that can assist in addressing the issue of gender inequality and reduce the gender pay gap. Issue of Gender Inequality Modern corporation implements diversity management strategies that focus on establishing a positive workplace environment that promotes and supports people from different cultures, religions, and race. Equal employment opportunity (EEO) is defined as freedom from discriminations based on gender, race, religion, age, or disability in order to receive equal growth opportunities (Card, Cardoso Kline, 2015). The Equal Opportunity for Women in Workplace Amendment Bill 2012 provides policies that promote gender equality and equal pay in modern corporations. The Equal Opportunity for Women in the Workplace Agency is a federal body which performs the activities of data gathering and implementing government policies in order to promote equal equality and equal pay in companies (Baird, Williamson Heron, 2012). Gender inequality still exists in modern corporations despite the national and international measures that are taken by governments or organisations for addressing this issue. Out of 1 35 nations, only four countries have achieved gender inequality which includes Norway, Sweden, Cuba and Costa Rica. Even after achieving tremendous success women are still receiving less salary for similar work. The human resource department of corporations face issue of high turnover and retention of female employees, therefore, they did not promote them on top-level management positions (Craig Mullan, 2010). Due to national and international initiatives, the number of women in top-level management is increasing, but the pace is considerably slow. In 2016, women help 24 percent senior roles across the world which has grown just 3 percent from 2011 (Catalyst, 2017). Women face various issues due to which it is difficult for them to achieve top executive positions. For example, it is a common conception that men work to provide their families whereas women stay at home to perform housework such as cleaning, cooking or childrens care. Although this conception is changing especially in developed nations, it is still difficult for women to work in night shift due to safety issues. The HR department finds it difficult to manage female employees performance because they are not able to equal working hours as compared to male workers. Female employees find it difficult to devote 16 hours a day in their work whereas for men it is not an issue. The women face problems such as safety issue, sexual h arassment, office politics, and racism in the workplace (McDonald, 2012). The human resource department failed to address female employees issues which increase their turnover and retention rates. Due to high retention rates, HR executive avoids hiring female workers instead of improving their workplace environment. The high rate of retention is caused because HR executives failed to maintain positive relationships with employees (Hutchinson Eveline, 2010). The HR department did not implement appropriate policies for motivating or rewarding female employees performance which increases the gender inequality issues. Challenges Face by Women due to Gender Inequality Human resource department has failed to address the challenges faced by women employees such as sexual harassment, safety issues, and racism. Other than these issues, female workers lack confidence because the business world is male-centric and it is filled with aggressive and strong males who did not prefer female at top-level positions. Due to lack of confidence, HR department find it difficult to manage and improve the performance of female employees. Top-level positions require leaders to become more aggressive and strong doing which male managers are considered as masculine, whereas, female leaders are viewed as uncaring or abrasive (Smith Villa, 2010). In case of a female manager, the HR executives face difficulty in maintaining discipline because most workers resist the decisions of female managers. The study conducted by Bleidorn, Arslan, Denissen, Rentfrow, Gebauer, Potter Gosling (2016) provided that there is a significant gap in women confidence due to which they face in equality in the workplace and find it difficult to achieve top-level positions. Most of the women in the workplace face the issue of sexual harassment; according to the US Equal Employees Opportunity Commission, more than 75 percent of the cases are not reported by the victims (Golshan, 2017). Even in developed countries, women face gender inequality issues due to which women are continuously lagging behind in terms of salary packages and accommodations. In Australia, the national gender pay gap of 15.3 percent proves that there is still a requirement for improvement in human resource policies in modern corporations (Hilton, 2017). The Workplace Gender Equality Agency (WGEA) data provides that men earn 22.4 percent more remuneration than women which is AU$27,000 a year (Workplace Gender Equality Agency, 2018). The gender pay gap in BBC (9.3%) proves that multinational corporations also failed to address the issues and even high-income female employees are facing the issue of unequal pay (Ruddick Grierson, 2017). The lack of female employees in top-level executi ve position is also a significant issue faced by women worldwide. Recommendations Following recommendations can be implemented by human resource department to address the issue of gender inequality and pay gap which promotes female employees and increase their role in top-level managerial positions. The HR department should address various issues relating to female employees such as sexual harassment, racism, and discrimination and understand their situation from a different They should implement strict HR policies to effectively manage diversity in the organisation which assist in promoting female workers in the corporation (Lavive Stutzer, 2010). HR department should implement new gender equality policies as a part of companys Corporate Social Responsibilities (CSR) model which enforces them to implement them throughout the organisation and provide disclosures on an annual basis. HR department can implement effective learning and development methods to improve the performance of female workers. HR department should establish flexible policies for female workers to create a more suitable working environment for them. They should also promote employees based on their performance and increase the number of top-level After identification of gender pay gap and lack of senior female executive, BBC decided to reduce gender inequality in their organisation. The company conducted Equal pay audit to find the reason for gender pay and implement policies according to address such issue. The corporation is focusing on reducing gender pay gap and hiring female employees to end gender equality by 2020. Other corporations should also consider the strategy of BBC to address the issue of gender inequality and pay gap. Conclusion In conclusion, female employees face issues of gender inequality and pay gap in modern corporations. The high rate of gender pay gap proves that women are treated unfairly in organisations. The human resource policies in most companies have failed to address the issues relating to female employees. The HR department avoids hiring female workers and provide them less salary for similar work. High female employee retention and turnover rates, racism, unequal pay, and growing sexual harassment cases prove that HR department has failed to address the issue of gender inequality. The number of top-level female executives is considerably low in organisations worldwide because of the high rate of gender inequality. Through, awareness about this issue is continuously growing, especially in developed countries, and HR department can implement appropriate policies to reduce gender pay gap in the organisation. Various HR policies can be implemented by HR executive to address the issue of gender inequality and pay gap such as analysing female employees issues and implementing HR policies accordingly. HR executive should promote the hiring of female employees and assign them top-level managerial positions. The corporations should incorporate gender equality policies into their CSR structure to implement it across the organisation. These policies can assist in reducing the gender inequality and pay gap which increases the number of female employees in modern corporations and promote their development. References Acker, J. (2012). Gendered organizations and intersectionality: Problems and possibilities.Equality, Diversity and Inclusion: An International Journal,31(3), 214-224. Baird, M., Williamson, S., Heron, A. (2012). Women, work and policy settings in Australia in 2011.Journal of Industrial Relations,54(3), 326-343. Bleidorn, W., Arslan, R. C., Denissen, J. J., Rentfrow, P. J., Gebauer, J. E., Potter, J., Gosling, S. D. (2016). Age and gender differences in self-esteemA cross-cultural window.Journal of personality and social psychology,111(3), 396. Retrieved from https://www.apa.org/pubs/journals/releases/psp-pspp0000078.pdf Card, D., Cardoso, A. R., Kline, P. (2015). 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