After years of turmoil and discussions around the globe, women are still subjected to discrimination and inequality at their workplaces. A lot has been done in the past few years, yet there remains a tremendous amount of work to be done to close the gender gap.
What is Gender Inequality?
Gender inequality is the social process wherein men and women are not treated as equals. The unequal treatment may arise from distinctions regarding biology, psychology, or cultural norms. Some of these distinctions are empirically-grounded while the others are socially constructed.
As an organisation, it is very important to establish equality in terms:
• Equal pay and benefits for comparable roles.
• Equal consideration of needs.
• Equal opportunities for progression and promotion.
Instances of Gender Inequality at Workplace
• Unequal Wages: Unequal wages for equal work done is one of the most pressing issues of inequality at workplace.
• Unfavourable Recruitment Strategy: This can include questions about whether a female candidate intends to have children, or preferring male members for a specific job with no just reason.
• Different Opportunities: Some businesses have career progression opportunities that favour men over women.
• Redundancies: Terminating a female employee for making a claim of unequal treatment at work.
• Bias: Showing preferential treatment towards male colleagues over female ones, such as in promotions or suggestions.
• Sexual Harassment: Instances of gross misconduct due to the gender of an individual are very common.
• Holding Sexist Views: Promoting outdated views about men or women, such as outdated gender stereotypes can be seen at various jobs.
How has Gender Inequality at Workplace affected the holistic development of women?
Reports show that the high incidence of violence against women and other forms of discrimination on the basis of their gender, not addressing the agenda perpetuates helplessness and fear of taking action. This not only affects them physically but also messes with their mental state demotivating them to enter into business and employment.
This in a nutshell affects their holistic development and prevents them from becoming individuals of high worth and value.
Gender Pay Gap Reporting
The gender pay gap is the average difference between the remuneration for men and women who are working the same job. Women are generally paid less than men.
According to the recent surveys, 4 in every 5 women miss out on a raise, promotion or work offer based on their gender in India. More than 22 per cent of working women said their companies exhibited a ‘favourable bias’ towards men at work and that is one of the reasons of being employment dissatisfaction.
How companies will benefit from bridging gender pay gap?
Reports state that diversity and inclusion are important to creating a successful workplace. A diverse and inclusive workforce results in greater employee engagement, innovation, financial returns and market share and leads to the success of the organisation.
If more women entrepreneurs come forward, can we eradicate this problem?
At present, in our country less than 13 per cent entrepreneurs are women. A woman who owns her own business is more likely to be aware of her rights and gender inequality at workplace can be considerably reduced. Owning a business gives her to financially autonomy and reduces her dependency on the status of the quo. Women entrepreneurs are less likely to be discriminated or harassed as she is independent and powerful enough.
If more women enter the field of entrepreneurship, then this can be a very important step to eradicating gender inequality at workplace.
Organisations working to increase women employment and eradicate gender inequality
SEWA(Self Employed Women’s Association)It was established in 1972, initially in Gujarat but is now recognized globally. It works to increase women employment and protect women against any kind of discrimination, trying to improve their standard of living.
UngenderIt was established in 2016. It works to provide inclusion to every gender and eradicate gender inequality at workplaces.
CREAIt was established in 2000 and has been working since to provide rights to women and reduce gender inequality.
Promotion of Gender Equality at Workplace
• Evaluate the job specifications to look for barrier that stop women from reaching roles that are more senior.
• Be transparent about the wages given to ensure women aren’t receiving less for the same roles as men.
• Promote a better work-life balance for both genders so that familial responsibilities do not become a barrier in their employment.
• Offer training and mentoring to the employees.
• Be sure to have an anti-harassment policy in your workplace to ensure the participation and safety of all.
• Increase diversity in hiring new hires.
• Begin a pay audit to evaluate if male and female employees are being paid equal comparably.
• Create an open-minded atmosphere at your organisation.
Which article in the Indian Constitution promotes gender equality at workplace?
Article 14-18 of the Indian constitution deal with ensuring equality among all.
Article 14 states that “The State shall not deny to any person equality before the law or the equal protection of the laws within the territory of India.”
The said article is clearly divided into two parts – while it commands the State not to deny to any person ‘equality before law’, it also asks the State not to deny the ‘equal protection of the laws’.
The concept of equality requires the State to give special treatment to persons in different situations in order to establish equality amongst all.
Equality, as guaranteed in our Constitution, not only stands for formal equality but also to provide for real and absolute equality. Articles 14 and 15 enable and contemplate classifications to achieve the Constitutional Objective of real equality for all. Articles 15 and 16 prohibit discriminatory treatment, but not preferential treatment of women, which is a paramount step towards ensuring equality.
Article 17 deals with the abolition of untouchability while article 18 abolishes the giving away of titles, however military and academic distinctions are exempted.
