MGTS7610 Management Communication Assessment Answer

Ignoring gender equality at workplace

Depending upon the current statistics of the Global Gender Gap Report 2020, it will took more than 100 years still to achieve the gender equality at work place after considering in detail the current rate of progress. This report is of utmost important to consider as a shock therapy in order to push governments, N Go's, companies, non for profit organizations into action. The data given an opportunity to provide welfare opportunities for the women workforce. In the coming situations example the Covid- 19 pandemic efforts have to be more if we want to get better results and more women participation everywhere. Due to economic slowdowns slowdown of selection of women at workplace and their turnover slipped down to governmental and corporate agendas. Women's are badly affected as the participation of the workforce goes down considerably, These major industries are poorly affected by the pandemic such as hospitality or the food and services depending on the intersections with groups say gender, religion , casts etc. The diversity is equally important for more progress for the coming generations. This turn into as the diversity. There are other diversity parameters too which came up with other results on other diversity parameters and made intersection with the gender possible totally fetch different results for the companies in order to measure the performance and secondly identification of the identify gaps used. And for this the result came with flying colors which have large-scale houses and company taking other forms of gender metrics.

Financial Decisions with Reports consideration

Women are no longer lagging behind when they are compared with the menfolk’s. This shows the ways of proper demonstration which have to be duly considered keeping in mind the gender equality at all the levels. As per reports the total equity and other fixed income parameters found covering most of asset under managements. As per the reports many other companies to take great initiatives when applying gender score cards for women complying with the requirements of involving women work force. These companies are as Morgan Stanley which truly encouraged analysts to include the gender based score cards in their investment purposes also.

There are still changes in the framework of different companies. In the year 2018, the State Street Global Advisors as per their findings announced to vote only for male members, however it is the Black Rock which want some mandatory requirements in order to include two male boards in the case of UK, .US and Australia as of 2020. The statistics proved to drop up by the companies.

Fox Gestation Actifs, in November allow the CEO of the company as the CEO. It launches Valeurs Feminine Global Funds. The employees are too much in the list having the data for about funding of the venture capital funds or say investments. The need for the gender equalities generally felt for the large cap companies and set expectations for the so called developing markets There was a report published for the companies duly listed in Nairobi Securities Exchange responsible for listing around 61 companies also adhere to the companies for maintaining the threshold limit for complying with the gender lens activity. This is one of the interesting perspective for encouraging the development activities needed for the deployments of funds.

Overview of the Basic Parameters& Required Methodolog

This is a generalized perspectives for providing the directions for number of women at board level. And if provide in a shorter extent then it would lead an executive positions. These of course provides a more positive approach for the women's for showing their calibre a lot increasing their credit worthiness There are various questions to address for women participation and their drive change with the mega giants of the business world. There were article published with more women participation in the board. The first parts deals with more women on boards. It will discuss more of the rationale if women have to independently deal with the matter of the Board. The second part deals with other phenomenon which is known as’ moving up the ladder showing the criteria of different responsibility possess and the actual re numeration involved. The third part of the article deals with the care responsibilities specially in the time of showing the importance of family care polices showing their career development’s needs. There are around 3500 companies who had the listing and participation in the Corporate Sustainability Assessment for showing its result in Dow Jones Sustainability Index measures and the data collected providing in the market place to decide its evident parameters.

Reasons for gender inequalities of women

Before addressing the remedial actions, it is pertinent to consider the reason for the gender inequalities so that there would be better participation of the workforce and better health places providing better opportunities and shows the reasons for the drives and the gaps entering before true gender e quality. Nearly 1/4 of young women with the age group between15-24 do not have much access to education. They even failed to finish the basic primary classes. If taking the proper criteria and evaluation parameters it is around 2/3 as women. It means near about 58% are unable to finish their education on time. This is one of the reasons for lack of education of girls and their lack of opportunities for heading up at the bright position.

It is pertinent to note that there are six countries in the world only have all the legal rights as that of men. So it can be easily understood that there is no lack of opportunities for women workforce but the society is not accepting at par with that of men community. Here the proper battle is upon the belief that there are certain beliefs that there are certain jobs which the men can easily handle and better equipped with that of women. So for this reason they have the majority hikes in their pays or salaries with that of women. Women are totally underpaid for the unpaid labour so even they took all the hardships and do extra work so that they would get financed only after doing much amount of work. According to the reports of the World Bank it was found that women’s always live in lot of dominance and largely confronted with domestic violence and sexual violence dominance. Both these situations made the women life miserable and they have to fight for their freedom and liberty. So there are many cases of lack of legal protection against harassment in the workplace even at public places and at school. These have become an unsafe place and without protection they cannot lead a balanced life and compromise with their goals.

The company must treat every workforce equally irrespective of being male or female or Trans as it is the work which matters a lot. Regardless of everything the people should pay equal and fair opportunities and benefits to everyone. Some of the equality rights are: The pay gap should be equal for everyone irrespective of the gender gaps. It is not always the male counterparts who should always win. Everyone should be of equal rights including promotions and rewards. You cannot deprive anyone of their right due to any biasness of their gender. Education is must about the gender biasness and the remedies and Intensive Training like Implicit association Team.

Conclusion:

Talking about the remedies we should appoint safety officers and planning committee have to be construed. There would be the Society for human Resource Management responsible for all compliances. There would be proper Code of ethics and nomenclature. The payment has to be equal irrespective of the gender, there can also be volunteer or donate to the voluntary associations or the NGOS working for the development of women. There have been huge success rates as the women are gaining huge recognition at national as well as international level. There are also very good in non- traditional fields also. High literacy level help to maintain the gender imbalances to educating the girl child and a Zero tolerance level to recover from the situation. Even the household chores have to be distributed equally between men and women. Women’s are not so stronger in comparison with the physical qualities like that of men. There should be equal structure in the work pay for both men and women because in education as well as in training parameters everything every code of conduct is just the same. You cannot say that you teach less to a girl child in comparison with that of men.

References:

Marie Ehlicher Lotto: Gender Equality in the workplace going beyond women on the Board: The Sustainability Book.

Human Rights Career: Causes of Gender Equality

Elena Essig, Richard Soprano; rethinking gender inequality in the workplace: a framework from the male perspective; DANS Management 2019/3 (Vol.22)

Channer,Zahid Ali: Abbassi, Zareen: Ujan, Imran Anwar(2011): Gender Discrimination in workforce and its impact on the employees, Pakistan Journal of Commerce and Social Science (PJCSS), ISSN 2309-8619, Johan educational Society, Pakistan, Lahore, Vol 5, Iss.1,pp177-191

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