Should Establishments and Organizations Pay Their Employees Equally Regardless of Their Gender - Research Paper Example

Should Establishments And Organizations Pay Their Employees Equally Regardless Of Their Gender? Executive Summary Gender biases have been one of the major issues of the present day. Even with the modernisation of the different concepts the ethical consideration of the society gender biases are still prevalent among the different sectors of the society. It has been noted that the organisations has been nurturing the issues of social biases and has been creating a gap in their payment structure. This has analysed that the different approaches of the organisations in delegating the payment for their male and female employees. The research emphasises on developing the approach of the organisation towards gender biases. In order to achieve the research objective the qualitative analysis has been conducted. By the detailed analysis of the secondary resources it has been noted that the gender biases is a major issue in the present day. The organisations need to develop their traditional belief and prevent from the payment related biases on the basis of gender. Table of Contents Executive Summary 2 Introduction 4 Research Question 4 Methods 5 Impact of Sexism in Workplace 6 Benefits of Gender Equality 7 Results 9 Conclusion and Recommendation 11 References 12 Appendices 14 Introduction Gender biases refer to the discrimination among men and women due to their sexual differences. Gender inequality is persistent in every sectors of the society and is prevalent in the entire cultural domain. The complex relationship among the sexual biases is dominated by the societal rules set by the patriarchal system. Gender biases are highly prevalent at the workplaces irrespective of the societal setting and cultural backdrops. These biases leads to severe situation of discrimination in the workplace regardless of the amount of effort and productivity a female can give. Moreover, it is also observed that the perceived belief of females being less productive than the male counterpart of the society is observably paid less than the males. These biases are highly identifiable in the labour market specifically in terms of salary oriented issues. The stereotyping view of the society speculates women to be less capable than men to carry out their work related issues. Further, this perceived beliefs of the society for the women to be weak and backward develops a negative approach of the management towards the workers. It has often been noted at several instances that women get less paid than men irrespective of the society and cultural backdrop. With this regard, the paper details on the salary payment to the employees and the biases that they face in their workplaces in regards to gender and sexism. Further, the differentiation of sexual biases must be reduced so that employees get equal pay for their job roles. Research Question Should establishments and organizations pay their employees equally regardless of their gender or should the current system stay in place in order to save up money for the organizations? Methods The qualitative analysis has been conducted on the basis of different available literary sources on the specific topic Moreover, for better qualitative analysis, the inductive approach of have been implemented This enhances the quality of the approach of the research. The different available literatures help in developing evidence based approach toward the research objective. Moreover, the qualitative analysis helps in developing a better result oriented approach of the research conducted. Furthermore, for the issues related with societal development needs a more inductive approach to enhance the quality of the research. The qualitative research analyses different perspective of the literatures available that helps in developing a clear overview of the problems and provides with an evidence support to enhance the quality of the research. Further, the qualitative analysis helps in developing a logical interpretation and provides a clear insight of the approaches. With greater emphasis on the development of a proper concept would help in enhancing an in-depth understanding of the research problem (Tewksbury, 2009; Taylor-Powell & Renner, 2003). The qualitative analysis helps in developing an inductive approach to the research question and enhances the approach towards the objective of the research. This would enhance greater interpretation towards the development of a logical approach for achieving the objective of the research. The narrative data from various sources helps in enhancing the quality of the research and also improves the quality of the approach in developing a research objective. Continuous analysis and rigours research on the stated research question helps in enhancing a different overview towards the research approach. Moreover, the dynamic approach of the social sciences could never be justified through the use of the subjective methods. Hence, the continuous analysis of different literary references would help in developing a qualitative analysis of the research objective (Thomas, 2003). Impact of Sexism in Workplace Sexisms at workplaces have become an alarming issue of the recent times. There has been an upsurge among the recent organisational and structural backdrops that has been negatively affecting the general civility of the work culture. Furthermore, increasing discrimination and gender biases in the contemporary world has created a negating impact on the life and social status of the workers. With modernisation of the selective incivility in the organisations there has been an increasing phenomenon of gender based biases. These biases are observed to be against women masses of the society. This system of gender based discrimination alienates women in the organisation and jeopardises their status within the organisation. This situation of treating women separately creates a negative impact on their life and puts the women at the vulnerability of various risks. Practices of sexism at the workplaces have a negating impact on the social life of women and paves ways for the women to face situations of psychological aggression (Cortina, Kabat-Farr, Leskinen, Huerta & Magley, n.d.). This discrimination on the basis of gender biases creates a very negation impact on the development of the mental and social status of the workers. This discrimination based on gender based approaches makes women vulnerable to various risk of sexual harassment. There have been several instances at the workplace that has been evident of the sexual harassment at the workplace caused due to gender biases. The different gender based approaches of the management has been observed to create a much hindered approach of male employees towards the female colleagues. This creates a very negative impact on the work environment and even leads to occurrences of mistreatment towards women. Further, this creates a notion of power discrimination and hostility among the employees of an organisation. This gender relationship paradox has been effectively having an impact on the social status of women at large. This gender biases even creates a benevolent environment within an organisation and builds a negative situation of gender biases. The social stereotyping benevolence of the cognitive approaches has an impact on the development of a proper work culture and enhances a biased approach. This is observed to be having a very detrimental effect on the development of the social culture and degenerate the work environment (Yoder & McDonald, 1998). Moreover, in this regard the negative situations at the work places could be anticipated by the behaviour that the male employees have towards female employees. Further, male employees create a benevolent situation and malpractices in the work culture. Additionally, this creates a hindrance in the development of the cognitive skills and experiences among the female workers and even blocks their ways for development. This approach has been affecting the social life of the women as well as the productive domain of their performances. This has also been observed that gender biased approach towards women by the organisation is actually creating a very vulnerable situation for women and has been affecting the work environment within an organisation. The gender biases have also created situations leading to misbehaviour at workplaces and sexual assaults. Furthermore, this has been creating a state of inferiority among men and women (King, Botsford, Hebl, Kazama, Dawson & Perkins, 2012; Jost & Kay, 2005). Benefits of Gender Equality Gender equality is a term that helps in developing the rights and responsibilities that are equal for both men and women. It has also been observed that the gender equality refers to a series of rights and responsibilities of women within the society that leads to the development of their status. Gender equality would help in enhancing the social status as well as the varied behaviour that the women face at the different areas of their life. Moreover, by developing the gender equality people can ensure that narrow mentality of men gets mitigated and thus helps in enhancing societal development. Rather, this would also help in reducing the benevolent approaches of males towards their female counterparts of the society. Additionally, the notion of gender equality would also help in developing the dual rationale and help women achieve equitable responsibilities in the society. It has been observed that gender biases has been clogging the personal development of women and creating a detrimental effect on their personal as well as professional life. By developing gender equality at every phase of life, ethnic, social and professional development for the women could be ensured. Correspondingly, this would even develop their personal ability to integrate change and enhance their ability to perform better (Olgiati & Shapiro, 2002). By developing gender equality an organisation would be able to ensure huge improvement and ensure steady growth for better productivity and efficiency. Different perceptions of the society towards gender could easily be eradicated and help in enhancing the performance at large. This helps in developing the approaches of society towards females and enhances their process of achievements. The equitable representation of women would also help in enhancing the social status and help in including the women in the mainstream society and enhance their recognition within the society. This would help in developing a better integration of women into mainstream society and help in enhancing their personal lifestyles and social responsibility at large. This would also help in developing the cognitive skills and enhance their achievements towards work life. This would even help in prevention of alienating women among different workplaces. Further, that would also increase the sense of respect among men and help in developing a clear approach towards developing a productive workplace. By developing the position of women in the workplaces organisations would be able to develop their productivity and enhance knowledge management. Furthermore, this would also motivate women to take active action in the society and help them enhance their skills for a better lifestyle (UN, 2013). Results At the various separate societal levels it has always been observed that women faced several situations of sexual biases and has also been vulnerable to various risks of mistreatment at organisation. This has been viewed to be a reason of the gender biases that has been leading to such instances. It could also be seen that owing to the unethical practices of the organisation towards the female employees has led towards the negligent behaviour that the employees face from their male colleagues. At several scenarios, it has been noted that due to the traditional set up of the society certain jobs are specified only for the male sections of the society. According to a report presented by the Research Centers Social Demographic Trends Project RSS (2013), there have been severe differences between the labour participation rates as well due to gender biases. This distinction in the labour forces could be majorly identified to be in respect of the gender differences and social mindset of people. There has been a noticeable difference among the wage rates for men and women when both were performing at same level (Research Centres Social Demographic Trends Project RSS., 2013; Economist Online, 2011). Additionally, it has also been noted that at different cultural and traditional setting, the performance of women and men are observed to be quite different. There has been certain traditional backdrop wherein women develops a level of hindrance and secludes themselves from attaining employment. Moreover, the gender biases acts as a de-motivating factor for women to join the labour forces due to the discrimination faced not only in wages abut also in the working environment. This ethical dilemma and cultural stress has been creating a hindrance and has negatively affected the ability of women to acquire effective skills. However, it has also been duly observed that irrespective of the society, culture and background women has been performing far below men due to the traditional mindset of the society at large. Additionally, the median income of men and women across the globe is observed to be affirming the fact that there has been an identifiable difference between the incomes earned by men than that of women. Correspondingly, it has also been noted that the gender biases are prevalent in every sections of the society and has been effectively affecting the life of the women classes (Institute for Women’s Policy Research, 2014; Infographic - PayScale, n.d.). On a contrary, there has been a slight difference between the public and private sectors in respect of the gender biases. This could be because of the fact that the private sectors have less exposure to the legal polices that prevents such practices (refer to appendix). It has also been noted that at different situations women has been facing severe instances of benevolence and vulnerabilities to face the risk of misbehaviour and ill practices. At several instances it has been observed that organisation perceives women to be less performing candidates and hence tends towards paying them lesser salaries than the male sections. Organisation has also been lowering their budget for the payment of salaries by cutting down the payment of the female employees. This aspect depicts the biases faced by women employees due to the societal mindset. This attitude of the organisation is likely to create a hindrance among the female employees to develop their cognitive skills (Center for American Progress, 2014; Global Gender Gap., n.d.). Conclusion and Recommendation Society faces huge amount of backlog in respect to gender biases. It has also been noted that at certain instances different gender biases have a negative impact on the development of the society at large. Gender biases have been a societal dogma and have a huge impact on the social as well as professional life of the people. Organisations with their traditional stereotypes have been anticipating women to be less effective and productive. This perception of women being weak and less productive instigates the organisation to develop separate payment structure based on gender The different organisations in order to save their financial expenses have been curtailing the salaries of the female candidates. This is done by the organisations with their perceived beliefs that the women are less productive than their male counterparts. Further, instead of gender biases the organisation should be paying their employees equally on the basis of their performances and not on the basis of their gender. The traditional stereotype beliefs towards the employees should not be nurtured and they should be paid according to their performance and development. This would help the employees to be more motivated and would create a positive environment to integrate better cognitive skills. Additionally, the organisation should also not be measuring the performances of their employees on their gender biases but develop their performance appraisals and accordingly their remunerations on the basis of their individual performances .This would further ensure employees motivation and would help in developing their cognitive skills. Moreover, the equal payment would also help female employees to gain their reputation at work places and enhance their social recognition in the mainstream society. References Center for American Progress. (2014). How unequal pay is even more unequal for some women. Retrieved from http://thinkprogress.org/economy/2012/04/17/465806/charts-how-unequal-pay-is-even-more-unequal-for-some-women/ Chen, D. H. C. (n.d.). Gender equality and economic development. World Bank, 1-34. Cortina, L. M., Kabat-Farr, D., Leskinen, E., Huerta, M., & Magley, V. J. (n.d.). Selective incivility as modern discrimination in organizations: Evidence and impact. University of Michigan, 1-55. Economist online. (2011) Still struggling. Retrieved from http://www.economist.com/blogs/dailychart/2011/11/working-women Infographic - PayScale. (n.d.). Do men really earn more than women? Retrieved from http://www.payscale.com/gender-lifetime-earnings-gap Global Gender Gap. (n.d.). The World Economic Forum. Retrieved from http://www.weforum.org/issues/global-gender-gap Institute For Women’s Policy Research, (2014). The Gender Wage Gap: 2013 differences by race and ethnicity. Retrieved from http://www.iwpr.org/publications/pubs/the-gender-wage-gap-2013/at_download/file Jost, J. T., & Kay, A. C. (2005). Exposure to benevolent sexism and complementary gender stereotypes: Consequences for specific and diffuse forms of system justification. Journal of Personality and Social Psychology, 88(3), 498-509. King, E. B., Botsford, W., Hebl, M. R., Kazama, S., Dawson, J. F., & Perkins, A. (2012). Benevolent sexism at work: Gender differences in the distribution of challenging developmental experiences. Journal of Management, 38(6), 1835-1866. Olgiati, E., & Shapiro, G. (2002). Promoting gender equality in the workplace. European Foundation for the Improvement of Living and Working Condition, 1-60. Research Centers Social Demographic Trends Project RSS. (2013, December 11). Pew research centres social demographic trends project RSS. Retrieved from http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/ Taylor-Powell, E., & Renner, M. (2003). Analysing qualitative data. Retrieved from http://learningstore.uwex.edu/assets/pdfs/g3658-12.pdf Tewksbury, R. (2009). Qualitative versus quantitative methods: understanding why qualitative methods are superior for criminology and criminal justice. Journal of Theoretical and Philosophical Criminology, 1(1), 38-58. Thomas, D. R. (2003). A general inductive approach for qualitative data analysis. School of Population Health, 1-11. Union Nation. (2013). Important concepts underlying gender mainstreaming. Retrieved from http://www.un.org/womenwatch/osagi/pdf/factsheet2.pdf Yoder, j. D., & McDonald, T. W. (1998). Measuring sexist discrimination in the workplace. Psychology of Women Quarterly, 22, 487-491. Appendices 1. Gender wage Gap Source: (Economist Online, 2011) 2. Labour Forces Participation Source: (Research Centers Social Demographic Trends Project RSS, 2013) 3. Earnings of men and women Source: (Infographic - PayScale, n.d.). 4. Common efficient jobs Source: (Infographic - PayScale, n.d.). 5. Income of women Source: (Institute for Women’s Policy Research, 2014). 6. Annual Median Income Source: (Center for American Progress, 2014). 7. Gender gap in work places Source: (Global Gender Gap, n.d.). Read More