Question

List 5 ways to end discrimination between males and females.

Answer 1

Answer:

Explanation:

1. Get Women on Boards

Greater representation of women on boards of directors is critical. Boards with at least one woman are likely to crush the competition, according to a Business Insider article. Diversity matters!

Having women on boards can also call attention to the elephant in the room at many companies—that there is a boys’ club at the top or at least in certain silos. Power makes it easier to speak up, regardless of gender.

In addition, the presence of women on the board sends a powerful message to executive women and customers that the company “gets it.”

Finally, Title VII of the Civil Rights Act of 1964 and most state laws do not apply to board positions, where there is no employment status. Therefore, employers can do what they generally cannot do for senior leadership positions—that is, take gender into consideration when filling board positions or even reserve a board position for a woman.

2. Educate Senior Leadership

Both the board of directors and the senior leadership team must understand the legal issues associated with gender discrimination (see sidebar).

Training should also emphasize the business benefits of gender equality, including the talent imperative, connection with and access to customers, diversity of ideas, and supplier diversity. Where there is gender diversity among senior leadership, companies outperform their competitors.

3. Hire and Promote

To increase gender (and other) diversity of the applicant pool, work to:

Ensure that the minimum job requirements are not so high that they exclude women simply because this group has been denied opportunities in leadership until relatively recently. This does not mean lowering standards but rather assessing them more realistically.

Increase the diversity of the applicant pool through general and targeted recruiting. Word-of-mouth is not enough.

Distribute applications to hiring managers without names. Consciously protect yourself from your unconscious bias, which brings us to …

4. Fight Biases

The use of diverse hiring teams that have received appropriate training should help to ensure that neither conscious nor unconscious gender bias plays a part in decision-making. Particular attention should be paid to avoiding:

   “Like-me” bias, or hiring managers’ preference for candidates who resemble them. Note that hiring based on whether someone would be a “good fit” can mask unlawful “like-me” bias.

   Double standards. What’s considered commendably assertive in a man should not be considered unacceptably aggressive in a woman.

   Gender stereotyping. Guard against impermissible assumptions about women who have or are perceived likely to have children.

   Discrimination against men. Employers can focus on differences in experiences, perspectives, contacts and styles. However, absent a remedial purpose, narrowly defined, employers generally cannot consider gender in hiring decisions, even when the goal is laudably to increase diversity.

Answer 2

Answer:

The male/female must be encouraged to share:

Equally in child care and household work to enhance the understanding

of the issues of gender discrimination.

Equal sharing of responsibilities and a mutual understanding between

them in the work place are important.

Giving opportunity to more and more girls to go to school.

Today, presence of women is seen everywhere. They should get more

opportunity to occupy prominent places in the society.