my project is on gender discrimination and I've made the questionnaire on gender discrimination BUT with special reference to workspace.. will it be okay?
if anyone has any idea abt it.. pls reply.. it's urgent..
BUT READ THE QUESTION PROPERLY FIRST AND TRY TO UNDERSTAND IT.. I'M NOT ASKING U TO SEND ME ARTICLES ABT GENDER DISCRIMINATION.. BUT ASKING ABT AN ISSUE OF MINE SO PLEASE..
Answers
Answer:
Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes, and practices. This includes leadership, structure, strategy, culture, organizational climate, as well as HR policies. In addition, organizational decision makers’ levels of sexism can affect their likelihood of making gender biased HR-related decisions and/or behaving in a sexist manner while enacting HR practices. Importantly, institutional discrimination in organizational structures, processes, and practices play a pre-eminent role because not only do they affect HR practices, they also provide a socializing context for organizational decision makers’ levels of hostile and benevolent sexism. Although we portray gender inequality as a self-reinforcing system that can perpetuate discrimination, important levers for reducing discrimination are identified.
Explanation:
The workplace has sometimes been referred to as an inhospitable place for women due to the multiple forms of gender inequalities present (e.g., Abrams, 1991). Some examples of how workplace discrimination negatively affects women’s earnings and opportunities are the gender wage gap (e.g., Peterson and Morgan, 1995), the dearth of women in leadership (Eagly and Carli, 2007), and the longer time required for women (vs. men) to advance in their careers (Blau and DeVaro, 2007). In other words, workplace discrimination contributes to women’s lower socio-economic status. Importantly, such discrimination against women largely can be attributed to human resources (HR) policies and HR-related decision-making. Furthermore, when employees interact with organizational decision makers during HR practices, or when they are told the outcomes of HR-related decisions, they may experience personal discrimination in the form of sexist comments. Both the objective disadvantages of lower pay, status, and opportunities at work, and the subjective experiences of being stigmatized, affect women’s psychological and physical stress, mental and physical health (Goldenhar et al., 1998; Adler et al., 2000; Schmader et al., 2008; Borrel et al., 2010),job satisfaction and organizational commitment (Hicks-Clarke and Iles, 2000), and ultimately, their performance (Cohen-Charash and Spector, 2001).
Within this paper, we delineate the nature of discrimination within HR policies, decisions, and their enactment, as well as explore the causes of such discrimination in the workplace. Our model is shown in Figure 1. In the Section “Discrimination in HR Related Practices: HR Policy, Decisions, and their Enactment,” we explain the distinction between HR policy, HR-related decision-making, and HR enactment and their relations to each other. Gender inequalities in HR policy are a form of institutional discrimination. We review evidence of institutional discrimination against women within HR policies set out to determine employee selection, performance evaluations, and promotions. In contrast, discrimination in HR-related decisions and their enactment can result from organizational decision makers’ biased responses: it is a form of personal discrimination. Finally, we provide evidence of personal discrimination against women by organizational decision makers in HR-related decision-making and in the enactment of HR policies
Explanation:
paragraph On Gender Inequality: Gender inequality acknowledges how an individual’s life is affected due to an imbalance between the genders. It states how men and women are not equal, and the parameters on which they are separated are psychology, cultural norms, and biology.