What is the solution measures of gender discrimination?
Answers
What is the solution measures of gender discrimination?
➜ Measures of gender equality[1] or (in)equality are statistical tools employed to quantify the concept of gender equality.[2][3]
There are over three hundred different indicators used to measure gender equality, as well as a number of prominent indices.[4] The most prominent indices of gender equality include UNDP's Gender-related Development Index (GDI) and the Gender Empowerment Measure (GEM), introduced in 1995. More recent measures include the Gender Equity Index (GEI) introduced by Social Watch in 2004, the Global Gender Gap Index (GGGI) developed by the World Economic Forum in 2006, and the Social Institutions and Gender Index of OECD Development Centre from 2007.[4][5]
Answer:
Returning from my office in the metro one evening, I overheard a conversation between a woman and her daughter that left me shaken about the condition of gender discrimination in India.
“Ladkiyon ko khelna nahi chaiye, ghar sambhalna chaiye”, said the woman.
“Kyoun, bhai bhi to khelta hai”, the daughter snapped back.
“Par wo to ladka hai na”, replied the mom.
A rather simple and common conversation this. That notwithstanding, my heart was filled with anguish for the girl’s mother who herself was a woman and at the same time, I felt pity for the little soul who was too young to understand the reason why a girl and boy are treated differently. At that very moment, I felt like shouting at the woman but something stopped me from doing so. Even when I got back home, I couldn’t forget the conversation. “Par wo to ladka hai na” words kept echoing in my ears even the next morning when I got up to get ready for office.
Hiring and Promotions Policies
A solution to preventing people from getting hired based on their gender is to remove the implications of gender from the hiring and promotion process. When managers get together to discuss hiring a candidate, the information given should be based on the candidate's qualifications. The candidate's name and gender should be kept out of the final decision process. When considering promotions within the company, use the employee's accomplishments and background without including the name or gender in the discussion. All qualified employees should be considered for promotions based on their record with the company. When creating human resources policies that deal with hiring and promotions, they should be based on qualifications and not gender, the "Journal of the National Medical Association" reports.