This document discusses discrimination against women in the workforce. It begins by defining discrimination against women according to the UN. It then introduces that women remain underrepresented in the workforce and gender discrimination is still a major issue. It poses three research questions about differences in work environments today for men and women, causes of discrimination, and how work conditions have differed or remained the same over time. It then addresses each question by providing statistics on women in the workforce, discussing pay gaps and challenges like taking time off, and how work conditions have improved with increased access to education but pay discrepancies remain. It concludes by recommending ways to further improve conditions like opportunities for women and acknowledging successful women leaders.
A survey has been conducted on “Gender Equality at Workplace”, to highlight the issues related to gender discrimination among associates. The objective behind the conducted survey is to highlight the issues related to gender discrimination among the associates at workplaces.
A survey has been conducted on “Gender Equality at Workplace”, to highlight the issues related to gender discrimination among associates. The objective behind the conducted survey is to highlight the issues related to gender discrimination among the associates at workplaces.
Workplace gender inequality is a global phenomenon. McKinsey Global Institute estimates that women add 37% of the world’s GDP while constituting one-half of the global working age population. If they played an identical role to men in the labour markets, however, women could add about USD 28 Trillion to global GDP by 2025, or add about USD 12 Trillion if their proportion in the workforce was brought up to ‘best-in-the-region’ levels.
On each of the above numbers India has the most to gain, compared with 95 other countries. Women’s share of India’s GDP is about 17%, and the above two scenarios could elevate the country’s GDP by 60% and 16%, respectively. Getting anywhere close to these numbers requires India to recast its outdated social mores substantially, however.
Gender equality is a human fight, not a female fight, here is a presentation highlighting the importance of gender equality.
For personality development training for women, visit - https://bit.ly/2kHPgL8
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Interesting presentation as prepared by the Association of University Women (AAUW). Addresses the facts about the pay gaps between men and women in the United States.
Gender Equality is human right issue.when we are discriminating million of people on the basis of gender we are denying them basic dignity.so lets raise our voice against discrimination which is perpetual and glare at our face everyday weather we are at the Work place ,personal front or public.it is right there.Now it is your choice whether you face it,keep quiet about it due to the fear of backlash or voice your opinion against it.
this presentation give you a general view of gender specially what need to as a organization in gender aspect. pls give me feedback and quarry send me email: ai_shahin@yahoo.com
The term ‘equality’ has different connotations. It can be understood in terms of fair and equal treatment towards male and female; opportunities to do the things to both the genders without imposing any restrictions and societal biases etc. Through the interviews and by reviewing previous researches it could be gathered that inequality on the basis of gender is still prevalent in most of the organizations but are seen in a latent form and are not visible on the surface level.
Workplace gender inequality is a global phenomenon. McKinsey Global Institute estimates that women add 37% of the world’s GDP while constituting one-half of the global working age population. If they played an identical role to men in the labour markets, however, women could add about USD 28 Trillion to global GDP by 2025, or add about USD 12 Trillion if their proportion in the workforce was brought up to ‘best-in-the-region’ levels.
On each of the above numbers India has the most to gain, compared with 95 other countries. Women’s share of India’s GDP is about 17%, and the above two scenarios could elevate the country’s GDP by 60% and 16%, respectively. Getting anywhere close to these numbers requires India to recast its outdated social mores substantially, however.
Gender equality is a human fight, not a female fight, here is a presentation highlighting the importance of gender equality.
For personality development training for women, visit - https://bit.ly/2kHPgL8
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Interesting presentation as prepared by the Association of University Women (AAUW). Addresses the facts about the pay gaps between men and women in the United States.
Gender Equality is human right issue.when we are discriminating million of people on the basis of gender we are denying them basic dignity.so lets raise our voice against discrimination which is perpetual and glare at our face everyday weather we are at the Work place ,personal front or public.it is right there.Now it is your choice whether you face it,keep quiet about it due to the fear of backlash or voice your opinion against it.
this presentation give you a general view of gender specially what need to as a organization in gender aspect. pls give me feedback and quarry send me email: ai_shahin@yahoo.com
The term ‘equality’ has different connotations. It can be understood in terms of fair and equal treatment towards male and female; opportunities to do the things to both the genders without imposing any restrictions and societal biases etc. Through the interviews and by reviewing previous researches it could be gathered that inequality on the basis of gender is still prevalent in most of the organizations but are seen in a latent form and are not visible on the surface level.
KKwebservices India is a place where we help our clients/individuals and companies to express their views and thoughts to achieve their goals on internet. We not only specialize in Web Designing, Web development, but we also catered in wide variety of software firms like graphic media, Logo Designing, etc.
As the group leader on this project I served as the key contact in relation to the community and stakeholders who participated in making this event a success. Along with my colleagues we created and distributed surveys, pertaining to community health and self awareness.
Special issues in IHRM (Gender and Ethics)Swe Zin Phyoe
There are Gender and Ethics issues are special issues in international human resource management (IHRM) nowadays. In this PowerPoint I explain about special issues in IHRM.
Reference book is "Betty Jane Punnett-International Perspectives on Organizational Behavior and Human Resource Management-Routledge (2012) B5-3300"
Progress in gender diversity in public relations remains painfully slow in many ways, but Time’s Up for the field. According to The Homes Report, women make up about 70% of the PR workforce, but they only hold about 30% of the top positions in the industry.
The Plank Center hosted a free webinar titled “Women and Leadership in Public Relations.”
The Center’s 2017 Leadership Report Card found that being successful in the field is still challenging for women—the pay gap is real; the opportunity gap is real; and the being-heard-and-respected-gap is real.
The webinar discusses bridging those gaps, including action items for current leaders at all organizational levels. Led by industry professionals:
Julia Hood, founder, Pop-Up Media and AgendaZoom
Jacquie McMahon, senior account executive, Ketchum
Donnalyn Pompper, public relations professor & endowed chair, University of Oregon
Brian Price, corporate communications manager, Starwood Retail Partners
And moderated by Leah Seay, assistant manager, public policy communication, General Motors.
To view the archived webinar, go to The Center's website: http://bit.ly/PlankWebinars
This presentation talks about Empowering Women, how professional performance helps empowerment and how to advance in a career. This was developed for a seminar held at NITTTR, India for women and men from 15 countries. This also helps teacher and policy makers.
A recent study by global management consulting firm McKinsey and Company found that companies that are more gender diverse enjoy 15% better financial returns than those without women. Hear how Marcia Taylor transformed Bennett into a $266 million logistics and freight services powerhouse with a ‘we care’ motto that reaches customers through loyal employees. While women have traditionally been underrepresented in the specialized transportation industry, Ellen Voie explains how the trend is changing as more companies realize the practical benefits of hiring more women. Learn what practical steps you can take to change staffing practices and include more women in the specialized transportation workforce for greater success in all areas and levels of your company.
Moderator: Kim Yeager, Director of Marketing & Member Relations, Nevada Trucking Association
Speakers: Marcia Taylor, CEO, Bennett International Group
Ellen Voie, President & CEO, Women in Trucking
2018 STS - How Changing Your Company’s Values and Hiring Practices Can Lead t...
MHR 452-Women in Workforce
1. Women in Workforce
MHR 452
Group #2
Tina Vo, Ting Wang, Samanvita Chakka,
Jenny Wang, Takeshi Kuwajima, Alejandra Robles
2. What is Discrimination against Women?
"... any distinction, exclusion or restriction made on the basis of sex which has the
effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by
women, irrespective of their marital status, on a basis of equality of men and
women, of human rights and fundamental freedoms in the political, economic, social,
cultural, civil or any other field."
The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), adopted in
1979 by the UN General Assembly
3. Introduction
Women are still being underrepresented
Gender discrimination is still a major issue in the workforce.
Men are assumed to be independent in their personal and professional lives
Women are expected to be the primary caretakers in the household
4. Research Questions
1.How is the work environment in the United States different for men and women
today?
2.What are the causes of the discrimination for women in the workforce?
3.Comparing the past and the present, how have the work conditions for women
differ and what has remained constant?
5. How is the work environment in the United
States different for men and women today?
6. Statistical Overview of Women in Workforce
Women’s share of the total labor force is
46.8% in the United States
Women held 51.5% of management,
professional and related positions
Currently hold 20 (or 4.0%) CEO positions at
S&P 500 companies
61% of all mothers with children under
the age of three are in the labor force
7. Gap in Wage
Started up salary of men and
women at young age(25-34)
1980
Men $1.00/hr
Women $0.67/hr
2012
Men $1.00/hr
Women $0.93/hr
Overall pay
$0.76 - 0.79/hr
8. Challenges for women
● Take significant amount of time off
work (39%)
● Reduce their hours (42%)
● Quit work to care for a child and
their families (27%)
9. Sexual Harassment
2 types of Sexual Harassment in
workforce:
1.Quid pro quo: Usually as supervisor, as
a condition of getting or keeping job.
2.Hostile work environment: In general
as verbal, physical, or both
● Sexual Harassment in common
workplace
★ 1 in 3 women has been sexual
harassed at work.
★ 81% of women experience
harassment in verbal form
★ 75% women experience
harassment by male coworkers
★ 49% by male clients or
customer
★ 38% by male managers
10. What are the causes of the discrimination for
women in the workforce?
11. Conscious & Unconscious presumption
Gender, Race, Religion, Sexual Orientation, Or Age
Auto Gender Stereotyping
Undervaluing of women’s work
Segregation in the labour market
Traditions and Stereotypes
12.
13. Comparing the past and the present, how have
the work conditions for women differ and what
has remained constant?
14. Past Vs. PresentPast
Women have experienced low social
and economic status because of
their unequal access to education
Women are housewives
Women have no right of speech
Present
Women have chance to get in
workforce as men do because
women have right to get same
education level as men.
Husband and wife are more likely to
work
Discrepancy in pay gap declined
15. Recommendations
Employers should place female employees in more
opportunity-enhancing positions within the
corporations
Utilize social media such as Facebook and Twitter to
acknowledge successful women leaders
Persuade organizations to utilize job rotation and other
training programs to encourage women to strive for
profit-and-loss positions.
Create programs that encourage succession planning,
16. Conclusion
In conclusion we have discussed the issues women have
faced in the workforce in regards to the wage gap, sexual
harassment, and undervaluing of women’s work. Though
there are have been improvements in the workforce over
time there is still more that needs to be done. Simply by
acknowledging these problems we can strive to improve
gender discrimination in the workplace.