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Gender Equity in the workplace

This blog will discuss the issue about the existence of gender biases in the workplace. It will also address how to promote equality in the workplace. Up until now, men and women are not treated equally due to their gender, class, race, traits, and sexual orientation. Gender equity is an issue that women suffered from being underpaid, unpaid and underemployed. In Alexandra Kalev and Gal Deutsch’s research, they outline that gender equity at workplace can be mapped onto three interrelated organizational mechanisms: organizational inertia; the relative power of organizational constituencies such as employee groups, leadership, and professionals; and institutional effects, such as coercive, normative or mimetic pressure (Stainback, Tomaskovic-Devey, & Skaggs, 2010). Similarly, the video “Women vs Men, In the workplace (2019), highlights the gender biases about pay gap and gender gap. Women are underpaid, and after a study of over 2000 managers, women were compensated less then men were. 

Hostile sexism involves negative stereotypes about women, such as women are emotional and sexually manipulative. Men should also be more powerful then women according to studies. Women experience backlash for pursuing high status roles in a workplace. Inequality on gender in organizations is a complex phenomenon. It starts from a HR department until the lowest position of the company. In conclusion, women are busy in social life, but could also manage both social and professional life very strongly.  Women are engaging in collective action like participating in unions, signing petitions, and organizing social movements.  From the last 5 years, transformation leads to an increasing awareness of equality in a company and organization for men and women. Results should be to achieve equality between the two genders. We all want to feel wanted in a workplace; women deserve to be looked at the same way people look at men and nothing less.