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faiirytalcs · 2 years ago

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TIYA MAHAJAN is based on TOOTHIANA from Rise of the Guardians. She is a 36 year old FAIRY, DENTIST, and uses she/her pronouns. She has the power of MEMORY MANIPULATION.

Important History

( tw death )

There is nothing more important to Tiya than memories and keeping them safe. She knows from experience how important they are

When people grow up, from all walks of life, there is a tendency to lose the hope and joy you once had as a child, but she could bring those memories back, those feelings. And she knew how important that was

Being the toothfairy meant working every hour of every day but Tiya didn’t mind all that much, she liked being busy. Flitting back and forth between her long list of things to do helped keep her mind at work

Before becoming a guardian, Tiya went through it, being the child of a human and a Sister of Flight meant there was no one else in the world like her and she was chased for it. A prize to be hunted. And everyone knew that hunts always ended in bloodshed

It wasn’t Tiya’s fault that her parents and younger sister were captured after years of hiding her away or that they begged her to run instead of giving herself up to the hunters but she has never forgiven herself that they were killed that day in her place and she has carried it with her

Duty and honor have been the driving force behind her since birth and there is nothing in the world that Tiya takes more seriously that her job but that doesn’t mean she’s a stick in the mud or a horrible stickler for the rules - she likes to have fun. That is the most important thing

Her family now are the other guardians and her minifairies, the tiny replicas of herself that help her collect teeth around the world and protect them from the horrors hidden in the shadows

There isn’t much left in this world that she’s afraid of and she will defend those she loves with a ferocity that many don’t have the misfortune of seeing. To be on the receiving end of Tiya’s fury is a horrible place to be. Thankfully, it doesn’t happen much

Waking up in Evermore was a bit of a shock to her and, while some of her memories are gone, others remain with some blurry edges. She knows who she is and what her duty to the world is ( and can’t help but find some irony that memories are such an important role in all of this )

She’s made herself at home in the town, opening up her very own pediatric dental offices to still help with teeth and with kids, knowing she still has a very important job to do

With so many fairies and calls, the woman is constantly on the move, hardly ever staying in one place for long. Her thoughts are the same. It can be hard for her to hold onto one for long but if it’s important, it’ll come back to her

Out of her friends, Tiya is one of the most realistic but has an air of optimism that the others need every once in a while. Life can be hard, it can work to bring you down and break away the pieces of you that once brought happiness and joy, but that doesn’t mean you give up. You never give up

There are answers hidden in the memories of the towns residents and Tiya has taken it upon herself to try and find them, to make people remember who they were and why they might be here. It isn’t easy but she knows that this is a mystery that they can solve

APPEARANCE

Face Claim: deepika padukone

Height: 5′1

Build: curvy

Eye Color: dark brown

Hair Color: dark brown

Piercings: ears (2x), nose

PERSONALITY

Positive Traits: bubbly, maternal, graceful, passionate

Negative Traits: anxious, quixotic, distracted, impatient

Likes: proper flossing, surprise parties, those murder mysteries that come in a box, a handmade gift, weighted blankets

Dislikes: forgetting words & details, poor dental hygiene, ostentatiously rude people, zoos, justice not being served

Phobias: atychiphobia

Hobbies: early morning hiking, crocheting, volunteering at the shelter

Aesthetic: bright smiles, an unwavering sense of duty & optimism, the antiseptic smell of a dentists office, the rustle of iridescent wings just out of sight, a terrifying rage of someone who never gets mad, hummingbirds, carefree laughter, constantly flitting between a never-ending list of tasks

FAMILY

Mother: rashmi mahajan ( deceased )

Father: haroom mahajan ( deceased )

Sibling(s): vanita mahajan ( younger sister )

Pet(s): minifairies

#𝐀𝐁𝐎𝐔𝐓 ;; tiya mahajan #;; this might be trash but it's here!

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globalpeacefoundationindia · 4 years ago

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WOMEN UNIFIED CAMPAIGN, GLOBAL PEACE FOUNDATION

REPORT- PAY DESPARITY AND INEQUALITY AT WORKPLACE FOR WEMEN

Since the industrial revolution, women have increasingly participated in the workforce outside of the home in industrialized nations, with particularly large growth seen in the 20th century. Largely seen as a boon for industrial society, women in the workforce contribute to a higher national economic output as measured in GDP as well as decreasing labor costs by increasing the labor supply in a society. The work is done equally by both the genders but pay disparity towards women still prevails .

Statistical discrimination in the workplace is unintentional discrimination based on the presumed probability that a worker will or will not remain with the company for a long period of time. Specific to women, since employers believe that women are more likely to drop out of the labor force to have kids, or work part-time while they are raising kids, this tends to hurt their chances for job advancement. They are passed up for promotions because of the possibility that they may leave, and are in some cases placed in positions with little opportunity for upward mobility to begin with based on these same stereotypes.[36]

Women continue to earn less money than men, despite establishing equal pay laws and Despite hopes for significant improvement in equal pay and the removal of barriers for women to advance in the workplace, progress in these areas has been slow.

Causes of Gender Discrimination in the Workplace

A primary cause of gender discrimination in the workplace is that women are under-represented in many different industries, especially in male-dominated industries such as the auto industry. As a result, men in authority in these industries don’t always have an open, progressive view about welcoming women, and that can create conflict, tension, and a negative work environment. Discrimination, however, doesn’t exist solely in male-dominated industries; it also crops up in diverse industries in which male executives and male staff employees view women as less capable or less able to perform work tasks at an acceptable level.

1.Gender roles

In order to advance in most businesses or careers, an employee is expected to put in long hours to demonstrate just how committed they are. The amount they’re willing to put in paints a picture of how ambitious they are. In some jobs, travelling is necessary and employees may even have to relocate to different locations either in the country or internationally.

For women, some of these things can be problematic. For instance, relocating might not be possible due to their spouse’s work. In addition, there is necessarily a limit to how much time some women can put in at work, especially if they have families which they need to take care of. Since women are still the primary caregivers in most families, the amount of time they can devote to their job may not be considered enough for them to get the same benefits as men.

2.Persisting gender bias

While it is true that outright discrimination against women in the workplace is no longer the norm, there are certain ‘second generation biases’ that still exist with respect to gender roles. First generation biases are those which result in intentional discrimination. On the other hand, second generation discrimination is defined as “powerful yet often invisible barriers to women’s advancement that arise from cultural beliefs about gender, as well as workplace structures, practices, and patterns of interactions that inadvertently favor men.”

GENDER PAY GAP

Gender pay gap refers to the difference in earnings between women and men in the paid employment and labor market. For the year 2016, the gender pay gap in India was estimated to be 24.81%. A report by the World Economic Forum highlights that in the corporate sector in India, a woman is paid only one-third of what a man in the same position is paid. The difference in earnings between men and women is also sometimes described in terms of how much less women make than men. To calculate this gap from the ratio as defined above, simply subtract the ratio from 1. So, if the gender pay ratio is about 80 percent (or 80 cents on the dollar), this means that women are paid 20 percent less (or 20 cents less per dollar) than men. A larger difference between men’s and women’s earnings translates into a lower ratio but a larger gap in their earnings.

EXAMPLE- the situation of unequal pay is there in the industries which are considered to be progressive and modern like the Hindi film industry or Bollywood. The situation is no different in the film industy of the country. According to a 2019 report, India‟s highest paid actress, Deepika Padukone, earned approximately Rs 16-18 crores per film, while our highest paid actor, Salman Khan, takes nearly Rs 60 crores for the same. This data clearly shows the pay disparity in Bollywood.

Barriers to Advancement and Better Pay

While most people are familiar with the term “glass ceiling” and the basic barriers for women seeking to advance at work, there are other obstacles that prevent women from succeeding when it comes to hiring and promotion. Many companies focus on avoiding and resolving these barriers because of the appearance of intentional discrimination against female candidates and employees. All processes should be reviewed carefully to guard against unintentional discrimination or adverse impact as well. The following are examples of how both can occur:

Concrete ceiling: In addition to sexist attitudes and assumptions, women of color must contend with overt and unconscious racism in the workplace. Akin to the glass ceiling, this term refers to the “double barrier” that prevents minority women from advancement and promotion.

Glass door: This term refers to the barriers that keep women from being hired for higher-paying positions, as occurs with steering. Another example would be a female job candidate who is expected to start at a lower rank than a male applicant with similar qualifications.

Glass cliff: This term describes what happens to women when they reach senior levels within an organization. Those who have achieved this level of success are often held to a higher standard than their male peers and are evaluated on a much stricter scale, leading them to have poor reviews and their salaries and opportunities to stagnate.

Glass wall: Many women experience barriers when attempting to move laterally within an organization. For example, a female accountant who needs to gain knowledge of marketing and human resources in order to advance at work may be denied the opportunity to transfer departments or shadow other employees who work in these areas.

Glass elevator: This term refers to the practice of quickly promoting men who work in professions traditionally occupied by women, such as nursing, even if they have spent less time on the job than their female coworkers.

WHY ARE WOMEN PAID LESS THAN MEN?

WHY IS THE UNCONTROLLED PAY GAP SO MUCH LARGER?

Part of the reason for the gender pay gap is that women are more likely to take a break during their careers to have children or to seek lower paid positions that offer more flexibility to make it easier to manage a family. Some people mistakenly assume that this “explains” the gender wage gap and eases fears over sexism. However, this explanation does not fully account for the gap. Neither do differences in education, experience, and occupation, as we can see from the controlled gender pay gap. It also doesn’t negate sexism in the workplace.

Factors that are likely to impact the gender pay gap but are difficult to measure include unconscious bias and discrimination against women, including assumptions that women will leave the workforce to have children or that women with children should earn less than men. In a 2017 survey, it was found that 42 percent of women said they have experienced gender discrimination at work compared to 20 percent of men who said the same. One of the most commonly reported forms of discrimination is earning inequality. Indeed, 25 percent of women said that they have earned less than a man doing the same job while just 5 percent of men said they have earned less than a woman doing the same job. Women with children also make less than men with children or women without children. This is often called the motherhood penalty or the childbearing penalty.

STATISTICS

1.Women in India earn 19% less than men, reflecting the high gender pay gap in the country, according to the latest Monster Salary Index survey . The gap has narrowed merely by 1% in 2019 from 20% a year ago.

The latest data from the online career and recruitment solutions provider indicates that the current gender pay gap in India stands at 19%, where men (Rs 242.49) earned Rs 46.19 more in comparison to women (Rs 196).

2.The ‘Women of India Inc’ survey, which showed that women feel stark discrimination at work, found that the most notable form of discrimination is perception that women are less serious about work once they are married (47%). About 46% women feel that maternity leads to a perception that they will quit. About 46% women also believe that there is a notion that women can’t put the same number of hours as men.

LAWS

Articles 232 and 243 of the Universal Declaration of Human Rights has specified and clarified The Right to Work as an imperative Human Right .Everybody has the privilege to work and can opt for working in a secure environment. The privilege to work is firmly identified as a fundamental right which could be equated with something as simple as the privilege to life. In a nation where a large number of individuals are denied any financial resources other than work, employment which is profitable is basic for these rights to be satisfied. Unemployment is one of the leading factors for poverty. The liberty to work negates that. There should be equal pay and equal work opportunities given to all without any discrimination.

1. Equal Remuneration Act, 1976

Equal Remuneration Act, 1976 obliges businesses to pay equal compensation to laborers for same work or similar work with no discrimination on the premise of gender. The Act requires each business not to pay to any labourer the compensation at rates less great than those at which fee is paid by him to the labourers of the opposite sex for playing out a similar work. This law aims to prevent gender discrimination of wages, hiring, promotion, or training and can be circumvented through wage reclassification of skilled and unskilled workers. Often, regardless of the type or skill-level of a job, women are placed in the unskilled, lower-paid wage category, while men are placed in the skilled, higher-wage category. The Act Includes Equal pay to men and women workers for same or similar work. No discrimination in recruitment and service conditions, except where employment of women is restricted by the law such as night hours or industry specific restrictions.

Amendment to the Act

Act, 1987 Amends the Equal Remuneration Act of 1976 by expanding certain punishments for guilty parties, and also providing for jurisdiction for a trial of offences. The Equal Remuneration Act was passed in 1976, accommodating installment of equivalent compensation to men and women for a similar kind of work, and to anticipate victimization of women in business.

2.National Commission for Women Act, 1990 (Act of Parliament)

Makes a National Commission for Women to survey existing statutory assurance of women; get occasional reports to the Central Government on matters identifying with safeguard for women’ rights; research dissensions identifying with the hardship of these rights.

3.Constitutional (74th Amendment) Act, 1992

women in political power at the lower level have battled for mass education activities and additionally for control over assets, for example, water. But since running for office has turned out to be progressively costly, parties just set forth a couple of women candidates, and these are often relative. While these women are getting advanced, generally speaking there are still relatively few women in politics.. “The Amendment mandates one-third reservations (or quotas) for women in local governing bodies in state or public institutions.”

4.The new Code on Wages

Recently, the Code on Wages, 2019 of India (Code on Wages) has been notified and it received the Presidential assent on August 8, 2019. The Code of Wages consolidates four national level labour laws on wages, being the ERA, Minimum Wages Act, 1948, Payment of Wages Act, 1936 and Payment of Bonus Act, 1965.

The first set of provisions of the Code of Wages relates to anti-discrimination, prohibiting discrimination against employees on the ground of gender in matters relating to payment of wages. The Code on Wages also prohibits discrimination while recruiting any employee and in the conditions of employment, except in cases where employment of women in such work is prohibited or restricted under any law.

The key points of differential between the ERA and Code on Wages are that while the ERA referred to discrimination against women and between men & women workers, the Code on Wages prohibits discrimination on the grounds of gender, thereby covering the LGBTIQ category as well.

ANALYSIS OF PAY DISPARITY AND INEQUALITY AT WORKPLACE IN OTHER COUNTRIES

Gender pay disparity and the treatment of women is kind of similar in many countries, which makes it a global problem. Not only in INDIA but women face discrimination at workplace in many other countries.

Here are a few countries where pay disparity exsists-

1. Korea, 34.6%

Korea has the largest gender wage gap.

In Korea, the average woman earns about 65.4% of what a man earns, leaving them with a 34.6% wage gap. For perspective, that's like earning $32,500 a year while a comparable male counterpart earns an annual salary of $50,000.

2. Japan, 24.5%

Japanese women earn 24.5% less than men, Part of this is thought to be because Japanese women do over three-quarters of the unpaid labor and caregiving, while the average man works long hours at their paid jobs.

3. The United States, 18.2%

The gender pay gap in the United States is larger than the Organization for Economic Cooperation and Development (OECD) average when considering the difference between the wages of full-time annual median male and female wages. Within the OECD, the United States has the 12th largest gender gap overall, and the U.S. gap is bigger than the gap in most European countries. That said, making direct international comparisons is often difficult. For example, part-time work by one parent is more common in Europe, as is substantial use of parental leave and paid vacations, while single parenthood is more common in the United States

Although the US implemented the Equal Pay Act of 1963, which requires that men and women are given equal pay for equal work in the same job, American women also earn 18.2% less than the median wage of American men.

4. Canada, 18.2%

Women in Canada still earn 18.2% less than the median wage of men, despite the Canadian Employment Standards Act, which prohibits wage discrimination on the basis of sex and employment status in Canada.

5. United Kingdom, 16.8%

Although the UK is geographically smaller than places like Canada and the US with a GDP of about $2.6 trillion US dollars, there still only earn about 83.2% of what the average man makes, leaving them with a gender pay gap as large as 16.8%

The Future of Gender Pay Gap in India

Based on the research and statistics, it is pertinent to note that pay disparity is one of the major indicators of the issue on social injustice, which needs immediate attention. India has also taken certain steps to curb the pay disparity. India has previously ratified the Equal Remuneration Convention, 1951 which was adopted by the ILO.

Although India has certainly come a long way in addressing the issue of pay equity, there is lots more to do. The principle of equal pay for equal work needs to be strongly advocated and promoted by the government, starting with itself! This should further be supported by strong wage policies and strict implementation of the existing anti-disparity laws. Since pay disparity is also noticed in India's massive unorganised sector, it is imperative to conduct regular awareness programs among the workers enlightening them about their rights. Additionally, efforts need to be made by the government to formalise the unorganised / informal sector by framing of effective wage policies applicable to them and implementation of the same.

On an international front, India has been a part of G20 (Group of Twenty), which has adopted certain sustainable wage policies to address the wage gap which have been identified as the key objectives of the United Nations 2030 Agenda for Sustainable Development. While India may be party to various international treaties and conventions working towards eliminating wage gap, it requires active participation as well as a collective intent and steps to achieve the agenda.

Time is running out if India truly would like to project itself as a progressive nation. India can certainly learn from smaller but more progressive countries such as Iceland, which has topped the WEF ranking by closing more than 85.8% of its overall gender pay gap. Hopefully, we will see it included in the government's agenda sooner rather than later.

EMPLOYEES RIGHTS

They have the right to-

1. Work in a safe, discrimination-free environment. Your employer is required by law to provide a safe working environment that is not “hostile” to you based on your sex or gender identity.

2. Talk about or speak out against gender discrimination at work, whether it’s happening to them or to someone else. they can talk about discrimination that’s happening at work to whoever they want, including their coworkers and their supervisor. they also have the right to tell their employer (in a reasonable way) that they believe a company policy, practice, or manager is discriminatory or engaging in discrimination. It is illegal for the employer to retaliate against (punish) them for talking with coworkers about discrimination. Retaliation includes being fired, demoted, cutting the pay, switching shifts or duties, or any other action that has a negative effect on them. If the employer retaliates, they could consider taking legal action.

3. Picket or protest against discrimination. In fact, when the employee facing this issue gets together with one or more of their co-workers to raise concerns about their pay or working conditions, they are engaging in what’s “concerted activity,” which is legally protected by the National Labor Relations Act.

4. Make a copy of your personnel file. they can request to see their personnel file, which could contain performance evaluations, their employment and pay history, and other useful information that could be used as evidence if they decide to take legal action. The HR department or union representative should have information about how to get their personnel file for review.

5. File a complaint or charge of discrimination with a government agency, such as the Equal Employment Opportunity Commission (EEOC), or the state’s Fair Employment Practices Agency — for example, in California, the Department of Fair Employment and Housing (DFEH). They also have the right to tell their employer that they plan to file a charge, and the employer cannot retaliate against them for doing so.

• Note: There are strict deadlines when filing charges with government agencies, called “statutes of limitations.” The deadline to file one with the EEOC is either 180 or 300 days from the “last act” of discrimination, depending on which state they are in.

6. Testify as a witness or participate in an investigation by the EEOC or other government agency. the employer can’t keep them from providing evidence, testifying at a hearing, or communicating with a government agency that is looking into discrimination at the workplace. Even if the investigation eventually finds that there was no discrimination, employees participation is still a protected right, meaning their employer can’t retaliate against them (punish them) for cooperating.

If they are fired or retaliated against (punished) for doing any of the above, it is illegal, and they could take legal action against your employer/former employer. Retaliation includes being demoted, cutting the pay, switching shifts or duties, or any other action that has a negative effect on them.

Best practices to improve pay equity and and impact for women in the workplace:

● Require diversity in groups that decide promotions and hires. This reinforces an organization’s commitment to inclusion in the workplace and increases the likelihood of selecting the best candidate through diversity of thought, feedback, and perspectives.

● Take an implicit bias test and become familiar with how biases and stereotypes can affect decisions when it comes to hiring, promotion, and mentoring.

● Ensure job titles are gender neutral — e.g., “salesperson” instead of “salesman.” Doing so helps decrease the likelihood of associating a single gender with the position.

● Offer job sharing and flexible work schedules that allow employees to attend to family duties. Many women still assume the role of primary caregiver at home, so having policies to accommodate for other responsibilities indicates a true desire to be inclusive.

PREPARED BY- HARLEEN KAUR OBEROI

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