Since time immemorial, females have always stood marginalized from the society, but things are transforming (Bhengu-Mpungose, 2004). Organizations are designing mature policies aimed at addressing the issue of gender equality, particularly at the workplace. It is evident that women today are getting equal opportunities and are more prominent in the workplace compared to how it was in the past (Ruohan & Xueyu, 2016). However, some still believe that they are still not getting equal opportunity in terms of pay.
Literature Review
A scenario where women have equal opportunities in the workplace should be a mainstream notion and not a utopian dream people hope to meet in future (Hilton, 2015). From what has been observed recently, though most women seem to have equal opportunity in the workplace, they work twice as hard as their male counterparts to achieve top positions (Derry, 2008).
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Recent statistics indicate that women who have full-time employment get about 77% of what their male counterparts’ earn (Elwer, 2013). Furthermore, women who are considered to be of a working age were about 57% in the labor force, compared to 70% of male of a similar sage (Bhengu-Mpungose, 2004). Compared to men, women are more likely to face questions regarding their personal lives compared to men. According to Ruohan and Xueyu (2016), overall, most women in the workplace are aware they are being treated differently because of their gender.
Most organizations have made a lot of effort in closing the gender gap, and currently, women now account for an estimated 40% of the whole worldwide workforce, taking up more top positions (Hilton, 2015). Although this particular progress is positive, there is still a long way to go in closing this gender gap for good. According to Derry (2008), organizations having the highest gender diversity indicate a higher presence of equality in the workplace.
In a nutshell, unfortunately, globally, the gender gap continues to undermine organizations’ possible worth and development. Although the gap has increasingly diminished, it is still evident that women still possess a restricted presence on the Board of Directors across the globe.
References
Bhengu-Mpungose, Z. (2004). 'Critical thinking about gender equality.' Inquiry: Critical Thinking across Disciplines , 23(4). Pp.29 - 30.
Elwer, S. (2013). 'Patterns of gender equality at workplaces and psychological distress.' Plos ONE , 8(1). Pp.1 - 10.
Derry, R. (2008). Women in the workplace. Thousand Oaks, CA: SAGE Publications.
Hilton, D. (2015). 'Practical policies can combat gender inequality.' Nature , 523(7558). Pp.7.
Ruohan, W. & Xueyu, C. (2016). 'Gender equality in the workplace: The effect of gender equality on productivity growth among the Chilean manufacturers.' Journal of Developing Areas , 50(1). Pp. 257 - 274.
