Gender Discrimination and Equality Promotion at Work

Solution

Considering the fact that gender discrimination acquires new tendencies in relation to both sexes, it is necessary to come up with the most relevant solution to the issue. In particular, it seems of great importance to promoting the equality that refers to the ability of everyone to access available resources and realize the potential for the common good. With this in mind, the proposed solution to gender discrimination is to improve the national legislation in the field of gender policy by bringing it in line with international legal standards (Perry, Harp, & Oser, 2013).

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It is possible to reform the existing legal framework and implement the reconsidered laws with the aim of removing any barriers to gender equality. Moreover, it seems essential to emphasize the need to eradicate discrimination by ensuring the same compensation for work of equal value.

Focusing on gender discrimination at the workplace, one may note that a system of economic maintenance and attempts aimed at eliminating discrimination against women and men should be implemented. For example, improvement of the infrastructure that facilitates the upbringing of children could free up time and resources for women and enable them to take a more active part in the economy (Sinclair, 2015).

It is also important to establish an innovative corporate culture and come up with strategies that would help in achieving gender balance. A number of big corporations have already started to move in the mentioned direction – they exchange experience, develop cooperation within the business community, and interact with other sectors, state bodies, and non-governmental organizations. For example, along with initiatives within its own corporation, Ernst & Young plans to develop cooperation with the World Economic Forum in order to create a database of practices in the field of achieving gender equality (Dipboye & Colella, 2013).

At the same time, it is important to remember that not only women but also men are exposed to gender discrimination as was discussed in the previous sections. Therefore, the problem of gender inequality in society is rather acute and affects all spheres of life, including the governance structures and resource allocation. To address gender inequality, the following steps may be taken:

  • at the state level, the subject of gender policy, purpose, and resources should be clearly defined. It is necessary to develop and implement effective mechanisms that will enable women and men to participate in socially important decisions;
  • it is also critical to create conditions for ensuring equal opportunities at the workplace (introduction of the principle of equal remuneration for work of the same value, non-discrimination in the workplace, and overcoming gender occupational segregation);
  • by developing such a system that is free from gender stereotypes, introducing a gender component at all levels of education, implementing, and applying research findings on gender issues in public life will enhance the current situation (Ronai, Zsembik, & Feagin, 2014);
  • improvement of the national mechanism for preventing and counteracting gender-based violence and human trafficking as well as the promotion of the rejection of all forms of violence will help to create conditions for the harmonization of professional and family relations.

Benefits

Speaking of benefits of the proposed solution, it is essential to point out that this approach is applied in international anti-discrimination practice and is based on the importance of non-biological or physical differences between men and women, but on the cultural and social meaning attached to them by society. In many countries, the concept of an integrated gender approach has been introduced and is developing, within which the criteria of formal and legal and actual equality between women and men are included in the overall system of the organization of society.

The specific needs of women and men will be systematically integrated into all government programs and at all levels of decision-making with the intention of translating the principle of gender equality. The temporary special measures are to be developed and adopted to correct the already created position of inequality as a result of certain actions, behaviors, or structural public restrictions related to the discriminated group (Lawson, 2016).

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The mandatory consideration will be made at the planning stage of the possible impact of public policies and decisions on women and men. The subsequent mandatory monitoring and gender-differentiated evaluation of these policies and decisions are likely to help in ensuring equal rights. At this point, the cooperation with state and public organizations by means of social advertising and campaigns to prevent gender-based violence may also be considered as benefits. The establishment of a public committee to monitor the adaptation of the content transmitted through the media to the provisions of the law on gender equality will help to prevent media provocation and improper information distribution.

Conclusion

To conclude, gender discrimination is a complex issue that requires an integrated approach to establish a gender-associated balance. If in traditional society, gender discrimination relates to women, then the western countries experience reverse discrimination as well. Therefore, it is of great importance to re-consider the existing legal foundation and adjust them in the correspondence with the needs of modern gender equality strategies. It is expected that as a result of the proposed solution men and women will have equal rights, freedoms, and opportunities and also have equal responsibilities and social roles.

References

Dipboye, R. L., & Colella, A. (2013). Discrimination at work: The psychological and organizational bases. New York, NY: Psychology Press.

Lawson, A. (2016). European Union non-discrimination law and intersectionality: Investigating the triangle of racial, gender and disability discrimination. New York, NY: Routledge.

Perry, B. L., Harp, K. L., & Oser, C. B. (2013). Racial and gender discrimination in the stress process: Implications for African American women’s health and well-being. Sociological Perspectives, 56(1), 25-48.

Ronai, C. R., Zsembik, B. A., & Feagin, J. R. (2014). Everyday sexism in the third millennium. London, UK: Routledge.

Sinclair, S. (2015). Social psychological barriers to a gender balanced labor market: The role of gender identity threats, friendship priorities, and perceived discrimination. Lund, SE: Lund University.

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StudyCorgi. (2020, November 30). Gender Discrimination and Equality Promotion at Work. Retrieved from https://studycorgi.com/gender-discrimination-and-equality-promotion-at-work/

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"Gender Discrimination and Equality Promotion at Work." StudyCorgi, 30 Nov. 2020, studycorgi.com/gender-discrimination-and-equality-promotion-at-work/.

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StudyCorgi. "Gender Discrimination and Equality Promotion at Work." November 30, 2020. https://studycorgi.com/gender-discrimination-and-equality-promotion-at-work/.

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StudyCorgi. 2020. "Gender Discrimination and Equality Promotion at Work." November 30, 2020. https://studycorgi.com/gender-discrimination-and-equality-promotion-at-work/.

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StudyCorgi. (2020) 'Gender Discrimination and Equality Promotion at Work'. 30 November.

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