Gender Discrimination in the Workplace

Question: Discuss about theGender Discrimination in the Workplace. Answer: Introduction Equal gender roles in the workplace refer to the equality between male and female employees regarding promotions, access to jobs and other opportunities in organizations (Yuwen, 2009, p. 48). Most often women are discriminated and are denied certain opportunities since they are seen as not competent enough. Education and creating social awareness in an organization is necessary to help achieve equal gender roles. Objectives of the Action Plan The action plan for educating people and creating social awareness is based on some objectives. First, it is to ensure that employees are given equal employment opportunities regardless of their gender. Competency and ability to perform their duties should be the main consideration. Another objective would be to avoid discrimination. Discrimination occurs when some people in an organization are treated favourably than others. Awareness makes them alert, and they can defend themselves when such circumstances occur. Educating employees so as to know who is responsible for dealing with gender-based issues is another objective. They can know who can resolve their issues whenever they are faced with discrimination issues. For instance people and culture, the department gives guidance and provide training to ensure awareness of anti-discrimination practices. Making people aware that not all forms of discrimination are against the law is another objective. Such occurs when measures are take n to benefit a particular group, for instance, reserving a parking space for disabled people (Christin, 2010, p. 57). Proposed Actions Various actions need to be taken for the above objectives to be achieved. Training all employees regardless of their gender helps achieve the objective on equal employment opportunities. On the objective to avoid certain discrimination tasks should not be given to certain gender only. For instance most receptionists are ladies, and in this case, it is difficult for a man to secure such job. To achieve the objective of employees knowing who is responsible for resolving issues of gender that may encounter them, the management should create awareness to the employees. This can be done through publicizing using internal memos and other publicity methods. Holding seminars for employees to make them understand that not all discrimination is against the law can help to achieve this objective, and hence they can know when their rights are being violated (Barbara, 2008, p. 148). Anticipated Outcomes Certain outcomes are anticipated when these proposed actions are taken. When equal employment opportunities are given to employees, it results in job satisfaction. Avoidance of discrimination helps to create a harmonious working environment Robert, 2013, p. 55). Employees awareness of who is responsible for their gender issues makes them report any issue to management immediately. Awareness of non-discriminatory circumstances makes them respect those who are underprivileged. Timeline and Resources Required To achieve the proposed action points, timeline and resource availability is necessary. Each objective will be executed within a week. Resources such as trainers are required to facilitate action plan. They need to be paid, and hence any organization should be ready pay them. Again, time and funds are required to facilitate the traveling to various organizations as well as holding conferences and seminars to create awareness and obtain the peoples views on gender discrimination. Key Risks There are risks associated with the action plans. Training people takes valuable working time which is crucial to the organization. Change management may also be expensive to the organization since requires valuable time and finances to implement change. Evaluation Method To evaluate the progress of each action plan, the various method is to be used. One can visit the organization and find out from the employees whether they can identify any improvement regarding the action plans put in place. The management can also help in the evaluation of the employee's overall organization progress. Evaluation will be conducted at the end of every week. References Barbara, .B.M., 2008. Gender and Sexuality in the Work Place. New York: Pantheon. Christin, .L.W., 2010. Gender-Based Discrimination. Baltimore: John Hopkins. Robert. D., 2013. Discrimination at work. .Chicago: UP Press. Yuwen, .L.J., 2009. Taking Employment Discrimination seriously. Utrecht: Brill