Persistence Discrimination China Evidence -Myassignmenthelp.Com

Question: Discuss About The Persistence Discrimination China Evidence? Answer: Introduction Numbers of gender discrimination laws and court rulings have already legitimated the right of a woman of getting equality; however there is still subtle chauvinist behavior within work place which is quite adequate to tell the women work force that they are not equal. It has been eventually observed that reshaping the organizational strategies is a major tool for achieving the gender equality within the work places. Considering the issues with gender equality, it can be said that each person deserves to be treated as an equal one without any consideration of their gender differences (Comim Nussbaum, 2014). There should always be equal opportunity for both female and male employees as there should not be any kind of obstructions within the political, social and economic spheres based on the gender. The organizations should address these issues immediately and have an organizational culture that welcomes everyone (Verloo, 2016). Arrium is an organization operating in the manufacturing and mining industry. There are around 11000 employees who are dealing with different sectors such as consumables, mining and steel. Considering the business of Arrium and the recycling and industrial department, OneSteel has also got some difficult deals in managing the relations amongst employees which supports the essence of gender equality. The administration of the organization is fighting with this issue as they also want to promote their female employees. Most of the female employees of the organization are placed in higher positions, even though there is still no female employee in the engineering, superintendence or management. Therefore, this report has analyzed the case and made recommendations that can be implemented in the organization so that the management can enhance the gender equality. Scope of the problem: It can be seen from the given figure that only 11.7% of the employees are female even though the organization has implemented policies in order to enhance the gender equality within the organization. The major issues with the gender equality issues are the gender discrimination on the basis of gender, wag gap between the genders and the differentiation of performances. As within the manufacturing sector, the job is associated with working in a boiling hot and dirt place and it requires physical work (Petersen et al., 2014). However, now the job does not require much physical work compared to before, but still the stereotypical work culture does not support the female employees. There is still a common idea that the female workers are less efficient than the male ones in such heavy industry. Recommendations: Other than the pre-determined government policies, the organization should also implement some of their own policies which will promote their image and ensure that the company also supports gender equality within the work place (Woodhams, Lupton Xian, 2009). Eventually this will create a positive environment for all the employees irrespective of their gender. The recommendations for this issue are discussed below: Acknowledge the qualities of female employees As over the year the issue of gender equality has become a prevalent issue in the organizations, it is quite necessary for the organizations to represent female employees in front of the world. If the organization represents more women in the work force, they can promote gender equality more (Hacker, 2017). Therefore the organization can promote it by creating a group of star female employees who can advocate for the organization. This may not have any significant impact on any short term basis, but it can be sustainable on a long term basis. Women and men work in two different ways. Especially in the heavy industry, there is already a saying that female workers are less competent than the male workers (Cooke, 2003). Therefore, it is necessary for the organization to promote the qualified female employees in front of other staffs, so that they can be motivated and at the same time gender equality is promoted (Huang Lowry, 2015). If the management of OneSteel can locate the powerful performers and promote them, it is also possible that the other female employees are motivated to perform more. In addition to that the potential female candidates may also feel safe with such acknowledgments. There are several women employees who tend to miss the chance or any great opportunity as they are considered to be under qualified. At the same time, there are several instances that the men are promoted to a position where they are not supposed to be (Huang Lowry, 2015). OneSteel should not encourage such discriminatory ideas and they can actively encourage the female employees for taking more chances and grab the opportunities. There should be adequate support on behalf of the management so that the female employees can build their confidence and go for the chances. Implement policies for improving the organizational culture Elwr et al., (2013) has indicated that the separation of gender is a huge issue for the organization. Even if there is lot of promotions for the gender equality, sometimes there are subtle behaviors within the organizational culture that does not match the company policy. According to Atkinson (2017) the female experts and specialists in Australia report more gender discriminatory attitude than the low level occupations. However, it can be also seen that most of the organizational environments tend to filled up with the comparison between the male and female employee while indicating the actions of the male employees are more effective than that of females. Therefore, in this case, the management of Arrium should reevaluate the culture and behavior of OneSteel and implement proper policies to improve the organizational culture. The company should also provide proper training and development session to the employees regarding these matters. If the organization wants to promote gender equality seriously within the organization, they have to be very clear and transparent about it (Kaushik, Sharma Kumar Kaushik, 2014). The management has to have a clear message that they are not going to tolerate any sexist attitude within the organization and they have to be very strict about it. Having open discussion regarding such issues between the male and female employees can be very effective (Strachan, French Burgess, 2010). If the women employees are speaking their heart out and stating their issues, it is a lot easier to deal with the problems. Also, the male employees tend to understand the issues if those are discussed openly (Barak, 2016). OneSteel should organize open discussion forums where the employees can come and talk about their experiences and the others can learn from it. . Ensure that there is no gender gap and disparity For promoting the gender equality within the organization, it is necessary to pay the same to both the genders. Disparity in payment and gender gap are two prominent issues that act as a catalyst to the ongoing gender inequality (Tatli, Ozturk Woo, 2017). Therefore OneSteel should immediately revise its pay structure and pay all the employees equally and fairly on the basis of their experience level, not on the basis of their gender. The time has changed where women only had two or three specific roles to play in the business. In order to empower the female work force, the management should bring a unique and different perspective to the organization and celebrate the working powers (Doucet, 2015). Instead of giving the clichd roles to the women that are being played by men for over a decade, the organization can also start thinking about new job roles that create benchmarks. If the organization wants real equality to happen, it is very much necessary to implement the policies to a ll the levels. Implementing policies at the higher level can act as a huge motivational force for the employees. Therefore this may also have a positive impact on the retention policy and the organizational culture. Potential risks and benefits Implementing policies may have some risks and benefits at the same time. If the organization wants to implement several policies for empowering the women force, it is also possible that the male employees tend to feel neglected (Doucet, 2015). However, it is always about the aim of having equal chances for both the genders. Therefore, there is always a risk of taking undue advantage of the policies by some women employees. Therefore the management should ensure that while they are empowering female work force, they are not degrading the male force. There are other benefits of promoting a brand image in front of the world; therefore the company will be benefitted in the long term. Conclusion In conclusion, it can be said that the management of the organization have to implement some policies that should keep the balance of gender. It has been observed several times that the organization, Arrium experiences a serious gender gap. 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