CAPSTONE PROJECT

student: PHAM GIA KHANH

Pham Gia Khanh

ID: WSU21000046

Class: AEn-
T122WSB-10

Lecturer: Mr Enzo
REPAIR & REVIEW the lesson

Summarize the main ideas

of the chapters

DAILY QUIZZES
To ensure and improve
understanding of the
academic research process
Group essay

1. Analyze and evaluate ideas provided in both

academic and popular sources.
2. Formulate logical arguments and give proof based
on information analysis. to develop and support
a viewpoint.
3. Obtain a thorough understanding of the academic
research process.
4. Use sources to back up your claims and avoid
plagiarism in your work.
5. Write an academic essay with formal academic writing
style and citations.
 GENDER ROLES IN BUSINESS
Women have grown significantly more incredible in today's society, and they have always strived to achieve outstanding achievements and be recognized by others. Despite the males' constant
fighting for equality, gender discrimination is still prevalent and is regarded as one of the most controversial issues in the corporate world. This is deemed the root of several circumstances in
which men and women do not have equal positions in the workplace, and women are subjected to deficient treatment at work. The essay will clarify the current state of gender-based
discrimination with specific evidence before proposing some possible strategies to tackle this problem.

It can be seen that there is a huge gender gap in leadership, indicating that men in management positions significantly outnumber women. Men are more likely than women to reach the highest
levels of management. For example, in 2019, women held only 8% of management positions, 9% of business management roles, and 2% of CEO positions in India, which has the third-lowest global
representation of women managers, trailing only South Korea and Japan. Women are significantly underrepresented on company boards of directors around the world. Women hold only 12% of
directorships worldwide, and women lead only 4% of businesses. Almost one-fifth of the world's top 200 corporations have no female directors at all. For instance, some women are incredibly
outstanding, but they do not have the opportunity to develop themselves because of gender-based discrimination. Besides, businesses might lose these talented women, which would cause a
decline in the quality of work. Of course, some people argue that women currently outnumber males in college and graduate in more significant numbers, so women have great respect in the
workplace. However, the current situation is not like that. In fact, except for nations that have enforced gender parity, company boards throughout the world lack gender diversity. In particular,
recent studies in the United States demonstrate that, while gender diversity on public business boards has grown slightly, directors do not match the demographics of the U.S. population or labor
force. Conversely, women hold 19.2% of business board positions in the United States. At the current rate of development in the United States, it will take approximately seventy years for female
representation in major corporations to equal that of men. Moreover, women make up about 70% of health and social care professionals globally, including nearly 90% of nursing and midwifery
staff. However, females are expected to occupy just around 25% of health leadership jobs. Women's limited possibilities for leadership could be exacerbated by the intersection of other identities
such as race, ethnicity, gender stereotypes, culture, and mental impairment, making it more challenging for women from marginalized groups to achieve senior roles. Women of color, for
example, face more roadblocks than other women and men when it comes to advancing to positions of leadership. Therefore, the status of women in business, especially in leadership, is still
much lower than that of men.

Women have been discriminated against in various forms, such as low positions, low wages, and few benefits. Many employers refuse to hire women because the jobs require the strength and
stamina of men. This problem can be demonstrated by the small percentage of women employed in some industries, such as law or exploration. Even if they can get a good position, their salaries
cannot compare favorably with men's. In Vietnam, as in the rest of the developing world, women continue to make up the majority of the working poor, earn less money, and are more likely than
males to be affected by underemployment, unemployment, and hazardous operational circumstances. Women in Vietnam are primarily employed in lower-paying occupations or precarious
positions (Equality and discrimination in Vietnam (ILO in Vietnam), 2022). Although the amount of work may be similar, the pay may not be the same. Opponents may argue that women's social
status has improved significantly. Angela Markel, Germany's Prime Minister, is an excellent example of a woman achieving high positions at work. However, these cases are only one in a million,
and women continue to face discrimination in various ways. In general, to some extent, women's status has deep-rooted prejudices against half the world.
To properly address the aforementioned issues, we should first distinguish between correct and incorrect judgments on gender discrimination to identify practical
and beneficial remedies. One of the most basic ways to reduce gender discrimination in the workplace is for the company's top divisions to share good ideas on
eliminating this bias. According to Huppke (2013), they may start by developing firm rules to preserve women's rights. In a specific instance, rather than the former
method of conducting business in which males were permitted to perform crucial and decisive work, we should now admit that women are equally knowledgeable
and may even outperform men in performance and leadership roles. Consequently, we can see how this may help to eliminate prejudice and foster a more inviting
working environment for everybody while also supporting women in becoming more self-sufficient regarding their social position. Not only women, but also all
genders must be given priority rights and privileges in a fair working environment where everyone is treated equally. As reported by Huppke (2013), a majority of
states lack these rights, which means that a person can be dismissed for being homosexual or transgender, and corporation policies lack the uniformity that would
come with federal legislation. As a result, it is essential to remember that an individual company's regulations must be compatible with those of the state and
appropriately enforced to avoid an unwarranted abuse of power. As society strives to build more equitable patterns of living and working, organizations all over the
world are adopting laws aimed at ensuring equal opportunities and rights for all genders. There are a few techniques for promoting equality in the workplace and
managing a supportive environment.

Furthermore, it is essential to understand the distinctions between equality and equity. Equality and equity are not synonymous. Equality implies that all things
are equal, which is not necessarily the case. In dual-career relationships where both partners are professionals, women still handle more housework. It is crucial to
create conditions that allow for both access and parity to increase equality, such as using flexible working hours. This means that the differences between men's
and women's responsibilities at home and at work are not minimized. Secondly, employees should be exposed to unconscious bias training. The first step is to
provide high-quality unconscious bias training to all employees, so they are aware of their blind spots. A lot of the work on gender equality will be for naught if this
is not done. The more research and best practices about gender equality and inequality that business owners study, the more they will be able to build a more
inclusive culture (Susan Madsen, Jon M. Huntsman School of Business).

In conclusion, gender discrimination in the workplace is a recognizable and serious problem that causes many disadvantages for women and businesses. Working
women's unequal treatment will take years to change, but progress is made. Many workplace remedies have been implemented to address the workplace's
inequality toward women. The issue will not be solved until men and women are treated equally based on their abilities.
 REFERENCE LIST
Equality and discrimination in Viet Nam (ILO in Viet Nam). (2019). Ilo.org.
<https://www.ilo.org/hanoi/Areasofwork/equality-and-discrimination/lang--en/index.htm>.

Getting women into leadership: Views from women in leadership on how to improve the gender imbalance.
(2021). Strategic Direction, 37(2), 22-23.
<https://www.proquest.com/docview/2532901101/B3EA24FE7AA748ADPQ/1?accountid=63189>.

Huppke, R. W. (2013, Nov 18). Calling for more fairness at work: Bill to ban sexual orientation and gender
identity discrimination is good for business. Chicago Tribune
<https://www.proquest.com/newspapers/calling-more-fairness-at-work/docview/1459140714/se-2?
accountid=63189 >.

Panel®, E. (n.d.). Council Post: 12 Strategies To Build Real Gender Equality Into A Company’s DNA. Forbes.
Retrieved February 27, 2022, from <https://www.forbes.com/sites/forbescoachescouncil/2021/03/08/12-
strategies-to-build-real-gender-equality-into-a-companys-dna/>.

Women Business Leaders: Global Statistics. (2022, February 7). Catalyst.

https://www.catalyst.org/research/women-in-management/.
RESULT
Individual
Poster
Notes
satisfied with the
official results

Scored : 13/15
Group debate
pepaired note
INDIVIDUAL ESSAY
 THE END
thank you for listening