Gender Differences in the Workplace

Abstract: The idea of gender disparity explains why men and women are treated
differently from one another. Females have an HDI that is 5.90% lower than that
of men worldwide. Women's HDIs are 16.30% lower in the South Asian region
than in the rest of the world, which has the largest gender HDI gap. 25% of
commercial entities worldwide, or one-fourth of the whole business sector, do
not have any women in senior management roles. This study intends to assess the
degree of gender prejudice present in Indian workplaces, with a focus on the
corporate and SME sectors. Additionally, a thorough dossier compiling potential
corrective actions has been created. The research methodology combines active
research with collaborative observation. The study's findings show there is a
significant gender gap. According to the research's conclusions, there is a
significant gender gap in the Indian economy. To narrow the gender disparity gap
at the workplace, conceivable improvements have been proposed.

As the term implies, gender equality refers to the abolition of attitudes that are
biased against women and men. Every type of enterprise adheres to the principle
of gender equality. Being gender neutral is an important principle that must be
followed by all organizations, including businesses, welfare societies, non-
governmental organizations, and government agencies. Gender equality is
explicitly stated in the Indian Constitution's Fundamental Duties, Fundamental
Rights, Directive Principles of State Policy, and Preamble as a legal obligation and
a fundamental right of every citizen. But it is depressing to see that even after 72
years of self-rule, topics like women's empowerment, women's status
advancement, and girl child development continue to make headlines in the
media. The social isolation of women, gender bias, political segregation, and
economic marginalization have contributed to India's highly uneven levels of
human development and the decline in women's empowerment metrics. In the
Indian context, the gender gap still exists in practically every situation, including
career possibilities, growth potential, and even access to basic amenities. Only
38% of Indian women own a mobile phone, compared to 71% of Indian men,
according to Evidence for Policy Design1 by Harvard Kennedy School (Oct. 2018).
It is shocking that there is a 33% discrepancy in access to a basic amenity like a
cell phone. In addition, women in the Indian subcontinent face the greatest
disparities in social status, safety, equality, and technical accessibility worldwide.

At both the national and international levels, the significance of gender equality is
becoming increasingly clear. There have been numerous worldwide summits,
conferences, seminars, plans of action, and referendums that have been signed in
order to advance gender parity.

In India, the likelihood of a female working in an organisation is 52% lower than

the likelihood of a male working in an organization2. Therefore, any gender bias
in the workplace environment needs to be thoroughly examined. Gender equality
at work is the comprehensive application of the egalitarianism framework with
the goal of giving all employees equal growth chances. Gender equality in the
workplace is now considered to be policy, integrated into the core duties of the
HR division. When the idea of gender equality is thoroughly examined, it becomes
clear that the criterion of gender equality cannot be fully realised until it is
ingrained throughout the fundamental values, culture, mission, and vision of the
company. Only when the entire management chain decides to fully adapt it can
the concept of gender equality be successfully fully ingrained within the
organisational architecture.

The Gender Inequality Index ("GII") gives a measure of gender inequality and a
quantification of economic loss, in particular that caused by the failure to develop
human resources, as a result of gender inequality GII offers a reflection on the
plight of women, economic progress, and health. standards for the nation. Higher
GII indicates worse and less prosperous chances for women. In order to prevent
girls from becoming economically and socially isolated, GII defines deterrent.
India was 127th among the 160 nations with a score of three of 0.524, which is just
slightly better than the surrounding nations of Bangladesh (0.542) and Pakistan
(0.541), which are rated 133 and 134, respectively.
II. Research objectives
The primary research objectives of this research paper are:
To assess the quantitative component of workplace gender imbalance in
India;
To assess the methods that could be used to safeguard and advance the
interests of the female employees in the workforce.

III. Literature review

The research information gathered for this study is secondary in nature. This
information has been gathered from many sources. empirical data supported by
earlier research projects have been used to calculate the percentage of gender
inequality. UNDP and NSSO reports were used to determine several facets of the
gender gap in India. A survey of 250 people was done. 65% of the companies
chosen were in the service sector, 30% were in the manufacturing sector, and 5%
from related industries. 68 percent of the businesses surveyed were large cap
conglomerates, and 32% of the market was made up of Micro, Small, and
Medium-Sized Enterprises ("MSME"). as a result, Research findings presented a
fair picture of India's commercial entities.

V. Aspects of gender inequality at workplace in India

Gender discrimination may have been imbued in the foundational roots of the HR
policies. The entire process from selection to performance appraisal may get
affected from a preconceived biasness. The personnel policies directly affect the
monetary and non-monetary benefits associated with the job outcomes. Gender
inequality has been afflicting the real growth rate of India massively. Inequality in
gender balance has been classified broadly into below mentioned four categories