WINTER2020-21 Name: K ANKALARAO

Professional and Communication Lab (ENG5002) Reg No: 20MVD0028

Slot: L51+L52 Branch: M.Tech (VLSI Design)
Assessment 5: Report Writing (topic : 1 ques)

CASE STUDY ON GENDER SENSITIVITY

Gender inequality is a type of social process in which men and women are not
treated as equal. The distinctions may arise in workplace, within family, within
cultural norms etc. In workplaces, women employees are facing a lot of
problems which can’t be counted within a small amount of time. Recent data
shows that there is a 21% pay gap between female and male workers. Even
though both of them are working for same hours they retain that gap in their
salary only. Many mental, physical issues are suffering each woman and no
one is ready to hear their voice. Mainly the men workers are not giving any
support for their women co-workers. Many of them didn’t get any maternity
leave to take of their child. Women need to manage the works in their family
and also in their workplace. Many companies are utilizing their talents to
maximum, but not ready to provide a better work environment. Although we
portray gender inequality as a self-reinforcing system that can perpetuate
discrimination, important levers for reducing discrimination are identified.
Gender difference in labor market is a longstanding phenomenon, which far
from disappearing in recent years, has been redefined
Solution:
Numerous studies have reported that women show greater job satisfaction
than their male counterparts. According to Price, companies must become
assertive about gender diversity and treat it as an integral part of their
business strategies. Based on my opinion to make a good environment and to
promote them to success, we can take some ideas in all workplaces. There
should be strong women employee union to put their problems to the society
and to the government. To make strength in their mental and health situation
proper, appoint a counsellor and a doctor in workplace. Give 50% reservation
in all government sector for women. Provide salary based on their experience
and duration in the present company and it shouldn’t be by considering men
or women. Make strict laws and that should be followed by each company.
Must ensure that each workplace has better child care facility and provide
maternity care leave along with salary. Promote women leadership. Try to
motivate and congratulate their works. Change the culture to reward
outcomes achieved not hours worked. Make shift system to manage their life
problems. Build new roles for women and use their talents. Equal pay for equal
work, outstanding mentoring programs for high potential women leaders.
Gender differences in job quality and job satisfaction did exist among people
in rural western areas. The participating female was shown to have better job
quality and greater job satisfaction. These are the democratically way need to
choose in all workplaces. Legal changes aside, companies can focus on cultural
and organizational changes to reduce gender inequality. Gender differences
in job quality and job satisfaction did exist. Future studies are needed to
replicate the results with a wider range of participants and more indicators of
job quality and job satisfaction, and identify the underlying reasons for the
gender differences. Women have been trying to break away from norms and
standards set by society.
They have been marching for equal rights and fighting for their rightful place
in the world. True, that movement has begun to smash down centuries of
patriarchy, but we still have a long way to go. Especially, in corporations,
where the adage glass ceiling is still quite prevalent.

References:
Davoine L, Erhel C, Guergoat-Lariviere M. Monitoring quality in work: European
employment strategy indicators and beyond. Int. Labour. Snyder KA, Green AI. Revisiting
the glass escalator: the case of gender segregation in a female dominated occupation. Soc
Probl. 2008;55(2):271–99.

Lorber M, Skela Savič B. Job satisfaction of nurses and identifying factors of job satisfaction
in Slovenian hospitals. Croat. Med. J. 2012;53(3):263–70