A Project Report On

“COMMUNICATION FOR SPREADING AWARENESS

ON GENDER INEQUALITY AT WORKPLACE”
Submitted in partial fulfilment of the requirement for the award of

MASTER OF BUSINESS ADMINISTRATION

From
NARAYANA BUSINESS SCHOOL, AHMEDABAD

Subject : Managerial Communication

Component : CEC

Submitted By
NAME : Vishal Naidu
BATCH : MBA 2022-24
ROLL NO : MBA 2022-055
SECTION : OMEGA
DATE OF SUBMISSION: 12/11/2022

Under the Guidance Of

NAME : Prof Garima Mishra
DESIGNATION : Assistant Professor
DEPARTMENT : Department of Marketing and General Management
 INDEX

CHAPTER PARTICULAR PAGE

NUMBER NUMBER

ACKNOWLEDGEMENT 1

1. INTRODUCTION 2

1.1 HISTRORY OF BRO-CULTURE 2

1.2 BRO- CULTURE IN WORKSPACE 3

1.3 PREVALENCE OF BRO- CULTURE IN 5

WORKORCE

1.4 HOW TO IDENTIFY AND MANAGE BRO- 5

CULTURE IN WORKFORCE

2. ORAL COMMUNICATION TO SPREAD AWARENESS 8

ABOUT GENDER INEQUALITY AT WORKPLACE

3. WRITTEN COMMUNICATION TO SPREAD 14

AWARENESS ABOUT GENDER INEQUALITY AT
WORKPLACE

4. VISUAL COMMUNICATION TO SPREAD 15

AWARENESS ABOUT GENDER INEQUALITY AT
WORKPLACE

5. REFERENCES 16
 ACKNOWLEDGEMENT

I am thankful to Prof Garima Mishra, Assistant Professor, Department of Marketing and

general management, Narayana Business School for enlightening me in my project.

I am glad that Narayana Business School gave me this brilliant opportunity to carry out this
report which helped me practically relate my theoretical knowledge in real life scenarios and
to make out the significant implications from them.

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1. INTRODUCTION

In the workplace ‘bro culture’ is where male employees are seen as the default and female as
an aberration, which leads to misogynistic and discriminatory behaviour against those that are
not recognized as the same. Gender equality has driven disparity between men and women
for most of human history. Since the agricultural revolution about 12,000 years ago, globally
men have accumulated ever more power over their female counterparts. Despite the relatively
recent efforts of the Suffragettes, the Civil Rights Movements and international legislations,
our patriarchal society has continued to undermine the treatment of women, particularly in
the workplace. At the forefront of this oppression is the toxic reality of 'bro culture'.
Characterized as young, typically white men that enjoy spending their time partying with
others like themselves, the bro culture is a product of organizations with a male-dominated
workplace. A significant amount of tech companies from Silicon Valley have been labelled
as manifesting this bro culture, including Google and Uber among others. Unfortunately,
some have also been tied to cases of sexual harassment and other negative or discriminatory
behaviours. The reception of bro culture in the workplace has been met with very mixed
views (essentially, depending on whether you are a bro or not). A quick scan through the
headlines about bro culture would suggest that for many, it is regarded as a toxic environment
to work in. Although, others have argued that this brash approach to business growth could
still yet serve some necessary functions. Developing a full understanding of just what bro
culture is and where it has come from will allow us to determine how this type of company
culture can affect an organization and importantly, its employees.[1]

1.1 HISTORY OF BRO CULTURE

Reflecting on the evolution of bro culture will reveal how it has now spread into many company
cultures. Understanding that the meaning of the term has shifted away from someone's sibling
to now refer to any male friend demonstrates how the bro culture establishes a familiarity bias
in groups of young men.Within these bro cultures, it is difficult to diversify a team. These toxic
company cultures are sustained through a repeated cycle of favoritism and familiarity that
enables the maintenance of male-dominated organizations. Associations with sexual
harassment, underrepresentation of women and minority groups as well as an affliction for
partying suggest that when a company culture is taken over by bro culture, it harks back to the

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typical behaviors found in any college 'frat house'. The term 'Bro' is an abbreviation of the word
brother, which of course means a male sibling. Whilst it is believed that bro may have originally
been used in the familial sense, in the 1970s we see the first evidence of bro being used to refer
to another man or male friend. From these origins, the term has become increasingly associated
with a specific group of young men.The bros of today are identified as almost any young man.
Discussions around the specific traits of a bro are varied. Fundamental to the characteristic of
any bro, however, is their tendency to socialize with others similar to themselves. This
familiarity bias, in turn, contributes to the development of the bro culture.[2]

1.2 BRO CULTURE IN THE WORKSPACE

Below we reflect on the impact of bro culture in the workplace from a number of perspectives.
By contrasting the better aspects of bro culture against the more negative qualities, we can start
to understand the impact that it has on work practices and behaviours. Moreover, we can better
understand the reputation and stigma that have developed as a result of the media attention
around the actions of various organizations that have a reputation for maintaining the bro
culture.

• Bro Culture in the Workspace: The Good, the Bad and the Ugly
1. The Good - The trend of bro culture in the workplace skyrocketed with the tech boom
of the late 2000s. Recently graduated frat boys and other 'brogrammers' were presented
with the unmissable opportunity to continue the party lifestyle of college whilst earning
a significant salary for growing tech giants. Since bro culture values quick growth, this
was a match made in bro heaven. From the perspective of a bro, the experience of
working for a company that recognized their need to integrate sports and other
competitive activities within their weekly routine was almost too good to be true. Such
a company culture championed a brash approach to work. Those capable of high levels
of output would contribute to the significant growth of the company. With little regard
for HR or the inclusion of those not as interested in partaking in the weekly beer pong
tournament, companies that were supportive of bro culture would attract evermore
individuals with a similar passion for this way of working. The result of this being a
continuation of these male-dominated and broody company cultures.

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2. The Bad- For all of the benefits that a bro gains from working in a bro culture, there
must be a consideration for anyone that is excluded within this working environment.
Studies show that diverse companies perform better, hire better talent and have more
engaged employees. With this is in mind, it is evident that companies that support a bro
culture are unsustainable. Diversity is the key to a company’s long-term success. Yet
bro culture is fundamentally obstructive to diversity. Looking back at the example of
the tech industry (a known hot spot for bro culture), there is a serious lack of female
employees. Considering women represent half of the adult workforce in the U.S., as of
2015, the National Centre for Women and Information Technology reports that they
held only 25% of roles in tech. Whilst these companies may not originally set out to
create a toxic bro culture, due to the male-dominated nature of particular industries, this
can all too easily happen. With such a big influx of men within these industries, the bro
culture cycle is reinforced which in turn can potentially harm the productivity of the
organization. Serious efforts must be made to push back against this current trend.

3. The Ugly - Presently, there is an alarming rate of reports of sexual harassment cases
that are being made against senior employees working within many leading tech
companies. At the heart of the narrative, there is a strong sentiment that bro culture has
facilitated these disgraceful acts. The wild parties and relaxed misogynistic
conversations held within these organization illustrate a company culture that might
expect to hear within a sports team but not a professional organization. Whilst running
a company that supports bro culture might mean fun for all of these young men in the
short term, there increasingly more and more cracks beginning to show. The New York
Times reports that Uber's CEO Travis Kalanick created the toxic culture that has now
contributed to its decline. Through a combination of sexual harassment and
discrimination of female employees including Susan Fowler, a former engineer at Uber,
along with Kalanick's own irresponsible acts, the tech giant has significantly subsided
after its initial explosive growth. There is a lot to be learned from companies that have
brought bro culture into the workplace. Whilst they may originally experience a jovial
period of growth and disruptive promise, their evasion from diversification ultimately
leads to their deterioration. The reputation that also comes with the bro culture is now
tainted by an intolerable history of discrimination.[2]

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1.3 PREVALENCE OF BRO CULTURE IN THE WORKFORCE

According to the 2021 Women in Tech Report, bro culture is rife in tech companies, with 72
percent of women in tech reporting having “worked at a company where bro culture is
pervasive.” Interestingly, “only 41% of men say the same,” according to the report. “This
indicates that the discrepancy is due to a difference in perception. It can be hard for those in
power, or those not negatively affected, to recognize problems within the dominant culture.”
The tech industry isn’t the only one affected by bro culture. Manufacturing, finance, consulting,
and energy are also known for their bro culture, says Peters. “It's basically the highest paying
roles in the marketplace, where those with ego and prestige and entitlement flock to. These
industries are also the hardest for women to break into, and for women to remain at.” And in
this case, size doesn’t matter. The behemoths are as rotten as the two-man firms. Software
engineer Loretta Lee, who worked at Google for seven years before being fired in February
2016, sued the company, writes Kate Conger at Gizmodo. In her lawsuit, Lee said Google’s
bro culture led to continuous sexual harassment. Incidents included everything from male co-
workers spiking her drinks to one hiding under her desk and intimating that he’d installed a
camera there. Bro culture can exist, too, no matter the written culture, mission, or values of a
company; it's about what behaviours are allowed. If it is culturally acceptable to act poorly,
without consequences, then bro culture lives in that space.[2]

1.4 HOW TO IDENTIFY AND MANAGE BRO CULTURE AT WORK

Bro culture is a subculture that promotes misogyny and segregation. In male-dominated

industries like the tech industry, we find this culture to be more prevalent. Bro culture promotes
exclusivity and seclusion. In workplaces, it is akin to an elite men’s club that backs the
competitive guy who prioritizes winning. Companies with a strong bro culture frequently
employ partying as a motivational technique. This kind of workplace culture sees men working
as expected whereas working women are out of the ordinary, which leads to highly
misogynistic and discriminatory behaviour.

• Signs-Of-Bro-Culture-At-Work- Bro culture has always been a part of the corporate

world. It is especially prevalent in Silicon Valley which is the hub for tech companies.
It was not until the famous blog “Reflecting on one very, very strange year at Uber” by
Susan Fowler, former engineer of Uber, that the ugly side of the subculture came into

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 focus. However, we should not wait until another such event occurs and check for signs
of bro culture before it becomes toxic. Here are a few signs that may help identify bro
culture at work.
1. A clear preference for “the good old boys” club at meetings- Men predominantly lead
discussions in your company. Women are rarely allowed to voice their opinions in
meetings or discussions. Exclusive preference for men can be seen in their rapid
promotion as compared to women who are rarely or almost never promoted.
2. Unclear maternity/paternity leave policies- Policies that are out of step with balanced
parental roles point to a toxic culture. Most businesses either do not provide maternity
leave at all or provide maternity leave but consider paternity leaves to be unimportant.
If your organization does this, it sends the message that women are the sole caregivers
for the children.
3. Inconsistency in the pay gap- In recent years the gender pay gap has declined.
According to this study, in 2016 women still received the equivalent of 76.5% of men's
earnings. This is mostly due to the unequal representation of women in managerial
positions (37.8%) in 2016. As of 2020, Belgium is the country with the most equal pay
between the genders among OECD countries. The gender pay gap was at 3.79%. Korea
on the other hand is the country with the highest gender pay gap of the OECD countries
with a 31.5% difference between the genders.
4. Inappropriate comments are explained away, not reprimanded- Flirting with rookies is
the norm. Inappropriate comments or flirting is ‘just the way it is around here.’ Not
only is such behaviour unbecoming, and is considered sexual harassment but it also
leads to a very uncomfortable work environment for employees.
5. Inaction or delayed response to concerns- Reports of harassment or discrimination by
women about a colleague or manager's behaviour are often ignored or given delayed
responses.[3]

Bro culture is a real threat to a harmonious work environment. Oftentimes what men consider
harmless locker room banter is actually harassment. And it is no laughing matter.

Managing the effects of such a culture is necessary.

1. Start at onboarding- During the onboarding process, the employees are informed about
not only their work but also the company culture. This is the optimal time to snip any
toxic behaviour in the bud. The policies and behaviour expected from the employees

6
 should be made clear from the get-go. The onboarding process is the perfect time to lay
down the foundation for a healthy work culture devoid of toxic subcultures like bro
culture.
2. Strong HR policies- Usually, with start-ups, the HR department is often neglected. The
company is more focused on high performance and rewards than maintaining a high
moral ground. By the time a proper HR department is set up, it is often too difficult to
change the Initial culture to be more inclusive. The solution to this is a strong HR
department from the very beginning. Need to set the right precedent to maintain the
right work environment. HRs that do not sweep complaints under the rug and actively
work to maintain a harmonious work environment is an integral part of any
organization.
3. Do not conform- The world is constantly changing, this includes the workplace. The
employment of women was something that could not be imagined until a few decades
ago. However, it is now common to see women in top leadership roles and excelling in
their corporate jobs. These changes have come only because a few stood up and decided
to embrace change with open arms.
4. Do not accept excuses- “Boys will be boys”, is the most common phrase we hear to
excuse any misbehaviour by men. This excuse acts as an umbrella of protection for
young men to act recklessly, undermine women, and use any underhand method to
achieve their goals. Frankly, this excuse is overused and played out. It is time to hold
everyone to the same standards regardless of gender or ethnicity. Quality of work is the
only benchmark that should matter in a workplace.
5. Say NO- An Hr should remember the importance of the word “no”. They should make
sure to keep an eye on situations where employees are being coerced into doing work
that they are uncomfortable with. Employees should be encouraged to-
• Say ‘no’ to volunteer roles that do not help your career.
• Say ‘no’ to taking jobs that undermine your authority just because of your gender.
• Say ‘no’ to being silenced when you have the ability and experience to back up your
words.

Giving importance to one particular group goes against every notion of equality. In a
workplace, it creates an unhealthy divide between the genders. It is high time to take away the
exclusivity that has been enjoyed by a specific group particularly white men over the years as
it is not conducive to growth. Moreover, with the rise in diversity in the workforce, be it in

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terms of gender or ethnicity, it is no longer a viable option to maintain such an exclusive status
quo. Bro culture is best left in the past as the world is moving towards a more inclusive and
balanced society, which also applies to the workforce.[5]

2. ORAL COMMUNICATION TO SPREAD AWARENESS ABOUT

GENDER INEQUALITY AT WORK PLACE

Oral communication is the process of verbally transmitting information and ideas from one
individual or group to another. Oral communication can be either formal or informal. Examples
of informal oral communication include:

• Face-to-face conversations
• Telephone conversations
• Discussions that take place at business meetings

More formal types of oral communication include:

• Presentations at business meetings

• Classroom lectures
• Commencement speeches given at a graduation ceremony

With advances in technology, new forms of oral communication continue to develop. Video
phones and video conferences combine audio and video so that workers in distant locations can
both see and speak with each other. Other modern forms of oral communication include
podcasts (audio clips that you can access on the Internet) and Voiceover Internet Protocol
(VoIP), which allows callers to communicate over the Internet and avoid telephone charges.
Skype is an example of VoIP.

In oral communication our group will perform nukkad natak , debate , interview scene of , a
woman who overcame bro culture and would also give a speech about importance of gender
equality at workplace to create awareness about gender inequality.

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1. NUKKAD NATAK 1 -

PAD BADA SOCH CHOTI

A Manager of a company got the responsibility to conduct a market research, for which he has
to pick any two employees to do the task. The manager had two male employees and two
female employees working under him. So, he announced that two members will be selected
tomorrow for the market research. Both the female employees are very excited and started
preparing for the market research. On the day of selecting the team, Manager picked both the
male employees to do the market research and said that this is not suitable for females. I think
the male members can do better job. Both the female employees got disappointed by this
decision and went to Manager's cabin to request him. In the cabin they approached the manager
and pleased him to include them in the team, while talking, the manager started roaming around
the female employees and touched one of the employees inappropriately on the shoulder, the
female employees got angry on the manager's behavior and slapped him, then rushed out of the
cabin. Still manager didn't change his decision and told both the male employees to carry
forward the market research. One of the female employees shared this incident with her
husband, that the manager molested her in his cabin, but the husband said that, " I have told
you earlier that this corporate world is not for females but you only wanted to do this job I don't
know why. I am warning you again please leave the job or else deal with it ".

Now on the other hand, 5 days before the deadline Manager took a meeting with the male
employees about the progress of the market research, but both the male employees requested
the manager to extend the deadline of this market research, but the manager scolded them and
gave no extension and told them to do the work in the given time period only. Both the male
employees are very tensed, after the meeting both of the female employees saw them and asked
their colleagues that what happened, and they explained the whole situation they were dealing
with. Now both the female employees decided to help their colleague in completing the market
research in the given timeline. So, all four members worked day and night for 5 days to
complete that market research, and finally they completed it on the due date. After presenting
the market research in front of the management, both the male employees got appreciation from
their superiors. At that time of appreciation both the male employees invited their female
employees on the stage and thank them in front of the management, that without them this

9
research cannot be completed on time, and Afterwards the Manager also got appreciated from
the management of the company for the work his department has done. That time the manager
realized his mistake. Now, he called both the female employees in his cabin and said sorry for
his behavior earlier and also for underestimating them and said sorry for comparing gender not
the ability and promised both the female employees to give them the next market research of
his department.

2. NUKKAD NATAK 2

CHIT BHI MERI PAT BHI MERI

Neha joined her company right after she graduated from college in 2016. The people were
warm, and the environment was more relaxed than she had anticipated before she joined the
office. They made her feel very welcome, and corporate culture was very different than the
idea that she had made up in her head listening to her family and friends talk about the private
sector. They were good people, and the workload was just the appropriate amount. She was
working in a team with three men, and while they were nice and respectful, but they used to
make microaggressions all the time. They objectified women and made sexist remarks about a
woman who did not have a very traditionally feminine build in the office. She decided how she
felt was valid and decided to call them out on it anyway. The three of them, suddenly grew
very defensive and asked her to calm down. She said all she was asking was for them to not
make remarks that make her uncomfortable. She told them sexism; even casual sexism was not
okay. They grew very quiet and did not talk to me the rest of the day. The next day they went
outside to have lunch and did not invite her. Two days later, her male supervisor called her into
his office and asked her if she was feeling comfortable with her office and her team. She said
she was. He said he was going to change her team. While she told him there was no need of
that he told her that he understands her teammates and knows they make crude remarks and he
was doing this for her ‘well-being’. There were two teams in the office and the one that she
was working for was considered the superior one but she was downgraded to the other team
against her will and for something that was not her fault. She left the company three months
later, but the question is – If they were the one making crude remarks why was she downgraded
to the other team?”

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3. INTERVIEW-

The following interview was carried with one of the female employees, her identity is not
disclosed but this interview clearly sheds light on the gender inequality at the workplace –

1) Are you happy with your work?

Yes I’m happy with my work.

2) From how many years are you are working with this organization?

I have been working for five years.

3) Are you satisfy with your work?

Partially YES, But I’m not fully satisfy I’m happy with my job profile and the work I have. I
face some issue because I’m not treated equally there is BRO-CULTURE followed at my work
place.

4) What do you mean by BRO-CULTURE?

Bro culture describe a culture that prioritize mans over women, Women are not given equal
opportunity and platform which leads to misogynistic and discriminatory behavior towards
women.

5) When and how you face Gender- Inequality?

In this 5 year of my work experience I had face this issue several times where I had been ignore
at meetings, not given an equal opportunity, So many time when I was very confident about
my reports and project. But I was not selected for that particular project. Just because I’m
female and they think that I will not be able to perform better than my male colleagues. This is
the reason many women are missing great opportunity.

6) Did you see any other women facing the same issue at your workplace?

Yes, I have seen many women’s facing the same issue at my workplace, Women’s who are
actually very talented are not given that platform in which they can showcase the talent and
proof themselves, The manager always prioritize male candidate for big projects and
opportunities and there is always Salary Pay GAP between male and female working on same
job profile.

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7) Is it important to address Pay Gap?

According to me it is very necessary to address the Pay Gap issue face by the female at
workplace. When you and putting the same effort and hard work but your male colleague is
paid higher and you get less pay for the same work. This disappointed women to work
efficiently in an organization, and this Pay Gap makes a huge difference and make people think
that women are not suitable for the Corporate world.

8) Did you ever tried to raise voice against this?

Yes, I tried raise my voice But I was ignored and they did not give importance to that issue and
when I tried to stand for other women, they threatened me and warned me That “I will be
FIRED”

9) Does raising the issue of gender inequality is the act of feminism?

Definitely Not, Gender inequality and Feminism both are different,

Raising gender issues is not feminism but it aims to raise awareness about this gender
discrimination and biasness that women faces at workplace and home. It is a mindset that
raising gender issue is an act of feminism and with such awareness we can counter this bias
mindset while bringing gender equality.

10) How would you spread awareness on Gender inequality as a individual?

As an individual I can spread awareness on gender equality by using Social media and making
awareness in my circle of friends and sources I can use my social networking profile for
promoting Gender equality.

4. SPEECH

“Auratein kam karti hain to purushon ko lagta hai ki unki shaan kam ho jaygi aur parivar ki
maryada khatm ho jayega” (When women go out to work, men think their pride and their
family’s honor will be destroyed).The statement above was a response to a formative research
exercise that Partners in Change carried out in June 2017, to inform Breakthrough’s
intervention in the garment sector in Faridabad, Haryana. The research exercise was aimed at
creating an enabling environment for women workers in the garment sector. It’s a well-known

12
fact that women’s workforce participation in India has been sliding rapidly. In 2004-05, the
share of working-age women in paid jobs was 43%–the same as in 1993-94. This dropped to
27% in 2015-16*. In rural India, the slide has been much worse as women’s contribution to
agricultural work is largely invisible and the sector has not generated employment for women
formally. India was ranked 108 among 144 countries on the economic participation and
opportunities index in the Global Gender Report 2017. Another report that is still in progress
reports the percentage of women in the workforce across the city of Delhi as just 13%; if this
is the situation in one of the largest metropolitan cities of the world, clearly something is
terribly wrong somewhere.

• Women’s labor force participation - Gender gap in the labor force is rooted in
challenges that working women across the world face, including juggling work and
family responsibilities, sexism at the workplace, unequal wage and unsafe work
environments, lack of crèche and other facilities at work, and so on. While all of these
reasons are important to address, the scenario also needs to be studied from the
viewpoint of the traditional role’s women have played in society for centuries, and the
patriarchal mindsets at play in India. Gender equality in work is not possible without
gender equality in society. The McKinsey Global Institute Report – The Power of
Parity, on how gender inequality affects GDP and the economy of India, links, for the
first time, gender equality in work with gender equality in society, saying that, “The
former is not possible without the latter”.

“When jobs are scarce, men should have more right to a job than women.”

“When a mother works for pay, the children suffer.”

Reactions like these bring home the point that mindsets at work and home for women
are intrinsically linked and that promoting positive gender relations in the workplace
and within families together can lead to improving the rights and lives of women
workers. In other words, gender attitudes inform society’s reaction to a working
woman.
• Women’s mobility and family honor- The formative research mentioned earlier points
out how women’s mobility is closely linked to their ‘honor,’ rather than their earning
power or their ability to hold a position in a competitive work arena. This view enables
households and families to exercise greater control over women. For instance,
respondents to the research said that because of this link to ‘honor’, they face a number

13
 of restrictions on how to behave, how to dress, whom to speak to and whom to not
speak to, when they step outside the house. As many respondents shared, their families
feel that, “Once a woman starts working and earns money, she doesn’t have to depend
on her husband and will take her own decisions in a small way. Gradually, the man will
start losing control over her”. Neighbors, too, ask questions–why is your daughter-in-
law coming home so late? Who is the man she was talking to in the market? And
families must constantly face such queries, steeped in the norms that the community
follows. This—neighbor interference—becomes another form of control over women.
• Women workforce participation- During the street theatre shows that we at
Breakthrough organize for these women on issues they face at home and at work,
women acknowledge that many instances of domestic violence are triggered by the idea
that men are unable to accept their wife’s newfound mobility. While domestic violence
is common even among women who do not go to work, the increased mobility is an
additional reason for the violence. In a patriarchal setup, roles are clearly demarcated.
So if a woman steps out of the home leaving her daily household duties behind, a
disruption is bound to happen. For instance, women might ask their husbands to
contribute, however little, in domestic chores. This is clearly viewed as not respecting
the husband who is used to having his every whim and fancy catered to. The in-laws
find it unacceptable too.[4]

Connected to the whole question of honor and control, is the masculine construct of men being
the main breadwinner in the family. A Breakthrough campaign on masculinity in 2016-17
spoke with more than 3000 men in Haryana about their wives stepping out of the home to work.
We continue to use the campaign messages with the communities in Haryana and other parts
of the country. Men clearly linked this with honor – “Kya mein itna kamzor ho gya hoon, ki
mera aurat ko ab kam karne nikalna parega?” (Am I so enfeebled that my woman has to now
step out to work?). Many men feel their masculinity is being questioned if the women in the
family step out of home to work. Along with promoting inclusive workplaces and transforming
gender relations within the workplace, empowering women workers to access their rights and
advocating for behavior change across the supply chain, there is an inherent need to address
gender justice within families. We must also enable communities to look at working women
with respect. One without the other will be like leaving a glass only half full.

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3. WRITTEN COMMUNICATION TO SPREAD AWARENESS ABOUT
GENDER INEQUALITY AT WORK PLACE

Written communication is any written message that two or more people exchange. Written
communication is typically more formal but less efficient than oral communication.

For spreading the awareness about gender inequality at workplace our group is going to make
posters covering the following aspects and arguments supporting gender equality at workplace-

1. Improves Organizational Performance And Well-being At Work

2. It Makes It Easier To Understand And Target Consumers
3. The Attraction And Retention Of Talent Improves
4. Corporate Reputation Goes A Level Up
5. Boosts Innovation, Especially In (Tech) Start-ups

4. VISUAL COMMUNICATION TO SPREAD AWARENESS ABOUT

GENDER INEQUALITY AT WORK PLACE

Using various social media platforms our group will share reels and clips of all the above
activities to visually communicate and spread awareness about gender inequality at workplace
to as many viewers as possible.

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5. REFERENCES

[1] https://youmatter.world/en/equality-men-women-work-performances/
,28/10/22,14:56

[2] https://study.com/academy/lesson/oral-communication-definition-types-advantages.html,
30/10/22,15:55

[3] https://blog.vantagecircle.com/bro-culture-at-work/, 2/11/22,22:56

[4] https://www.breathehr.com/en-gb/blog/topic/company-culture/bro-culture-and-why-its-
an-issue-for-startups, 4/11/22,15:55

[5] https://www.peoplegoal.com/blog/bro-culture-in-the-workspace ,4/11/22,12:44

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