III.

Solution

1. Recruitment and promotion solutions.

1.1. Control measures for the proportion of men to women hired

One easy way to guarantee equal working opportunities for men and women and close
the gap is to promote gender equality by controlling the ratio of men to women recruited.
This implies that conditions will be implemented to provide preference to either male or
female recruiting, depending on the actual circumstances. Regardless of gender,
employers must make sure that all employees have equal access to resources,
opportunities, and compensation for their labor. Businesses and organizations must make
an effort to remove any barriers that would keep women from participating fully and
equitably in the workforce. Furthermore, businesses are required to offer safe and
hygienic working conditions for female employees who work in heavy, dangerous
industries or who are exposed to harmful substances.

1.2. National laws dealing with gender equality

The proper planning, funding, and implementation of regulations and policies

particularly about training, professional development, political training, and ethics
should be carefully considered. Women are assigned, promoted, and transferred. to
avoid and completely eradicate discriminatory practices against women, including age-
based differences in training, transfers, and structural planning between men and
women.

1.3. Instruction aimed at enhancing the credentials of female employees

Furthermore, initiatives aimed at training and capacity building for female employees
are encouraged. The most important action that needs to be taken immediately to ensure
gender equality in the workforce is this one. Job prospects will always be subject to the
objective laws of the labor market. Therefore, the solution to the problem of creating job
opportunities for female workers must focus on training and improving the capacity of
these individuals.