The main purpose of the study is to identify whether the "glass ceiling is created or not in the organisation and also to identify how gender stereotypes affect the performance of the employees. Exploratory as well as descriptive research is conducte
Full description
Harassment covers a wide range of behaviours of an offensive nature. it is commonly understood as behaviour intended to disturb or upset, and it is characteristically repetitive. In the legal sense, it is intentional behaviour which is very threateni
Full description
Immunology
More and more women are taking up salaried jobs but old attitudes remain the same. It is theinstitutional process that should guarantee a safe workplace for women, haven't caught up yet.Though the number of women in workforce has been rising but ther
Emotional intelligence has become a familiar issue between academicians, counsellors and business leaders due to a considerable role in the workplace. Organizations may be able to increase productivity and improve employee well being through assessme
biasDeskripsi lengkap
maternitasFull description
1
ccscDeskripsi lengkap
n
SPO BIAS
bias hati hati
KAK BIAS CAMPAK
Full description
indeks biasFull description
public health
Full description
SOPFull description
dokumen KAK BIASDeskripsi lengkap
Gender Bias at workplace Presented toWhat is gender Bias? Unequal treatment in employment opportunity and expectaons due toatudes ased on the sex o! an employee or group o! employees" Gender ias can e a legimate asis !or a lawsuit under an-discriminaon statutes" Gender ias occurs ecause o! personal #alues$ percepons and outdated$ tradional tradional #iews aout men and women" Gender Bias %tarts &arly 's per #arious study it is elie#ed that Gender ias egins as early as elementary school educaon--long e!ore entering the work!orce" (he quality o! teacher contacts #aries etween the genders" Boys recei#e more teacher reacons o! praise$ cricism and remediaon" (his early !orm o! gender ias connues through years o! educaon and into the work!orce" Workplace Gender Bias )n your work!orce$ you may oser#e gender ias in many di*erent !orms and degrees" With respect to tradional +os #ersus nontradional +os$ women are o,en relegated to a. /ow-pay /ow-paying$ ing$ clerical clerical and and admin administr istra#e a#e +os" +os" . 0on 1i#er 1i#ersit sity y in (ra (raini ining" ng" c. /ess /ess 'ckn 'cknow owle ledg dgem emen ent" t" d. Unequal Unequal treatmen treatmentt in promoon promoon$$ pay pay$ ene2ts ene2ts and and pri#ileg pri#ileges es (he &*ects o! Gender 1iscriminaon in the Workplace Lost Producvity
-
3icms o! gender discriminaon lose mo#aon and morale necessary to per!orm their +os e*ec#ely"
-
(hings that may lead to this loss o! morale and mo#aon could include +okes aout an employee4s employee4s gender that imply in!eriority$ in!eriority$ o*ensi#e +okes o! a sugges#e or sexual nature and +okes implying implying that an employee4s employee4s work is su-par due to his or her gender gender""
Promoons
-
%tereotypical #iews regarding gender can cause super#isors to engage in the illegal pracce o! passing a person o#er !or promoon due to gender" While this can happen to oth genders$ super#isors most o,en pass o#er women !or promoon due to preconcei#ed noons aout their roles and ailies"
-
%uper#isors may pass o#er quali2ed males !or promoons in industries that employ a high percentage o! women compared to men$ such as teaching posions or those industries in#ol#ing care o! children"
(he &*ects o! Gender 1iscriminaon in the Workplace Family Responsibilies
-
Women who ha#e young children at home may experience push-ack when inter#iewing due to !amily responsiilies" 'lthough law prohiits a prospec#e employer !rom asking aout !amily responsiility outright$ it o,en comes out during the inter#iew process anyway"
-
(his may pro#oke the hiring manager to pass o#er a quali2ed !emale candidate i! he !eels she will e torn etween her home and +o responsiilies" )! the woman makes it into the posion$ her super#isor can #iew her employee 2le to see that she has young children signed up on insurance or other ene2ts" 5e then may choose to gi#e her less responsiility or assign menial tasks to her that do not 2t her +o descripon" 'lthough illegal$ this pracce sll exists in o6ces today"
(he &*ects o! Gender 1iscriminaon in the Workplace Destrucon
-
(hose discriminated against may !eel such strong resentment and loss o! sel! worth that they resort to destrucon as a way to get ack at the discriminatory employer or coworkers"
-
1estruc#eness may mani!est itsel! as physical #iolence against others$ destrucon o! property or propagaon o! malicious rumors aout people in the company and the company itsel!"
5ow to Become Bias-7ree in 8our Workplace and )ts 'd#antages 9reang a ias-!ree workplace takes more than +ust posng an equal opportunity statement on your employment applicaons" Becoming ias-!ree requires a truth!ul assessment o! your workplace policies and pracces to ensure you are eing !air to applicants$ employees and customers" (he primary ad#antage is that employees !eel their work en#ironment is a sa!e one$ !ree !rom un!air treatment$ discriminaon and harassment" :ther ene2ts include an enhanced usiness reputaon$ high +o sas!acon among employees and low exposure to legal claims arising !rom un!air employment pracces" 5ow to Become Bias-7ree in 8our Workplace and )ts 'd#antages
Step 1
-
/ist the areas in your workplace where you elie#e ias currently exists or areas su+ect to iased atudes o! employees and super#isors"
-
'ssess e#erything !rom your employment pracces to your customer ser#ices policies" /ook at the composion o! your customer ase to determine i! you are o*ering products and ser#ices that complement or ser#e the di#erse needs o! your customers" 7or example$ i! your retail store is located in a di#erse community$ ensure you carry products that appeal to a wide range o! customers"
Step 2
-
&xamine your company4s recruitment and selecon processes"
-
;e#iew your processes !rom an applicant4s point o! #iew"
5ow to Become Bias-7ree in 8our Workplace and )ts 'd#antages Step 3
-
&#aluate your leadership training and employee de#elopment programs" )nclude training !or super#isors on how to minimi
-
5old super#isors accountale !or conducng per!ormance appraisals in as o+ec#e a manner as possile"
Step 4
-
1e#elop training !or employees on how to pre#ent ias !rom creeping into their interacons$ as well as how to recogni
-
)ncorporate training on nondiscriminaon laws= howe#er$ expand the de2nion o! personal characteriscs underlying disncons that create iased atudes"
5ow to Become Bias-7ree in 8our Workplace and )ts 'd#antages Step 5
-
9heck your physical surroundings !or working condions that suggest employer ias ased on posion or status"
-
7or example$ maintain working condions !or !ront-line employees that are +ust as com!ortale as the working condions !or execu#es" )! execu#es and high-le#el managers ha#e access to the execu#e dining room$ pro#ide an employee ca!eteria that all employees can use"
&qual &mployment :pportunity 9ommission %uggested 'pproach to Gender 1iscriminaon at Workplace
%ome %uggested inia#es employers can implement to iden!y and eliminate sex discriminaon in the workplace'n-1iscriminaon Policy 1i#ersity Program &ducaon and (raining Workplace 'udit Gender Pay Gap in )01)' As per te report o! "conomic mes dated # 2$ t %anuary&15'
' sur#ey y recruitment 2rm >onster )ndia says that the median wage earned y women is @A lower than what men make" :n an a#erage$ men earn Rs 25()*$ per hour whereas their !emale colleagues earn +ust Rs 1($)5$" (he online sur#ey had C$DCD respondents across age groups$ industries and organisaonal hierarchies" 0early EFA o! the respondents were males" (he nature o! ownership o! your company also decides how much you e arn" 7oreign owners are the est paymasters$ says the sur#ey" &mployees o! companies wholly owned y !oreigners earn ;s CH more per hour than workers o! companies where !oreigners ha#e a paral stake" Workers in domesc companies are the worst paid$ earning aout ;s C per hour less than workers in companies where !oreigners ha#e a stake and ;s FE per hour less than wholly !oreign-owned companies" Gender Pay Gap in &urope Gender Pay Gap in U%
