Sunday, May 3, 2020

Monitor Gender discrimination in workplace - MyAssignmenthelp.com

Question: Discuss about the Monitor Gender discrimination in the workplace. Answer: Objective of the action plan and the proposed action Gender discrimination at workplace is still rampant in Australia as men earn more than women (24%) on an average. In the senior management roles there are very few women working part time. Only 15% of women are chief executives. There are 30 top companies in Australia without women on their boards (ABC News 2017). This is why one of our objectives is to reduce the level of gender discrimination by 50% by next year. It will help improve the status of the women and promote gender equality Thus, in order to reduce the gender discrimination the actions are Monitor the legal protections in regards to gender inequality and Improving the women status- flexible work hours for women and increase in recruitment in senior role and equal payment Anticipated outcomes of the proposed actions By monitoring the workplace adherence to the Gender Equality Act, it is possible to take stringent actions against people violating the policies and norms. Regular audit will help in this process. Taking strict actions such as law suit against the company or the suspending from workplace will help people restrain from gender discrimination. Women status can be increased by workforce participation in different roles. Offering the physical security benefits to women will help her in participating in senior roles. Equal financial returns as men will motivate women. In the long run it may help in gender parity, higher financial returns for the companies, innovation and increase in annual GDP (Charlesworth and Macdonald 2014). Key risk associated with the proposed actions The key risks associated with proposed action are that the discrimination at the workplace may go unnoticed. Underreporting may be the other major barrier to monitor the changes in the gender discrimination. Further lack of support from the family members may be the barrier to womens participation on the board in corporate sector. Although the corporate sector offers the senior management roles, lack of sharing of responsibilities by men at house prevents women empowerment (Chizema et al. 2015). These barriers will hamper the process of the attaining gender equity in workplace. Evaluation The best way to assess if the action plan is working is to conduct open and close ended survey. The target population will be the managers of the companies to identify the barriers faced by them in recruiting women in senior roles. Women will be surveyed to identify the barriers in working part time in senior management roles. Regular audits will help monitor the change. It will also help analyse the attitude and behaviour of people towards legislations and polices against gender discrimination. The audit results will also help in identifying any kind of implicit or conscious bias in workplace that is causing gender discrimination. Proposed action can be modified and designed considering the barriers and factors preventing 100% adherence of the workplace managers to the laws and regulations (Van den Brink and Stobbe 2014). References ABC News., 2017.Gender inequality still rampant in Australian workplaces: report. [online] ABC News. Available at: https://www.abc.net.au/news/2015-11-26/gender-inequality-still-rampant-in-australian-workplaces-report/6976452 [Accessed 1 Dec. 2017]. Charlesworth, S. and Macdonald, F., 2014. Australias gender pay equity legislation: how new, how different, what prospects?.Cambridge Journal of Economics,39(2), pp.421-440. Chizema, A., Kamuriwo, D.S. and Shinozawa, Y., 2015. Women on corporate boards around the world: Triggers and barriers.The Leadership Quarterly,26(6), pp.1051-1065. Van den Brink, M. and Stobbe, L., 2014. The support paradox: Overcoming dilemmas in gender equality programs.Scandinavian Journal of Management,30(2), pp.163-174.

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