BADM440 - Unit 3 IP

Gender Diversity at the Workplace

[Name of the Writer]

[Name of the Institution]

Gender Diversity at the Workplace

Introduction

In this day and age, it is very important for the workplaces to make sure that they have a sense of clarity with regards to how the diversity in the organization is going to be managed. The demographics at the workplace is also changing as women are becoming part of the workforce, and the change in the social status of the women where they have to make sure not only, they are going to be participating in the homemaking, but would play an active part at the workplace. Keeping this aspect in mind, the diversity in the workplace has become an important consideration (Ellis, 2007). Looking closely at the organizational dynamics around the world, the assessment can be made that how there is a need to ensure that sense of perspective has to be there regarding the role of the women, not only they are being paid much less, they also have a hard time when it comes to making sure that they get the same renumeration and compensation. Gender bias is always been the part of the society which boils down to the organizational requirements. In this research, it would be seen that how it can be made sure that more diversified workplaces are created for the women and allowing them to have greater sense of freedom in terms of how they make their career. The study is going to look at some of the factors that contribute towards the lack of diversity in the organization as well as the fact that how the management of the resources can be done at the level of the organization (Ellis, 2007).

Problem Statement

Across the world, women at the organizational level have to face many challenges. Not only they have a hard time when it comes to making sure that how the allocation of the resources is going and how the payment and renumeration is being made, but there are some other issues as well. The women face sexual harassment all the time during the course of their world and despite the fact that much awakenings has been created in this regard, the fact remains that lot of work is needed to be done to make sure that the appropriate working environment is going to be provided to the women (Ellis, 2007).

Research Question

My research topic is workplace gender discrimination and the research question that I am going to address in the whole research is, “what are the causes of gender discriminations in the workplace?”

Hypothesis

H1. Gender discrimination in the workplace is the result of poor company morale.

H0: Gender discrimination in the workplace is not the result of poor company morale.

Generating Survey Questions

• What could be the possible causes of workplace gender discrimination?

Research Strategy that is going to be Used

One thing that is very important to keep in mind when it comes to the determination of the gender diversity at the workplace is that how the experience of the women is going to be taken into account. The problem at the moment is that every woman is facing similar problem, but they are taking different shape for each of the women (Guillaume et al, 2017). For instance, one woman might be facing issue of the sexual harassment, whereas the other women might be facing an issue that she is not getting the same perks and benefits despite the fact that she is in the same role as men (Reverby, 2001). The problem is that there has to be certain level of clarity with regards to how it is going to be made sure that the experience of each of the women is going to be accounted for and one of the ways through which it is going to be done is to very careful with the sample size (Guillaume et al, 2017). The idea must be to ensure that the sample size represents the women of different demographics and the question must be encountered to them is that how they take care of the different issues in terms of the lack of gender diversity in the organization. The specifics thus for the sample are going to be that about 50 women are going to be interviewed (Guillaume et al, 2017). The age limit is going to be between 25-45 years old so that the age-related information about the women can be accumulated. The other thing that is very important during the course of this research is that how the possible differences are encountered at the different levels in the organization (Guillaume et al, 2017). What it means is that to ensure that more well-rounded sample size is going to be developed, effort would be made to ensure that the managerial level, the people at the executive level and the professionals who have just started their career are going to be made the part of the study (Guillaume et al, 2017).

Usage of the Secondary Resource

There has been considerable research that is being carried discussing the plight of the women who are facing some sort of issue at the workplace (Ozturk & Tatli, 2016). At the same time, with renewed focus on the diversity among the organizations around the world, Due to that, along with the awareness about the sexual harassment, it is going to be quite feasible to access the host of information that is going to provide information about some of the factors that tend to prevent the lack of diversity among the organizations these days. This would go a long way towards making sure that more safe and secure environment is provided to women and more diverse workforce is created (Ozturk & Tatli, 2016). Having an inclusive workplace is a powerful recruiting tool. Female millennials look for employers with a strong record on diversity, according to research by PwC, with 85% saying it’s important to them. A reputation as an inclusive employer will also demonstrate your positive company values and that will enhance your reputation in the recruitment marketplace. According to McKinsey, the most gender-diverse companies are 21% more like to experience above-average profitability.

References

Ellis, C. (2007). Telling secrets, revealing lives: Relational ethics in research with intimate others. Qualitative inquiry,. 3-29.

Guillaume, Y. R., Dawson, J. F., Otaye‐Ebede, L., Woods, S. A., & West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.

Ozturk, M. B., & Tatli, A. (2016). Gender identity inclusion in the workplace: broadening diversity management research and practice through the case of transgender employees in the UK. The International Journal of Human Resource Management, 27(8), 781-802.

Reverby, S. M. (2001). . More than fact and fiction: Cultural memory and the Tuskegee syphilis study. Hastings Center Report,. 31(5), 22-28.

Appendix