The be observed in the language, gesture, posture

The gender equality perspective in the labour market is essential for fostering organization’s
growth and development of cooperation. Gender discrimination not only in the workplace,
but anywhere in the society hinders the overall growth of the country. It has been
found that gender discrimination lowers the economic growth, reduces the
productivity and thus lowers the per capita GDP of the organization.   Gender inequality nurtures a
weak, unhappy, and unconfident workforce which ultimately brings the company on
the back foot. In
the firms gender discrimination crop due to the ignorance and deeply ingrained
ways of thinking on the part of employers as well as employees. This can be
observed in the language, gesture, posture and action of the male and female
employees during work. Gender biased organization’s policies, procedures,
practices, employer’s attitudes, strengthen the gender inequalities. It has
been often seen that more, chances are given to male than to female workforces
to take on any responsibility, task or project.

Managers in the
organizations are accountable to ensure that both male and female employees are
comfortable in each other’s company. It is essential that the
manager or other employer that is responsible for managing a company has a
positive attitude towards gender equality. The personal attitudes of every
entity within the organisation have decisive effects on the quality and
sustainability of development cooperation. A firm’s own internal practice with regard to the roles of male and
female employee can also be an obstacle to the reduction of inequality. It can
happen that men and women both take part in activities but the women are not in
decision-making positions or their proposals are rejected when decisions are
made. This kind of inequality appears in every type of organization. Hence,
when an employer wants to develop cooperation among employees, it is good to
divide the tasks and clarify how decisions should be made. Shed light on what
significance gender has on the organisations’ activities. Organization’s
policies and practices based on the principles of gender equality could be one of
the critical tools for accomplishing the goals of equality, development and
peace in the workplace. Non discriminatory policies and practices does well to
both male and female employees while discrimination results depression,
frustration, tension and other negative tendencies among the employees. Managers should keep in mind that gender inequality does not just
concern the relative numbers of male and female employees, but emphasis on the
internal effects of gender inequality in the organization development. Gender awareness
requires not only intellectual effort, but also sensitivity and
open-mindedness. It opens up the widest possible range of life options for both
women and men.Managing
gender inequality related issues at the workplace is very essential,
particularly in developing organizations. Gender discrimination makes everyone unproductive
as well as inefficient. Hence,
here the following suggestions that can help managers in managing gender issues
at workplace:Ø  CommitmentThe foremost condition of long-lasting and successful gender equality in
the workplace is the commitment of managers
and other employers towards promotion of gender equality. This
commitment must be in both actions as well as in words. This move will
often change the attitudes and behaviour of employees and so they will become
more constructive towards gender equality.Ø  Training Possession of the skills essential for encouraging gender equality in
practice is also necessary. Attitudes and skills can be learned with the help
of gender equality training by a professional trainer.Ø 
DiscussManagers should discuss the significance of gender roles in professional
life. Educate employees about how do women and men behave? Who decides? Who do
things? Who can provide feedback? Inform them about the importance and
benefits of gender equality and its promotion in all activities.Ø  OpennessGender equality should be the common aim for every manager. They should
share their knowledge and experiences freely and openly with colleagues in the
organisation as well as with the employees. Ø  Make it officialIn order to bring a long term permanent change, bringing transformation
in the individual’s attitudes and behaviour is necessary. Hence, bring some
changes in the organisation’s official policy and make it more favourable to
gender. Ø  Be prepared for resistance to changeRemember, and remind others, that gender equality is a matter of human rights.
Here, manager acting as a change agent may encounter some barriers while
educating and discussing gender issues with the employees in the workplace. But
they should not forget the fact that, promoting gender equality enables more
sustainable and higher-quality results in developing cooperation. Ø  Allow time for changePromoting gender equality needs patience and practicality. Attitudes and
behaviour of the employees cannot be changed overnight. Managers should not
expect employees that they will work on a fast schedule. Give them some
time to react and act.Ø  Talk to the employeesManagers should explain to the employees about the phase that has been
reached in promoting gender equality. Managers must also be able to assess
whether employees are willing to support a persistent but time-consuming
process.Ø  Ensure democratic ownership of gender equality processes

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ownership calls for the involvement of female workforces in decisions about aid
distribution and management. Programmes based on partnerships can provide an
effective framework for effectively addressing gender inequalities in the