Preliminary parts of the Report
Gender Biases as Workplace Problem – Preliminary Parts of the Report
Introduction
The report is about the gender biases in different workplaces that is considered one of the significant problems in many organizations. The report will present essential information that will provide awareness when it comes to knowing how such problem affects both genders who are being victimized by unequal treatment in their workplaces. It was reported that every organization has employees who have different characteristics and behaviors. The workplace structure, which is composed of employers, employees, and the organization’s customers are contributing factors as to why gender inequality happens in the organization. Workplace managers must be able to ensure that gender biases do not occur across all employees in order to ensure everyone’s productivity. In the event that such problem occurs, the management must be able to address it right away as it was known to provide unwanted effects both the victim and the whole organization itself. Generally, this report aims to identify the significance of gender bias issues in workplace and present potential solution that can rectify and address the influential factors as to why such problem occurs in many organizations.
Problem Statement
The problem of gender biases is an alarming issue that affects either male or female within the organization. Normally, unequal treatment happens when a specific factor, benefit, or advantage is only given to either male or female in the workplace. The unequal provision may be in form of monetary, such as salary, or task-related favor that are disproportion among the employees. However, in most cases, the females are the ones who are normally being victimized or affected by gender biases in workplace. There are many forms of biases that affect females both from work-related and non-work-related actions of her co-employees. For work-related gender biases, it is often that females were being stereotyped and as a result, important tasks are normally being awarded to their male counterparts (Probst, Roerecke, Behrendt & Rehm, 2015). Such problem does not only affects the employees themselves, but also the reputation of the organization. In which case, the organization will be viewed by its customers as a gender-based company, which in effect, may provide adverse impacts to its sales, promotions, and marketing. Therefore, this gender issue must be addressed by the management in the soonest possible time.
Terminologies
Gender Gender is described as the variety of characteristics that pertains to the human’s masculinity and femininity. It also pertains to the characteristics that provides differentiation of sexes, such as male and female.
Bias In this report, bias specifically means an unequal treatment towards the human subject. In this case, female and male employees. There is a prejudice when it comes to the provision of favor or against a specific person, to which unfair treatment is the outcomes of one’s action towards the other.
Workplace A workplace is the area where employees accomplish their task based on their job description. In other words, a workplace is where the interactions between employees and managers happen on a daily basis.
Methods A method pertains to the manner of gathering data that can help in drawing conclusions and recommendations about the identified problem.
Equality In this report, equality pertains to the equal treatment on both genders, without looking at the gender-specific skills the person, which can affect the other people’s perception towards them.
Major Sections of the Report
There are seven major sections of this report, which include Executive Summary, Problem Statement, Overview of Alternatives, Criteria, Methods, Recommendations, and Evaluation of Alternatives. The executive summary will serve as the overall overview of the report, which will discuss the significant information about the identified problem. The problem statement section will provide an extensive discussion of the issue being discussed, including the potential implications towards the affected stakeholders, such as the employees, management, the customers, and the organization as a whole. On the other hand, the overview of the alternatives section will present the actions that the management should take in order to rectify the identified problem. Potential solutions will be presented towards addressing the gender biases in the workplace. Furthermore, criteria section presents the specific actions that can be used to increase the awareness of each employee in relation to the identified problem. Another important part of the report is the method section, which presents the manner of gathering data from the employees that ca be used in providing solutions to the problem. This will also describe how the gathering of information will be done, such as using both qualitative and quantitative methods. Additionally, the recommendations section is where the suggested actions will be presented. These actions are essential towards reducing or eliminating the gender biases within the workplace. Lastly, the evaluation of alternatives serves as the assessment of suggested resolutions in addressing the identified problem. This section will discuss the productivity and cost-related impacts of the proposed solutions.
Scope and Limitations of the Research
The coverage of the report includes specific types of biases in the workplaces as well as the gender who is being impacted by such incident. Every type of bias will have its own effect, either towards the person or the organization as a whole. The report will also cover how the proposed solution or alternatives will change the behavior of the employees or management, from which the bias comes from. However, there are various identified limitations in this report, such as the information gathering that involves both the bias victim and the other employees within the workplace. The limitations may be due to hesitations of employees to provide feedback for or against their co-employees and the management. Providing assurance that their feedbacks will be completely anonymous may not be enough to guarantee the full cooperation of the respondents.
Recommendations
Based on the evaluation of alternatives, every company must be able to address the gender biases problem starting from the hiring process in order to avoid further development of gender-based stereotyping. Therefore, it is recommended that the organizations must conduct a separate training among human resource personnel so as to help the hiring officers in developing their professional skills without looking at the applicant’s gender during the hiring process. It is also recommended that the organization’s hiring process should remove the gender-based salary offering, as females normally go for a lower salary compare to their male counterpart. Generally, the overall practice in the workplace, from hiring to career progression, must not be based on the person’s gender, but should be focused on the skills, professionalism, and productivity. This is to ensure that there will be no unequal treatment on either genders when it comes to salary and assigning of significant positions in the workplace.
References
Probst, C., Roerecke, M., Behrendt, S., & Rehm, J. (2015). Gender differences in socioeconomic inequality in alcohol‐attributable mortality: A systematic review and meta‐analysis. Drug and alcohol review, 34(3), 267-277.
