Every workplace comprises of different characters that form the complete structure of any organization. The structure of any workplace is made up of employers, employees and the consumers. The primary reason for any workplace is to ensure the interests of all the stakeholders of the organization are strongly satisfied. The employees are expressly mandated by the authority to ensure the consumers demands are met by the particular organization. The employers are also to ensure the company's rights are protected and they are strongly remunerated to boost their moral and ensure maximum production. Government through bodies such as the trade union and the government parastatals responsible for the particular activity always act as the third party to provide the service offered by the organization is accepted by the law and is professional. Gender biases are one of the common and most dangerous problems facing different workplaces (Probst, Roerecke, Behrendt & Rehm, 2015). This study is basically to come up with solutions to this problem that the employer can use to curb this common phenomenon in the workplace.
Problem statement
Gender biases in the workplace are the discrimination between the male and female. This is the inequality in job distribution among the men and women in the workplace. It mainly postulates the situation where promotions and allowances in the workplaces are awarded by gender. In most cases the female part of gender is discriminated in the workplace. Most employers prefer to award posts of significant magnitudes in the workplace to the male (Probst, Roerecke, Behrendt & Rehm, 2015). This often results in lower production in the firm as this kind of discrimination is a detriment to the moral of the female part of the workplace. Solutions of this problem need professionalism and effectiveness of the employer. Gender biases can affect the image of an organization. This in turn can affect the consumer’s decision negatively. Products from a workplace viewed in the public to be gender based is not preferred by the consumers. This reduces the production output level of the organization. This study stipulates how this problem can be rectified by the employer and increase output level.
Overview of the alternatives
A solution of any problem in any social institution requires a clearly stipulated procedure where the given problem is synthesized apparently. To solve gender-based violence in the workplace, the employer needs to identify gender biases and mainstreaming as a matter in the workplace. The employer then must understand everyone's interest in the workplace. Possible solutions must be listed on how gender biases in the workplace can be corrected. These options are then evaluated and the best option given the priority.
Criteria
Gender bias is a factor that affects all the stakeholders in the workplace. It is very inimical to the production of the organization. Proper approaches to solving this vice are therefore recommended. Different criteria can be used to address this problem. Most organizations prefer the use of various seminars and workshops to engage both male and female in the workplace. These seminars and workshops are used by the employer to educate and enlighten the workforce on the importance of both the male and female counterparts in the workplace. The role of every single gender to the workplace is made known by every person in the workplace. It can also be done by ensuring that every management posts in the place of work comprise of both female and male. This will install respect in every single individual in the workplace. Every department in the workplace including the most technical ones must also comprise of both male and female. The variations in remuneration in the workplace should not be biased. Salaries and wages of both the male and female in the same rank should not have differences.
Methods
Different methods of data collection will be used to ensure efficient solution of gender biases and discrimination in the workplace. Both the qualitative and quantitative methods of data collection are used to come up with the different solutions to this phenomenon (Probst, Roerecke, Behrendt & Rehm, 2015). Different workers both male and female are interviewed on the causes and effects of gender biases in the workplace. Questionnaires are also used in the workplace to get the secret views of the place of work members. Observation is another important source of collection of collection of data on the solution of gender biases in the workplace.
Recommendation
Employers are responsible for every problem arising in the workplace. Employers are the final decision makers in the workplace. Employers must, therefore, ensure nobody is discriminated in the place of work by gender. Appointments by the employers must be cooperating both male and female. Companies must understand the everyday activities of the employees and the problems they face. Management must comprise both the male and female in the workplace. Rules and principles must be put in place to ensure gender-based discrimination is not part of the workplace. Values and norms of the workplace must also stipulate the penalties for gender via lotion 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.
