Gender equality and equity in the work place is something which every organization in the modern age should strive to achieve. As a result of this, it is important for the human resource manager in conjunction with the human resource department and the entire organization to strategize on how it can ensure that it lives up to the expected standards. Historically, women have been victims of gender discrimination. This gender discrimination has been translated into the work place, hence resulting to the current gender imbalance. This is oblivious of the fact that females account for the largest percentage in the total population although the by a slight margin. According to the 2010 census, 49.2% of the total population is male while 50.8% are male (Howden & Meyer 2010, p.2). Ideally, if equality and equity is to be considered, a ratio or near to ratio which reflects on the population composition should be seen in employment. However, more men are employed than women. This is owing to inappropriate human resource management practices, in addition to lack of enforcement of the current labour laws.
While taking an insight into equality and equity in employment, it is important to look at the Griggs Et Al. V. Duke Power Co. Case. In the case, the employer, Duke Power Co. had put up educational qualification barriers aimed at discriminating against black people in employment (Find Law 2013, p.1). In the case, the defendant had continuously used educational qualification in addition to other barriers to deter black people from progressing their careers in the company. In the ruling, the court ruled in favour of the Griggs Et Al. whereby it was seen that putting an unnecessary barrier in employment in order to deter an individual from getting a specific job position is illegal.
On this note, it is important for a HR manager to ensure that gender equality is upheld in the company. Ideally, equal job opportunities start with the stating of the minimum job requirements for employees who aspire to be hired in the company. According to the law, the minimum requirements should be necessary; in that they should have a direct effect on the job which is to be undertaken by an individual. Therefore, the minimum qualifications should be those that are demanded by the nature of job (ACAS 2012, p.8). On this point, the organization should indicate that it is an equal employer; hence as long as the candidates meet the minimum qualifications, they are eligible for employment. Moreover, the HR manager should select equal number of male and female candidate, and this value should be stated in the job advertisement. The situation is no different when the HR manager is requesting for an additional hiring of people. He/ she should indicate the minimum qualifications level and consequently indicate his/her gender equality approach.
There is also a need for the human resource manager to devise a strategic way of communicating to his or her department of the employment of a new female staff in a company. One thing which should be avoided is constantly alluding to the female gender of the new employee as if it is a special case. The HR manager should appreciate that being female is not being special, hence should use a similar introduction remarks as those used to introduce males when introducing females. It is advisable for the HR manager to have a preplanned communication and introducing process hence ensuring that new female employees are accorded the same status/ treatment and their male counterparts (ACAS 2012, p.8).
References
ACAS, 2012. Delivering Equality in Diversity, 1-40
Find Law, (2013). US Supreme Court, Griggs Et Al. V. Duke Power Co., Retrieved on 3rd March 2013 from http://caselaw.lp.findlaw.com/scripts/getcase.pl?court=US&vol=401&invol=424
Howden, L., & Meyer, J., 2010. Age and Sex Composition : 2010. 2010 Census Briefs, 1- 16
