Business Insights and Problem Solving

Summative Assessment 1

Gender Equality in Tourism and Construction

Student ID 19026043
Contents

Introduction.................................................................................................3

Gender Equality in Tourism Industry.......................................................4

Gender equality in construction industry.................................................6

Conclusion....................................................................................................8

References.....................................................................................................9
 Introduction
Gender equality is the problem of the all times being more actual with time what makes the law and
society more tolerant to each case approached. The begin of this problem is based on the difference
between women and men in variety of physical, emotional, necessities all of these aspects make the
environment difficult to comply with everybody’s grievances. The purpose of the report is
approaching the gender equality in the context of the tourism industry and construction industry.
What is the problem that they are facing in these industries, how they are treated, how is possible to
make the business environment more affordable for each of participants doesn’t matter of the gender,
to have a diversity and unity? “United in Diversity” [CITATION Eur00 \l 2057 ] . Analysing the literature
and pointing the tendencies, the importance’s of equality.
Gender Equality in Tourism Industry

The tourism industry as other industries have the problem of gender inequality even 60 per cent of
employees are women is still difficult to say that law is respected and problems are solved. Because still
exist the pay gap between women and men, discrimination, poor condition of work, harassment, this is
some of the problem persisting in the industry. However, the tourism industry is in a continuous change
and have some important authorities as (UNWTO is World Tourism Organisation) is the united nations
agency that supposed to promote sustainability and accessible tourism for all.

UNWTO and UN women in collaboration created a programme” Action Plan to Empower women
through tourism in 2008”. The action plan is consisting from following steps:

 Set up a multi-stakeholder taskforce

 Initiate a triennial joint report on the participation and status of women in tourism industry
 Establish a portal to serve as a global network for knowledge sharing
 Build international awareness about opportunities for women in tourism
 Call upon UNWTO members to take vigorous steps to support gender mainstreaming in national

This is the incipient stage of collaboration furthermore they made a global report of women in tourism
(2010) with recommendations about (employment, entrepreneurship, education, leadership, community).
The purpose of this collaboration was to enhance involvement of women in decisional process, to
protect them. The main recommendation is promotion Gender equality.

Type of gender equality measures in tourism business.

Genderzequalityzinztourismzandzotherzindustrieszmustzbezbasedzonzhumanzrights.zAszthezenviro
nmentzofztourismzbusinesszrequirezindividualzactionszdependingztoznecessitieszofzparticipantszso
mezofzthemzarezrelatedzin the Fig. 1. The research was elaborated on Tourism businesses in
Portugal. Where was questioned the following question
Fig. 1. Type of gender equality measures implemented in tourism companies in Portugal[ CITATION
Str18 \l 2057 ]

Approaching morezdeeplyzthezmanagerszwhozsaidzthatztheyzhadzwork–lifezbalancezpolicieszin
placezaszazmeasureztozincreasezgenderzequality,zsomezgenderedzdifferenceszarezobserved.zItzcan
bezseenzthatzazhigherzproportionzofzfemalezmanagerszthanzmalezmanagerszmentionzthatztheir
companieszhavezimplementedzactionszrelatedztozworkzandzfamilyzlifezharmony,znamely:

 specific measures (e.g. information and adequate training) to reintegrate workers who have
interrupted their careers for family reasons
 protocols with family support services or
 their own childcare facilities

Thiszmayzindicatezthatzfemalezmanagerszarezmorezawarezofzworkzandzfamilyzbalancezconstraint
szandzsozarezmorezawarezofzthezgenderzequalityzmeasureszthatzarezinzplace.zItziszalsozinterestin
gzthatzthezproportionzofzmaleztourismzmanagerszwithzabsolutelyznozknowledgezofzanyzofzthese
zmeasureszexistingzinztheirzcompaniesziszthreeztimeszthatzofzfemaleztourismzmanagers.zSomezst
atisticalzdatazshowszthatztourismzcompanyzhaszimplementedzanzaveragezofzfourzgenderzequality
zmeasureszeach.zLookingzmorezcloselyzatztheznumberzofzadoptedzmeasures,zazgenderedzdifferen
cezinztheznumberzofzgenderzequalityzmeasureszimplementedzinztourismzcompaniesziszobserved.z
Thezresultzshowzthatzfemalezmanagerszsaidzthatztheirzcompanieszhadzmorezgenderzequalityzmea
sureszthanzmalezmanagerszdid.zThesezdifferenceszwerezfoundztozbezstatisticallyzsignificant.zThis
zcouldzbezbecausezfemalezmanagerszarezmorezawarezofzthezexistingzgenderzequalityzmeasures
orzbecausezfemalezmanagerszhelpzimplementzmorezgenderzequalityzmeasures;zhowever,zfurtherz
researchzwouldzneedztozbezconductedztozascertainzthis.

Genderzequality in construction industry

Gender equality is one of the premises of EU and its obviously one of the community strengths
where each contribute and plead for equal pay for equal work, no harassment of women, zero
tolerance of gender inequality, however is very difficult to promote gender equality in an industry
such construction.

 Perception of a hostile environment for women what is difficult to attract them into the
industry
 As another problem employers are trying to avoid women because they are supposed to leave
for maternity period more than men
 The other problem is the cultural, behavioural and other stereotypes that make women
unhappy to work in construction and men in nursing, caring jobs

Approaching the problem in terms of law, authorities have different methods of implementing or
involving women in construction industry

Comparing the UK and France that had different approaches. UK start the implementation of gender
equality through hard law to soft laws but France opposite of the UK. Having these differences and
others in the conception of law. The French model implementation of gender equality is based on
equality of rights and draw both sides hard laws and soft law to work against discrimination.
However, the UK model is focused on the existence of a policy, not a target to accomplish. Having
these differences in tackle France had a better result of implementation than the UK by 12% for
French and 11% for the UK.[ CITATION Rob17 \l 2057 ]

The construction industry is a field where women are less involved and it’s not easy to attract them
even the industry is getting more automatized jobs are requiring fewer physical efforts, is still
unwilled of women. As well the construction industry has a lack of literature what is showing that is
less researched than other industries in gender equality, but this is not single deficiency there quite a
lot of technological process that still is requiring implementation that is supposed to increase the
interest of women in construction. However, some source shows that women are more involved in
jobs like designer, engineers, managers, health&safety officers, but just only a few of them as builder
drilyners, bricklayer and others, because it’s necessary the adjustment the jobs to be affordable for all
doesn’t matter of type.
Multi-culturism is an increasingly prominent feature of the construction industry. The managerial
challenge of workforce diversity is enormous, not least, ensuring effective communication between
the various cultural groups.

Pay Gap

Inzspitezofzlegislationzaimedzatzsecuringzequalzpayzandzequalzemploymentzopportunitieszforzwo
men,zthezgenderzpayzgapzhaszpersistedzintoztheztwentyzfirstzcentury.zWomenzworkingzfull-
timezearnz82zperzcentzofzthezaveragezwage of men working full
time,whilstzwomenzworkingzpart-timezearnzonly 61 per cent of the male full-time wage. For
womenzworking full-time,zthere has been consistentzimprovement sincezthe early 1970s,zalbeit at
varyingzrates. However,zrelative to men,zthe wage ratezof women workingzpart-time fell
betweenzthe late 1970's andzlate 1980'szand fellzby two percentagezpoints betweenz1993 and
2000.zMoreover, thezextentzofzthe gender pay gap based on wage rates or earnings is
underestimated, as fringe benefits are concentrated on the higher paid, who tend to be male.

Differences in the patterns of employment between women and menzhave been identified as
accounting for up to three-quarters ofzthe gender payzgap forzwomenzworking full-timezandzup to
aboutz80zpercent for thosezworkingzpart-time, i.e. payzis lower forzwomen because theyzare
concentrated inztypes of employmentzand have types of characteristicszwhich attract lower pay. The
remainder will be due tozpay discrimination andzto, as yet, unidentified differences in employment
patterns. Thiszdoes not mean that the gap accounted for byzdifferences in the patterns of
employment isznecessarily acceptable or fair, as both the employmentzpattern itself may result from
discrimination orzrestricted opportunities, ratherzthan choice, andzthe rewards paidzto different
typeszof employmentzmay alsozresultzfrom discrimination or otherzmechanisms disadvantaging
jobs primarily conducted by women.

Approaching the tourism industry and construction in terms of gender equality

Tourism and construction are very different as industries and it’s very difficult to compare them.
Tourism industry is dominated by women with approximately 59% however construction is
dominated by men with over 80% what is huge difference and it’s show that women are still not in
an equal position with men. Even the studies show that teams gender balanced have a better result
than predominating one of genders[ CITATION Cur12 \l 2057 ].

For developing businesses UN Women establish some principles further called

1. Establishzhigh-levelzcorporatezleadershipzforzgenderzequality
 2. Treatzallzwomenzandzmenzfairlyzatzwork-respectzandzsupportzhumanzrightszandznon-
discrimination
3. Ensurezthezhealth,zsafetyzandzwell-beingzofzallzwomenzandzmenzworkers
4. Promotezeducation,ztrainingzandzprofessionalzdevelopmentzforzwomen
5. Implementzenterprisezdevelopment,zsupplyzchainzandzmarketingzpracticeszthat
empowerzwomen.
6. Promotezequalityzthroughzcommunityzinitiativeszandzadvocacy
7. Measurezandzpubliclyzreportzonzprogressztozachievezgenderzequality

Businesszarezthezmostzdisadvantagedzbeingzinzthiszsituationzthezresultzachievedziszweakerzthanz
shouldzbezandzthezproblemzisznotzsozobviouszbecausezofzsocietyzstereotypeszbelowziszsomezpri
ncipleszthatzbusinesseszshouldzthinkzabout.

To achieve the gender balance business should

1. Promote uptakezandzimplementationzofzthezWEPsztozencouragezfirmsztozintegrate
practiceszthatzsupportzwomen’szeconomiczempowermentzintoztheirzactivities.

2. EngagezwithzexistingzsignatoriesztozstrengthenztheirzapplicationzofzthezWEPs in their
activitieszandzforgezstrategiczpartnershipszwithzbest-practicezcompanies.z

3. Informzgovernmentzpolicies,zincludingzeconomiczdevelopment,ztaxationzandzregulation.

4. Leadzbyzexample.zAszmajorzemployers,zbuyerszandzsupplierszofzservices, governments
havezanzimportantzroleztozplayzinzembodyingzthezWEPszinztheirzownzactivities.
Conclusion

To gather everything tackled above gender equality it’s very important to build a better society, balanced
between women and men. It’s a long way to achieve this balance and it’s honourable that exist
organisations as UNWTO, UN Women, Global Fund for Women, National organization for women,
European Institute for Gender Equality, Association for Women's Rights in Development, or any other
organisation that promote gender equality even in some cases is difficult as construction or the effect of
being a long time exposed of inequality among genders is very difficult to deploy the law and to change
the environment built on men mindset, behaviour. Even the governments of the countries do a lot of
initiatives in this way it’s not enough and is obviously problematical for poor countries where is not
accorded the right attention for gender equality. Becoming a better society and building a healthy
business environment is necessary to promote everywhere possible equal rights for everyone, equal pay,
equal responsibilities, this is the only way to achieve the best result in all.
References
Ateljevic, M. I., july 2008. WOMEN EMPOWERMENT THROUGH TOURISM, Wageningen: Project
Wageningen University.
Cole, S., 2018. Gender Equality and Tourism Beyond Empowerment. Oxfordshire OX10 8DE: CABI.
Copyright © 2011, W. T. O. (. a. U. N. E. f. G. E. a. t. E. o. W. (. W., 2011. Global Report on Women in
Tourism 2010, Madrid: World Tourism Organization (UNWTO) .
Curtis, M., Schmid, C. and Struber, M., 2012.. Gender diversity and corporate performance, s.l.: Credit
Suisse Research Institute.
European Union, 2000. European Union. [Online]
Available at: https://europa.eu/european-union/about-eu/symbols/motto_en
[Accessed 22 03 2020].
Rober Ackrill, V. C. a. J. A., 2017. 'Black Boxes' and 'fracture points' : the regulation of gender equality in the
UK and French construction indsutries. THE INTERANTIONAL JOURNAL OF HUMAN RESOURCES ,
Vol.28(No. 21), pp. 3027-3036.