BA.LL.B (HONS.

) /FIRST YEAR- November2021

RESEARCH PAPER

POLITICAL SCIENCE

TOPIC:

GENDER INEQUALITY AT WORKPLACE

Submitted to:
Ms. SARANYA NAIR

Submitted By-

SALONI CHOUDHARY

DIV- B

ROLL NO. -B027

 CONTENTS

1 INTRODUCTION (WHAT IS GENDER INEQUALITY)

2 RESEARCH PROBLEM, RESEARCH OBJECTIVE AND

RESEARCH QUESTION

3 CHAPER 1 (IMPORTANCE OF GENDER EQUALITY)

4 CHAPTER 2 “(WHAT DOES EQUAL PAY FOR WORK OF

EQUAL VALUE MEAN?)”

5 CHAPTER 3 (HOW WILL THE ECONOMY BE AFFECTED IF

GENDER INEQUALITY IS REMOVED?)

6 CONCLUSION

7 BIBLIOGRAPHY
 INTRODUCTION
WHAT IS GENDER INEQUALITY?
Institutional discrimination based on sex or gender, one sex or gender is regularly
privileged or prioritised over another, resulting in gender inequality.

“Gender inequality is a complicated phenomenon that can be seen in organizational

structures, practices, and behaviors. Due to the numerous types of gender
inequities prevalent, the workplace has been referred to as an uncomfortable
environment for women. Institutional discrimination based on sex or gender, one
sex or gender is regularly privileged or prioritized over another, resulting in gender
inequality. to develop in their professions are all instances of how workplace
discrimination negatively impacts women's wages and prospects. Workplace
discrimination, in other words, adds to women's inferior socio-economic status.
Importantly, human resources (HR) rules and HR-related decision-making are
mostly to blame for such discrimination against women. This is due to the fact that
HR practices (i.e., policies, decision-making, and their implementation) have an
effect on the training, salary, and promotion of women.”

“Furthermore, employees may be subjected to personal discrimination in the form

of sexist remarks when they interact with organizational decision-makers during
HR procedures or are informed of the repercussions of HR-related decisions.
Women's psychological and physical stress, mental and physical health, job
happiness, organizational commitments, and, ultimately, performance are all
affected by the objective disadvantages of lesser pay, status, and possibilities at
work, as well as the subjective feelings of stigmatization. “

“In this paper, we examine the nature of discrimination within HR policies,

decisions, and their enactment, as well as explore the causes of such
discrimination. We review evidence of institutional discrimination against women
in HR policies set out to determine employee selection, performance evaluations,
and promotions. Discrimination in HR-related decisions can result from
organizational decision makers' biased responses: it is a form of personal
discrimination.”
 RESEARCH PROBLEM
Gender discrimination makes employees emotionally fragile, turning them from
simple peace-loving people into paranoid, distrustful, afraid, and angry people.

Gender discrimination must be eliminated in order to achieve pleasure and

motivation.

Regardless of gender conventions, identities, or manifestations, our goal is a

society in which all people – girls, boys, women, and men – have equal rights,
responsibilities, and opportunities. A world in which everyone is acknowledged,
respected, and appreciated equally.

RESEARCH OBJECTIVE
1.” To determine the extent of gender discrimination in the workplace”
2. To investigate the impact of gender discrimination on female employees.”123

1 Channar, Zahid Ali; Abbassi, Zareen; Ujan, Imran Anwar (2011) : Gender discrimination in workforce and its
impact on the employees, Pakistan Journal of Commerce and Social Sciences (PJCSS), ISSN 2309-8619, Johar
Education Society, Pakistan (JESPK), Lahore, Vol. 5, Iss. 1, pp. 177-191
2 Stamarski CS and Son Hing LS (2015) Gender inequalities in the workplace: the effects of organizational

structures, processes, practices, and decision makers’ sexism. Front. Psychol. 6:1400. doi:
10.3389/fpsyg.2015.01400
3 GIVING COMPASS. "Understanding The Issue Of Gender Inequality And Discrimination". 2021,

https://givingcompass.org/article/understanding-the-issue-of-gender-inequality-and-
discrimination/?gclid=CjwKCAiAp8iMBhAqEiwAJb94zzFRUolXc5rvbWW0yzPNkMytw-
huqmregKJL8LegxRnJzoifeJCNRxoCrRkQAvD_BwE. Accessed 6 Aug 2021.
RESEARCH QUESTIONS
• Why gender equality is important?
• “What does equal pay for work of equal value mean?”
• How will the economy be affected if gender
inequality is removed?
LITERATURE REVIEW4
1. DISPARITY IN GENDER EQUALITY AT WORKPLACE IN INDIA, Existing empirical
research has identified aspects of gender inequality workers in all the various industries of India
(Chakraborty, S., 2016). Reasons for the high gender pay gap in between India has been analysed
by a few researchers in different dynamics.

2. WOMEN DISCRIMINATION IN HRM PRACTICES, this section provides an overview

of existing and internationally available literature on discrimination against women in the
following HRM methods which include compensation, job development, performance
evaluation, training and assignment.

3. WOMEN IN LEADERSHIP, Research on Barriers to employment and decent work for

women, this literature review begins with a discussion of broad ideas for predicting labour force
participation and then moves on to worldwide patterns in labour force participation. It then looks
into the methods that academics use to evaluate the data.

4. GENDER EQUALITY IN THE WORKPLACE: The Effect of Gender Equality on

Productivity Growth among Chilean Manufacturers, this paper generally studies the correlation
between gender equality, productivity among Chilean manufacturing firms from 2001 to 2007.
According to increasing female labor-force participation among high-skill employees enhances a
firm's productivity significantly for small businesses with less than 50 employees. Only better for
companies with more than 50 employees. Equality at work and discrimination in employment
and Occupation. The purpose of this paper is to present some broad perspectives on international
labour standards, particularly in terms of equal opportunity and treatment. It's worth noting that,
as a fundamental human right, the right to be free from discrimination plays a crucial role in
ensuring workers' other rights. The International Labour Organization's (ILO) equality standards
provide tools to combat discrimination. Discrimination in society and at employers workplaces.
 CHAPTER- 1

WHY GENDER EQUALITY IS IMPORTANT

Gender inequality is, in my opinion, one of the most serious challenges affecting society.
Unfortunately, civilizations in some nations, even now, prefer to focus on giving one gender
authority and power, which presents a significant problem because this stereotype becomes
'natural' to us and is etched in our brains.

Such stereotypes can lead to major mental health problems and even suicide. Stigmatizing people
with terms like "man up" or "get married and have kids" might have a negative impact on their
mental health

The fact that males are frequently encouraged from childhood to "man up" and not display
emotions or discuss mental health, whilst women are typically taught that their sole role is to get
married and have children.

Gender equality arises when people of all genders have equal rights, responsibilities, and
opportunities. Gender disparity affects everyone: men, women, transgender and gender varied
persons, children, and families. It affects people of various ages and backgrounds.

Gender equality is desperately needed. Gender equality reduces violence against women and
girls. It is required for economic prosperity. Societies that regard men and women equally are
safer and healthier. Gender equality is a human right. Gender equality is beneficial to everyone.

Gender equality in the workplace is essential not just because it is "fair" and "right," but also
because it is associated with a country's overall economic performance.

Gender equality in the workplace is associated with:

• Increased organizational effectiveness

• Development and implementation of new of organizations
• Improved national productivity and economic growth
• Improved companies' ability to attract and retain employees

Both men and women should feel free to express their feelings. Both men and women should be
able to express their inner strength. It is that time that we all see gender as a spectrum, rather
than as two opposed sets of beliefs. We must be aware of the issues that individuals of various
gender identities face, and we must be part of a generation that advocates equality for all.
fucc5cn6

5 "Why Is Gender Equality Important?.". 2021, https://www.kaplanpathways.com/blog/why-is-gender-

equality-important/. Accessed 1 Mar 2021.
6 "Gender Equality: What Is It And Why Do We Need It? | Victorian Government". Vic.Gov.Au, 2021,

https://www.vic.gov.au/gender-equality-what-it-and-why-do-we-need-it.
 CHAPTER-2
“WHAT DOES EQUAL PAY FOR WORK OF EQUAL
VALUE MEAN?”
“Equal pay means women and men have the right to receive equal remuneration for work of
equal value. Women and men should get equal pay when they do work that is completely
different but can be evaluated based on objective criteria. These objective criteria take into
account factors such as skills, qualifications, working conditions and levels of responsibility and
effort required by the job.”Gender pay gap is a systemic issue, often tied to assumptions and
stereotypes about the value of jobs that are "typically" seen as "women's work". It is important to
offer equal pay in order to comply with the law by recognizing, explaining, and removing
unreasonable pay disparities, as well as to contribute to a more equitable society in which
everyone has equal opportunity.

THE AIM IS TO

• Live in a society that is both safe and equal

• Having access to power, resources, and opportunities on an equal footing
• To be treated with decency, respect, and equity cd7vj8

Case Laws
The suggestions for equal pay for equal work were addressed in the case of Kishori Mohanlal
Bakshi versus Union Of India, when the Supreme Court ruled that they were inappropriate for
application in a court of law. Nonetheless, it earned fair recognition in 1987 as a result of the
Mackinnon Mackenzie's case, in which the issue at stake was equal pay for both male and female
stenographers. The Court decided in favour of female stenographers because it believed in equal
pay for equal work. Misinterpretations of the aforementioned notions occurred, as indicated in
the case S. Narkara v. Union of India. The court found that Indian Constitution Article 38(d) was
invalid. “

“In Markendeya vs. State of Andhra Pradesh, the Indian Supreme Court affirmed a salary
disparity between graduate supervisors with engineering degrees and non-graduate supervisors
with diplomas and licences. The Court determined that the disparity in educational standards was
reasonable and would not violate Articles 14 and 16.”91011

9"Gender Equality: What Is It And Why Do We Need It?". VIC.GOV.AU, 2021,

https://www.vic.gov.au/gender-equality-what-it-and-why-do-we-need-it
https://www.legalserviceindia.com/legal/article-2767-equal-pay-for-equal-work.html.
10"Equal Pay For Equal Work". Legalserviceindia.Com, 2021,
https://www.legalserviceindia.com/legal/article-2767-equal-pay-for-equal-work.html.
 CHAPTER-3
HOW WILL THE ECONOMY BE AFFECTED IF GENDER
INEQUALITY IS REMOVED?
“Gender-based discrimination in social institutions hampers a country's income by
lowering female access to education and jobs, and reducing production factor
productivity.”
“The current level of discrimination is estimated to induce a loss of up to USD 12
trillion or 16% of global income. Regional income losses associated with current
levels of discrimination are significant.”
“Gender parity in social institutions could yield substantial economic benefits,
leading to an annual increase in the world GDP growth rate of 0.6 percentage
points by 2030. This equal world would not only improve women's rights and
empowerment but also increase countries' monetary living standards, as measured
by their income per capita. The world GDP per capita in2030 is estimated at USD
8 378 without a reduction in gender-based discrimination in social institutions,
compared to USD 9 142 if it were totally eradicated.” gf12
“Gender equality and equal chances in the labour market have increased in recent
decades as a consequence of legal, sociological, and cultural shifts in favour of
women in the workforce. However, there are still significant gender differences
between men and women when it comes to educational achievement, labor-force
involvement, income and wage rates, unpaid work provision, and time allocation.”
“The study shows that gender equality in one domain such as education has
spillover effects in other domains, such as employment and the labour market. It
argues that addressing different aspects of gender inequality together as a whole is
likely to have more positive impacts than addressing each aspect separately.
Spillover effects could lead to concurrent improvement in women's education
(more women in STEM studies) and labor market activity rates of women and
increases in their wages.” ffgn13

12 The Economic Cost Of Gender-Based Discrimination In Social Institutions. Gaëlle Ferrant And
Alexandre Kolev, 2016, http://file:///E:/RESEARCH%20PAPER/SIGI_cost_final.pdf, Accessed 8
Dec 2021.
13 Maceira, Helena. "Economic Benefits Of Gender Equality In The EU". Intereconomics, 2021,

https://www.intereconomics.eu/contents/year/2017/number/3/article/economic-benefits-of-
gender-equality-in-the-eu.html.
 CONCLUSION
“Gender differences in paid and unpaid labour hours account for a
sizable portion of gender inequity. Women spend more time on unpaid
domestic and family care chores, whereas men spend more time on paid
work. This unequal distribution of time stifles women's professional
development and reduces their financial stability.”
“This paper investigates why work hours matter for gender equality and
what role time-related interventions may play in reducing gender
disparity, as well as social and economic inequality more broadly. The
figures show women's increasing contribution to paid labour and
emphasise that, while women's average working hours have increased,
men's have not.”
“Workplace gender discrimination has had a direct and indirect negative
impact on the operation of organisations and institutions." When human
conscience, rather than instinct, is exploited at work, this sin is also a
violation of human rights.”
“While addressing gender discrimination, keep in mind that there is no
superior sex, thus the psychological perspective is addressed because the
inside leads to the outside, which are the acts that either encourage or
reduce gender discrimination at the workplace. Companies and other
institutions should try to eliminate the vice since it has a negative impact
on institutional well-being and so reduces profit margins.” 14

14"Gender Discrimination And Performance In The Workplace". Studycorgi.Com, 2021,

https://studycorgi.com/gender-discrimination-and-performance-in-the-workplace/.
BIBLIOGRAPHY
• https://www.econstor.eu/bitstream/10419/188023/1/pjcss053.pdf
• https://givingcompass.org/article/understanding-the-issue-of-gender-
inequality-and-
discrimination/?gclid=CjwKCAiAp8iMBhAqEiwAJb94zzFRUolXc5rvbW
W0yzPNkMytw-huqmregKJL8LegxRnJzoifeJCNRxoCrRkQAvD_BwE
• https://www.frontiersin.org/articles/10.3389/fpsyg.2015.01400/full
• https://www.kaplanpathways.com/blog/why-is-gender-equality-important/
• https://www.vic.gov.au/gender-equality-what-it-and-why-do-we-need-it
• https://www.vic.gov.au/gender-equality-what-it-and-why-do-we-need-it
• https://www.legalserviceindia.com/legal/article-2767-equal-pay-for-equal-
work.html
• file:///E:/RESEARCH%20PAPER/SIGI_cost_final.pdf
• https://www.intereconomics.eu/contents/year/2017/number/3/article/econom
ic-benefits-of-gender-equality-in-the-eu.html
• https://studycorgi.com/gender-discrimination-and-performance-in-the-
workplace/