Submitted By: Sayma Akter Sayma

ID : 2221839

Course Title : CIS101

Section : 10

Submitted To : Abu Sayed

Submission Date:
Women Employment: Social and Organizational Impact

Abstract:
Women's employment has emerged as a critical topic in contemporary society due to its
implications for gender equality, economic development, and social progress. This research
study investigates the various dimensions of women's labor-force participation, including
historical patterns, contemporary issues, and prospective policy remedies. To collect quantitative
and qualitative data from varied samples of women, a mixed-methods approach was used. The
data show that there are still persisting gender differences in employment prospects, salary
disparities, and occupational segregation. This study also emphasizes the significance of work-
family balance and inclusive workplace practices in promoting women's career progression. The
study finishes with legislative proposals targeted at fostering gender equality and establishing an
empowering workplace climate for women.The project's goal was to explore the public's
perspective and awareness of equal opportunities. As a result, it addresses the main concerns
raised by EU directives and recommendations, such as equal pay, equal treatment in terms of
access to employment, promotion and vocational Women who feel underappreciated at work
may reconsider their priorities and consider "opting out." Organizations that want to gain from
gender diversity can benefit from behavioral science research that identifies processes that
prohibit women from pursuing the same career choices as men: (a) Implicit bias reduces the
likelihood of women entering and performing in male-dominated job levels or organizations; (b)
glass cliff effects make career development less appealing for women; (c) Queen Bee effects
prevent women in leadership from serving as role models for other women; and (d) some work-
family approaches imply that women must sacrifice family life in order to be successful in their
professional career training, legal information regarding employment, and so on.

Keywords:
Gender discrimination, Occupational segregation, Gender Pay gap, work–family facilitation,
implicit bias,Social progress, Economic development.

Objectives:
The objective of this research is to identify and understand the key challenges that hinder
women's access to quality employment, such as occupational segregation, gender wage gaps, and
work-family balance issues, to draw attention to the value of work-life balance and how it affects
women's career paths, job happiness, and general well-being, to evaluate how education and skill
advancement affect women's employability and career prospects in developing markets and
fields.
 The analysis takes a micro-level approach, concentrating on individual, home, and community-
level interactions that occur from violent conflict, all of which must include a gender
component.This paper's new evidence is based on primary data obtained for representative
samples of individuals, households, and communities through survey research designs and
statistical methods of analysis. The results are compared to cross-country analysis findings.

Introduction:
Employment is more than just a source of cash and personal fulfillment; it is also an essential
field for the establishment of social ties between persons and one of the variables determining
social status [ermáková 1995: 12, anderová 1998: 149]. Work plays a slightly different role in
the lives of men and women, even though both genders have basic self-realization (to use one's
abilities, to be independent, to participate in a joint project, to do something useful) and
instrumental (to earn a living or to be financially independent) needs.The fundamental distinction
is the importance that a person's career and labor play in determining women's social status in
comparison to males, as well as in conflict with women's other duties and aspirations,
particularly in the family.
Women's labor force participation has been at the heart of Bangladesh's recent successful
economic progress. They make up the majority of workers in the country's hallmark export-
oriented industry, ready-made garment (RMG). The establishment of a significant microfinance
system geared toward women—a subject of much study and imitation around the world—has
also altered women's economic standing.

The status of women in Bangladesh has significantly improved over the past 40 years, despite
ongoing obstacles. The overall fertility rate was an astonishingly high 7.3 per 1,000 women in
1974, but it had decreased to 2.2 by 2013 (World Bank 2013). Additionally, there has been a
substantial decline in maternal mortality rates, which went from 650 per 100,000 live births in
1986 to 216 in 2010. Access to healthcare has increased, which has contributed to a large portion
of this decrease.

The continued high level of female employment in post-communist nations and the rising level
of female employment in Western countries demonstrate women's need (or necessity) to be part
of the public work sphere.1 The real situation may differ depending on its roots and evolution
(for example, the structure of female employment, the precise level of employment by age and
marital status, and the percentage of women working part-time).In balancing their maternal
relationship and professional obligations, an increasing proportion of women (mainly young and
well-educated) prioritize the latter. This can be explained by the increasing professional
ambitions of in-house employees.Increasing numbers of educated women, owing to greater
professional demands and job market uncertainties, but also to a lack of support for combining
the two. Because it is an expression, it is nearly hard to erase the tension between these two
qualities. Both subjective requirements and socio-culturally and economically conditioned
factors are considered. As a result, this issue cannot be ignored in any study of female
unemployment.
In this article, I would want to draw out the general contours of the issue of female employment,
mostly using data from the study The Position of Men and Women (MW98) [Kuchaová and
Zamykalová 1998]2 and comparing it to other research and statistical surveys. The following
were the key questions raised when considering the selected components of women's
employment: What role does work play in the lives of women in terms of their status and
balancing work and family?

Literature Review:
The preceding decades' high level of female employment was continued over into the 1990s.
While it declined significantly after 1989, it has recently hovered around 52%. The decline can
be related to young women's reduced employment levels as a result of lengthy maternity leave,
especially among older women, the decline in the number of persons working after retirement
age, as well as the overall higher level of unemployment. The number of housewives has also
increased slightly. However, the primary characteristics of the comparatively high female
employment remain: women's high level of skills and enthusiasm in working, businesses'
readiness to hire female employees, and the reality that most families require two (or more)
incomes.women's socio-psychological desire to work (as a method of acquiring independence
and social contacts, as well as retaining their social position) [cf. ermáková 1995]. The situation
is gradually improving.

Labor Force Participation

The female labor force participation rate grew between 2003 and 2006, then sharply climbed
between 2006 and 2010, reaching 36.1%, according to the labor force survey (LFS). Women's
involvement fell to 33.5% in the most recent LFS, or a 2.6 percentage point difference between
the two surveys. Looking at the participation of different age cohorts of women can provide
some understanding of the drop (Table 1).Along with significant changes in the makeup of the
economic sectors that employ women, there has been a change in the proportion of women in the
labor force.
The labor market's requirement for constantly upgrading qualifications, as well as the demand for
more mobility, is more onerous for women. Interrupting a job to care for children is becoming an
increasingly bigger barrier for women in the labor market. Women's employment options are
becoming increasingly dependent on their age, family circumstances, and education3, as well as
the relationship between these factors.Women, on the other hand, have grown more visible in
highly qualified professions and private enterprise in the Czech Republic. However, the
socioeconomic situation of women in this country has remained distinct, both in comparison to
men and in comparison to EU countries (Table 2). It can be summarized as a high level of
employment, with over 90% of women employed and a high proportion of women working full
time (over 80%). Furthermore, 46% of working women have completed secondary school,
whether technical or general, whereas only 10% have a university degree.
Table 2. The Socio-Economic Status of Men and Women
in the Czech Republic 1998 and EU 1996 (in %)

Czech Republic European Union

Men Women Men Women

Employed 67.3 47.3 59.3 38.3

of which:Self-employed 11.6 4.0 12.1 5.7
Full time employees 52.7 37.9 44.5 20.3
Part time employees 1.3 4.0 2.7 11.9
Helping a family member 0.1 0.4 - 0.3
Other 1.6 1.0 - 0.1

Unemployed 3.6 4.6 11.1 10.7

Not Economically Active 29.1 48.1 29.5 51.1
Of which: housewife 0.1 3.9 0.4 19.7
(additional)children leave 0.0 4.2 - 0.9
Old-age pensioners 15.6 27.0 18.5 20.9
Disable pensioners
Or for other health reasons 3.8 3.8 1.9 1.1
Students 8.6 8.0 8.5 8.3
Retraining 0.0 0.1 0.2 0.2
others 1.0 1.5 - -

* ) In the Czech Republic, employees working outside the civil sector and those who were not
working at the time the survey was carried out.
**) In the Czech Republic, extended maternity leave (i.e. beyond the statutory limit), in the EU
not specified.
***) Categories which cannot be placed in comparable groups (those unable to start work within
14 days, those who do not want or do not need to work, those who do not believe that they could
find work, etc.) Sources: [Zaměstnanost… 1998, 3rd quarter; Equal… 1996]

On the other hand, compared to the sectors that are shrinking, the ones that are expanding tend to
be more contemporary and demand a higher level of education and expertise (Table 3). While
only 6% of women working in agriculture have a higher secondary education or higher, these
women make up the majority of those employed in information technology and education, as
well as nearly half of those in the health industry.
On the other hand, compared to the sectors that are shrinking, the ones that are expanding tend to
be more contemporary and demand a higher level of education and expertise (Table 3). While
only 6% of women working in agriculture have a higher secondary education or higher, these
women make up the majority of those employed in information technology and education, as
well as nearly half of those in the health industry.

Professional Career and Job Experience – The Attitudes and Interests of Women
Although the differences are minor, it is considered that a professional career is not as significant
in women's life as it is in men's. Surprisingly, people here feel the difference more than in other
EU countries. There, an average of 83% of people Men and 89% of women, agree that having a
career is as important to women as it is to men [Equal... 1996]. In this country, a similar (though
not identical) question garnered 69% yes responses from men and 81% yes responses from
women (as to whether a job is equally important for men and women).While there is a deeper
tradition of women working in this country than in most EU countries, there is still a strongly
established conventional view of men and women as having complimentary duties for men (and
one-third of women).

Table 3. Problems in Looking for Work and Some of the Sources

Men Women

Has been unemployed no yes total no yes total

Had problems (percentage of stated

problems in a given group)
Major
2 8 4 3 19 7
Some
31 54 37 34 49 38

These were due to (percentage of positive

 answers)
Age 9 16 11 16 29 20
Whether a man or a women 2 3 2 17 31 21
Lack of assertiveness 14 27 18 13 36 20
Lack of qualification 17 33 22 19 37 28

Source: Research into the Status of Women and Men in the Czech Republic

Of course, this is not due to a lack of confidence in women's talents; more than 60% of men
believe that women are equally capable of being managers or private entrepreneurs as men (80%
of women concur). However, there is a 'dual viewpoint' dilemma. that males recognize women's
rights and ability to self-realization outside the house (professional, etc.), but do not seek to
relieve them of their domestic roles as women-partners and mothers of their children. Women
are no more consistent in this regard.While women openly express a desire for some degree of
independence from their 'domestic chains,' they defend their indispensable role in the family:
84% say family and children are more important to women, compared to 'just' 64% of men. This
does not preclude women from pursuing professional goals (or from working for other reasons),
notwithstanding the challenges. Higher education naturally increases the subjective relevance of
jobs.

Women in Professional and Educational aspect

Professional expectations and how well they have been satisfied further explain this. Men work
73 percent of the time, compared to women's 69%, and the top motivation for working is
unquestionably financial, as in "earning one's own money, being financially independent" (the
necessity for money to meet essential necessities was purposefully kept out of the list of
alternatives). This is followed for women by realizing at work that "I enjoy working" and
meeting new people (men selected alternatives similar to this but with a different
emphasis).While males prioritize using their credentials more than women do, the last of these
factors is particularly significant for women (especially those with lesser levels of schooling).

Methodology:
a. Mixed-Methods Methodology: The study will apply both quantitative and qualitative
methodologies to provide a comprehensive picture of women's job experiences and to explore
potential links between various variables.

Data Collection:
a. Quantitative Data: Structured surveys will be sent to a varied sample of women in the target
community to obtain primary quantitative data. The survey will collect data on participants'
demographics, education levels, job status, professional preferences, and, if any, workplace
discrimination experiences.

b. Qualitative Data: To acquire a better understanding of the issues and barriers that women
encounter in the workplace, qualitative data will be gathered through focus group discussions
and in-depth interviews with chosen participants. Individual experiences, attitudes, and beliefs
about work-family balance, professional growth, and workplace policies will be explored in
these interviews.

Data Analysis:
a. Quantitative Data Analysis: Statistical software will be used to analyze the quantitative data
acquired through surveys. Descriptive statistics will be utilized to characterize the characteristics
of participants and key employment variables. To investigate correlations between variables,
inferential statistics such as chi-square tests or regression analysis can be utilized.

b. Qualitative Data Analysis: Transcripts of focus group discussions and interviews will be
subjected to thematic analysis. The key themes and patterns coming from the replies of
participants will be highlighted in order to acquire insights into their experiences and perceptions
about women's employment.

The proposed mixed-methods approach attempts to illuminate the intricate dynamics of women's
employment, offering insightful information on the difficulties and opportunities they face in the
labor market. This study will add to the body of knowledge on women's employment and
promote evidence-based policy actions for advancing gender equality in the workplace by
combining quantitative and qualitative data.

Discussions and Results:

The main purpose of this section is to show the people how we can improve women employment
and what kind of initiatives we can take to aware people about gender equality to improve
economic growth of a country.My research question that fame this research paper: What role
does work play in the lives of women in terms of their status and balancing work and family?

1. Status of Women in the Workplace:

Women encounter a variety of employment challenges, many of which are rooted in gender-
based biases, stereotypes, and structural disadvantages. The following are some of the most
prevalent issues that women face:

1.Gender Discrimination:Gender discrimination is defined as unequal treatment or unfavorable

views toward people based on their gender, especially when one gender is favored over the other.
It includes numerous forms of bias, discrimination, and uneven treatment, which are frequently
the result of society conventions, prejudices, and deeply ingrained attitudes about gender roles
and capabilities. Gender prejudice can present itself in a variety of ways:
Gender Pay Gap: For similar jobs, women frequently make less money than men do. Factors
including occupational segregation, discrimination, and the undervaluing of positions
traditionally played by women all have an impact on the gender wage gap.
Opportunities in the Workplace: Discrimination might prevent women from pursuing specific
professions, fields, or positions that are viewed as typically "male" or "female."
Discrimination against Women During Pregnancy and Maternity: Women may experience
discrimination during pregnancy, childbirth, and maternity leave, which can result in less
opportunities or uneven treatment.
Harassment: Women may face many sorts of gender-based harassment, such as sexual
harassment or a hostile work environment, which can create an uncomfortable and unpleasant
situation.
Occupational Segregation: Women are frequently concentrated in lower-paying and
traditionally female-dominated professions and industries, which restricts their access to higher-
paying jobs and male-dominated disciplines.
Implicit Bias and Discrimination: Stereotypes and implicit prejudices can result in unfair
recruiting, promotion, and performance review procedures, which harms women's job chances.
Work-Life Balance: Due to cultural expectations, it might be harder for women to juggle work,
family, and caring obligations. Burnout and professional setbacks might result from a lack of
support for work-life balance.
As per my survey report, People share their perspective based on their experience, mostly
women share their difficulties and their thoughts about their work life experience.They share
their opinion about what kind of problem they face at their workplace.

Work Related Problems Responses of the people

Gender Discrimination 7

Sexual Harassment 12

Lack of equal opportunities 8

all 39
Gender discrimination must be addressed through a multifaceted approach that includes
education, awareness, policy reforms, and cultural adjustments. Organizations, governments, and
individuals must work together to foster inclusive cultures that embrace diversity, challenge
stereotypes, and provide equitable opportunity for all, regardless of gender

2. How to solve the problems?

Women's employment is a problem that needs to be addressed by a variety of stakeholders,
including governments, businesses, nonprofits, and the general public. The following are various
approaches to the issue of women's employment:

Equal Pay and Pay Transparency:Make sure that women receive equal compensation for
doing equivalent work. Adopt policies that encourage pay transparency, enabling staff to
comprehend salary ranges for their roles and see any gender-based inequalities.
Flexible Work Schedules: Provide flexible working hours, remote work choices, and part-time
employment to meet the different needs of women, particularly those with caregiving
responsibilities.
Affordable Childcare: To lessen the burden of childcare duties and enable women to fully
engage in the workforce, establish accessible and affordable childcare facilities.
Parental Leave Policies: Implement thorough, well-organized parental leave policies that
include both maternity and paternity leave, encouraging a healthy balance between work and
family life for both parents.
Address Occupational Segregation: In order to combat occupational segregation, women
should be encouraged to enter traditionally male-dominated professions and sectors by dispelling
misconceptions and offering assistance with education and skill development in these domains.
Promote Leadership Development: Address the "glass ceiling" issue by developing mentorship
opportunities and programs that encourage women's career advancement into leadership
positions.
Gender Diversity Initiatives: Establish diversity and inclusion initiatives that actively promote
gender balance at all levels of the company, ensuring that women have equal access to
opportunities.

As per my survey, People share their experience and view about what they think about the
solution of the problem women face at their workplace:

Solution of the Problems Responses of the people

Ensure Gender Equality 10

Better Work Environment 12

Strict Security and Safety 10

All 34

Solving women's employment issues necessitates a multifaceted approach that addresses

structural, cultural, and policy constraints. Societies can harness the full potential of women and
promote their active involvement in the workforce by working together to establish inclusive,
equal, and supportive settings.
3. Women Participation in Economic Growth:
Women's engagement in economic progress is critical to society's overall development and
prosperity. When women participate actively in the economy, various positive outcomes occur
that contribute to long-term economic growth and societal progress. Here are some examples of
how women's engagement affects economic growth:

Increased Labor Force Participation: As more women enter the labor force, the overall
workforce grows, resulting in improved productivity and economic output.
Human Capital Development: Women's participation in education and skill development
increases a country's human capital, contributing to a trained and competitive workforce that can
fuel innovation and economic diversity.
Innovation & Creativity: Women's unique viewpoints and experiences help industries innovate
and be more creative by bringing new ideas and methods for solving problems.
Entrepreneurship and Business Growth: By starting and expanding firms, creating jobs, and
boosting local economies, women entrepreneurs contribute to economic growth.
Reduced Gender Wage Gap: Women's earning potential and financial independence are
boosted when the gender wage gap is closed, which raises disposable income levels and boosts
consumer spending.
Financial inclusion: Women who have access to financial services and resources are better able
to save money, invest in their companies and children's education, and contribute to economic
growth.
As per my survey, People share their perspective about women engagement in economic growth
and social progress

Participation in Economic Growth Responses of the people

Increase in GDP 27
Sustainable Development 20
Financial inclusive 5
Enterprise Growth 14
It is critical to remove obstacles such as gender-based discrimination, lack of access to education,
constrained chances for career advancement, and insufficient support for work-life balance in
order to fully exploit the advantages of women's participation in economic growth. To create a
setting that encourages gender equality, equal opportunities, and women's economic
empowerment, governments, businesses, and societies must work together.

4. How can we ensure gender equality in our workplace?

Gender equality in the workplace necessitates a concerted and long-term commitment. Here are
some actions that organizations can take to establish a gender-equal culture:

Leadership Commitment: By setting the tone, providing resources, and incorporating gender
equality principles into corporate strategy, leadership must demonstrate a strong commitment to
gender equality.
Policy Development and Communication: Create clear and comprehensive policies against
discrimination, harassment, and gender bias. Effectively communicate these policies to all staff.
Equal Pay and Transparency: Review compensation systems on a regular basis to ensure equal
pay for equal labor. Implement clear pay scales and disclose salary ranges on a regular basis.
Diverse Recruitment: Adopt fair and inclusive hiring processes that prioritize skills and
qualifications over gender or other biases. To eliminate unconscious prejudices, ensure that
hiring panels are diverse.
Promotion and Advancement: Establish clear criteria for advancement and promotion.
Equalize career advancement possibilities for women, ensuring their access to leadership
positions.
Employee Resource Groups: Form gender equality-focused employee resource groups to
provide a forum for discussion, support, and advocacy.
Promote Inclusive Culture: Create an inclusive culture in which all voices are heard and
appreciated. Encourage open dialogue on gender equality.
Representation: Promote various perspectives in organizational initiatives by ensuring varied
representation in decision-making bodies and leadership posts.
Harassment: Implement a zero-tolerance policy for all forms of harassment, including sexual
harassment. Provide victims with clear reporting procedures and assistance.

As

Ensuring Gender Equality Responses of the people

Remove Biases 19
Increase Diversity 7
Use skill-based Assessment 36
4
Equal Pay and Transparency

Creating a workplace that supports and promotes gender equality is a continual process that
necessitates regular evaluation, progress, and a willingness to change. It entails including all
employees, from top management to entry-level employees, in establishing an atmosphere in
which everyone can grow and contribute without fear of prejudice or bias.
Conclusion:
While there has been significant progress in recent decades in equalizing working conditions for
men and women, a number of disparities remain. The essential legislative measures have been
implemented, and educational issues have been mostly resolved, but there are still many areas
where inequities persist. These can be traced back to the physiologically, psychologically, and
socially conditioned division of labor between men and women, to deeply held beliefs about the
complementary nature of men's and women's roles, and to the difficulties of putting legally and
morally recognized rights into practice in everyday life.Women's positions at work and on the
labor market excite less interest in this country than in developed countries, although this does
not reflect the true amount of gender divisions on the labor market or how far women fulfill their
professional objectives. It also does not represent the growing prominence of such issues.

There is obviously considerable interest in overcoming inequities in men's and women's

positions, but they are not commonly regarded as (intentional) discrimination. As a result,
genuine change cannot be expected if equal chances legislation are limited to the workplace
without long-term aims in the broader social and cultural framework.

Over the last 30 years, women's lives in Bangladesh have evolved dramatically and improved in
many ways. The RMG business supplied the first widespread formal employment for women in
Bangladesh, and the sector's growth is likely to continue to extend job prospects. As women
working outside the home transitioned from an aberration to a critical component of the
Bangladesh economy, attitudes eventually shifted.

Furthermore, Bangladesh is undergoing an economic revolution in which women must

participate. The RMG business's experience reveals key lessons: it was a new industry that
employed women from the start. If new industries are to be the focus of economic diversification
initiatives, any planning should include a vital role for large-scale female employment. Because
of the concentration of women in the RMG industry, women are more comfortable working there
and their employment may be more socially acceptable. While breaking down the entire concept
of different realms for working men and women is undoubtedly the long-term aim, identifying
new women's jobs may help advance us toward a future when all walls are finally
removed.While dismantling the concept of distinct realms for working men and women is
undoubtedly the long-term goal; nevertheless, in the short term, identifying new Women's jobs
may contribute to a future in which all barriers are eventually demolished. This is a crucial
priority because industries will be affected. They will only be in their formative years for a few
years.

Reference:

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______. 2013c. Survey of Manufacturing Industries, 2012. Dhaka.
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