Management and Gender Discrimination

The civil rights act protects the rights of workers in both the public and the private sector. Organizations have a workforce that is diversified based on gender, origin, and race. The civil rights of workers aim to protect the rights of each worker and ensure uniformity and equity regardless of their gender, race, and origin. Organizations also have human resource policies that are aimed at protecting the rights of each employee and ensuring all employees are treated with dignity and equity. Ethical principles of equity require organization not to offer preferential treatment to specific employees or individuals in the organization preferential treatment over others. This paper aims at providing an argument on issues that surround gender discrimination in particular.

Gender discrimination may not necessarily target female workers, as many people may take it. This is because any unfair treatment that a worker, either male or female, is made to undergo based on his or her gender constitutes gender discrimination. This unethical practice may take different forms starting with discriminatory payment schemes, biased promotional systems, discriminatory performance appraisal, and discriminatory development opportunities for workers. Gender discrimination leads to the suffering of the workers in their workplace and lowers their productivity. Some workers may also decide to resign as a result, and this will negatively affect the performance of an organization. For this reason, the much successful organization has policies regarding payment, promotions, transfers, and job appraisal that ensure all workers receive equitable treatment from the management and no employee suffers as a victim of discrimination.

Guidelines on civil rights of workers state that all workers need to be treated fairly and with equality. Jobs performed under a specific job category need to have some level of uniformity. Not necessarily being identical but should have an element of justice on the payment level and the workload. Workers should not receive extra benefits as compared to their counterparts based on their gender. Wage and reward guidelines should be followed in determining the wages each work category receives. Paid work leaves should also be administered with equality to workers regardless of their gender. The principle of equality on paid work leaves may not be applicable in cases where some of the workers are sick. Female expectant workers should also be given paid maternity leaves as compliance with the civil rights of workers. Guidelines on paid employee leaves provide exceptional provisions in cases where a worker falls sick and could not be able to report to the workstation for a reasonable period. Expectant mothers and breastfeeding employees should also be given work leaves or at least breastfeeding mothers should be allowed to breastfeed their babies even at the workstation. Organizations that punish breastfeeding mothers from leaving their workstations to breastfeed their children engage in unethical practice and this impacts severely on the companies output.

Cases of employees being discriminated based on their gender have been reported for many years — female workers reporting the highest number of gender discrimination cases. Women working in the private sector said the most upper case of gender discrimination, with most of them citing sexual harassment and unfair treatment in the workplace. Issues surrounding gender discrimination in companies have led to many companies being fined. Made to compensate their workers for wrongs done to them and other companies were having their operational licenses canceled. Managers in the human resource department must pay close attention to issues surrounding gender discrimination in organizations. In the ethical perspective, gender discrimination is a breach of the ethics of equality and non-partisan treatment of people in organizations. Organizations lead as role models in society by upholding moral standards and teaching the community about the importance of upholding ethical standards and doing what is morally right.

Human resource experts, at times, make misjudgments on the capabilities of an employer in leading and managing a workforce basing on her gender. This misjudgment at times makes the management to deny such competitive employee an opportunity to move up the corporate ladder and provide leadership to the organization. This misjudgment may later lead to bad leadership and the collapse of the business. A business leader is a person who has the expertise and creativity to provide solutions and guidance to the workforce.  Business leaders cannot be basically of a specific gender. When a good leader with business capabilities is denied a chance to serve the business will face leadership problems and maybe collapse in the long run. Corporate leadership is vital to the success and performance of an enterprise, stakeholders. Management boards should ensure that the appointment of directors of a firm is purely based on merit and not on gender.

Gender discrimination makes businesses lose a good reputation in the general public for discriminating against its employees. According to James of best essay reviews, One of the essential components that build a good reputation on a business includes ethical values and practices that an organization has. A business with several unsatisfied workers, either male or female, makes the company lose an image before the general public. Businesses with court suits involving gender discrimination lose their competitive edge to their competitors whose reputation may not be tainted. It’s for the interest of a company that once complains about gender mistreatment are raised, the company’s workforce management takes a step to ensure such complaints are addressed. This will protect the image of the company. Companies with a lousy reputation perform dismally and lose their market to rival companies. Any management team would employ all measures that include cultivating a high organizational culture and an ethical working environment to protect the interests of the organization.

To conclude, employee discrimination on a gender basis is unethical managerial behavior that should be eradicated. Administrative management of a firm should ensure the principles of equality and justice are upheld at all levels of the workforce. A strategic approach should be adopted to ensure no incidence of sexual harassment or gender discrimination goes unaddressed by the management. The management should lead by being role models in the implementation and practice of policies regarding gender issues.

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