Skip to main content

Gender Equity



"Gender equity means fairness of treatment for men and women according to their respective needs. This also includes equal treatment or treatment that is different but which is considered equivalent in terms of rights, benefits, obligations, and opportunities" (UNESDOC). Gender equity is an integral part of Strategic human resource management. Gender equity (vs equality) talks about being fair to employees regardless of gender.In the past work environment was more conducive for men than women and this gave an unfair advantage to men in workplace. As times are changing and women are becoming independent, with the help of social media, the concerns which were not talked about before are being raised more often and in many cases said employees are leaving companies to look for more conducive work environment. This has caused a shortage of diverse talent. This change has forced companies to reconsider their stand and come up with new policies such as gender-neutral policies, etc.




There are many cons to the one pro listed above, many companies have been slow to change their policies and others which have changed are not enforcing these policies strongly. As a result, there are cases where management has a “this is how it’s always been done here” attitude. Other example which was talked about is when a male worker is hesitant to be alone with female co-worker because they might say something and hence instead of changing keeps avoiding, reinforcing feeling of gender inequity.

Change needs to be in the behavior and understanding of the issue at hand and avoiding it is not the solution. Companies that have still not implemented gender equity policies are being called out in social media and are losing talent because of it.HR leaders should bring different groups (diversity, engagement, marketing, communications, etc.) together to come up with one unified plan and equity message which might help.Gender equity sensitive topic that talks about how behavioral change is needed from companies. This is important in today’s changing world and would benefit HR professionals.

Comments

Popular posts from this blog

Two Sides of Corporate Social Responsibility

Corporate Social Responsibility (CSR) -- it is the hottest topic out there. Should we trust that companies live up their values or there are any underlying motives? But, let's first start by exploring the definition of Corporate Social Responsibility (CSR). It is defined as the commitment of business to contribute to sustainable economic development, working with employees, their families, the local community and society at large to improve their quality of life ( World Business Council on Sustainable Development, 2000 ). So, CSR is based on the belief that companies make positive contributions to society. Some examples of CSR activities that organizations participate to be socially responsible are as follows: Philanthropic CSR- Companies donate to the needy via charities. Their donations include clean water programs, helping those affected by natural disaster etc. Environmental CSR- It is very important to limit pollution. Companies participate in CSR by lim...

Rethinking SWOT Analysis.....

“Traditional SWOT analysis” … SWOT analysis is a powerful tool that is used by companies to build business strategies. It stands for Strengths, Weaknesses, Opportunities and Threats. SWOT analysis is usually done in an organized way using a 2*2 grid like pattern. By observing where they are, companies can develop strategies that help them to stand out from the rest. Strengths Strengths are positive attributes of a company. These are internal factors and can be controlled. The following questions help to identify strengths: What do you do better than others? What do customers/competitors see in you as your strengths? What physical assets or human capital do you see as strengths? What is the advantage that you have that competitors don’t? etc Weaknesses Weaknesses are negative attributes and can weaken strengths of the company. These are internal factors and can be modified for betterment. The following questions help to identify weakness: What issues c...

Managing Older Workforce

I recently listened a "HBR podcast" series on how to manage older people at work .These days, managers need to adapt to different kind of generations seen in workforce and act accordingly. It was mentioned that there are 5 generations in workplace today and methods that work with Gen X/Z may not work with millennials and vice versa. Expectations also change based on times and norms of that era. One of the trends being seen at workplace these days is younger managers with people under them who are much older and experienced and managing these “older” people requires additional care on the part of managers. The podcast talked about three cases pertaining to older generations and how they perceived, areas of age, experience, modern technology tools, etc. and how their views are the source of frustration for their younger counterparts. Managing of the diverse workforce and changing workforce demographics are related to strategic human resources management. Managers ...