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Gender Inequality in the Workplace and its Impact on Organizational Structure and Human Resource

Gender Inequality in the Workplace and its Impact on Organizational Structure and Human Resource



What Is The Main Point Or Points The Writer Is Trying To Express?

What Logical Steps In The Article’s Argument Help The Writer Make His/Her Main Point(s)?

What Kind Of Evidence Does The Writer Offer To Back Up His/Her Main Point? Is This Evidence Compelling?

Are There Any Flaws You Can Detect In The Author’s Argument?

What Might The Author Be Omitting From Their Argument?

Gender inequality is a common issue observed in the corporate sector as well as in the community. The core agenda of this study is to demonstrate the concept of a ‘gendered workplace’. It is a common phenomenon that affects the organizational structure, process, and practice. Gender inequality impacts the women population of society. The human resource practice is mostly responsible for enacting the concept of gender inequalities within the organization. Hence, the HR practice affects the procedure of hiring, training, promotion, and payment considering the women population. The study is going to describe the reciprocal nature of gender inequalities within the workplace. The issue of gender inequalities will be demonstrated from the perspective of leadership, strategy, organizational climate, and the policies of the human resource department.

Residing in the twenty-first century, women still are often victimized by inequalities within the organization. As commented by Georggeac & Rattan (2019) modern study needs to perform some reformative activities to address the gender gap prevailing in this era. According to McKinsey, the corporate world has not made any remarkable contribution to reducing gender inequalities within the workplace. The research shows that women are always being underrepresented by society at every level. There is a drastic difference between the attitude towards men and women within the corporate industry. On the other hand, researchers Essig & Soparnot (2019) also mentioned that women often face differences in the domain of entry-level jobs. The business study reflects that approximately 70 women are promoted within the workplace comparing every 100 male employees.

The concept of equal pay day was originated by the National Committee during the year 1966. The movement originated with the idea of providing equal payment for each employee irrespective of gender, class, and creed. Apart from the legal policies, the organizations must pay attention to some cultural and organizational change to bring equality and maintain a positive workplace atmosphere. As per the thinking of Kim, Fitzsmons & Kay (2018) hiring more experienced female personnel and providing justified promotion to them. According to the statistics of McKinsey, 62 percent of the managerial positions are occupied by male employees. On the other hand, the women employees are holding only 38 percent. Organizations must include gender diversity in the workplace as an integral part of the workplace culture.


Cultural change helps to address the gender inequality prevalent within the workplace. Workplace culture is a trendy word that has become popular in recent business studies. Kaldev & Deutsch (2018) mentioned that workplace culture refers to the atmosphere of any particular organization or the characteristic features of an organization. It is a combination of organizational relationships, traditions, beliefs, communication, values, and the attitude of the employees. An ideal workplace culture defines gender equality in its true form. It keeps a space for cultivating employee relationships. Bridging the gap in the domain of gender helps the organization maintain a healthy workplace culture throughout the year.

As commented by Dashper (2019), different feminists argue the fact that they are still facing high inequality gaps between the different males in today’s scenario around the world in the workplace. The different women have analyzed that they are not treated like the person with high dignity which deserves respect from different institutions and laws. As opined by Iida (2018), people are viewed as well as treated women more as instruments, producers, agents, or caregivers of prosperity based on their family. However, women in the current scenario have been capable of achieving a lot since the year 1950 wherein now, women have been accepted in society to a certain extent in comparison to men.

The creation of changes in the social along economic sectors created job opportunities as well as a better life which will be able to make the employees able to share their viewpoints on different matters. Gender differences mainly occur in different aspects of the person’s life whether it is the culture, occupation, family, or occupation. Unfortunately, gender-based inequality is still a huge problem in the workplace wherein women are treated unfairly in the manner in which they are being paid. As opined by Davidson (2016), women are usually provided with the same role jobs as men, however, there is inequality in the payment that is provided to them and it impacts their growth prospects negatively. Due to the same, the morale of the employees is affected negatively and it impacts their performance.

As commented by Iida (2018), discrimination is a form of harassment and it increases conflict in the work environment. The team-related focus shifts from job duties to the drama of the office. It is fracturing the entire team, wherein one group sides with a person discriminated against, and one side, is the side of the alleged discriminator. As opined by Davidson (2016), conflict is impacting the effectiveness in the workplace which impacts the growth and performance of the employees to a large extent as well. From various surveys, it has been found that when conflict increases in the workplace, the employees feel the same and it permeates the company down to the different significant activities which are performed by the employees. Therefore, such kind of inefficiencies impact the effectiveness of the company and the entire morale of the company goes down.

As commented by Davidson (2016), women have experienced the historic situation of inequality in the social as well as professional aspects which has influenced the entire society in analyzing which job is considered to be the most suitable for women and men.


Therefore, it can be concluded that discrimination and gender inequality need to be reduced in the workplace as both male and female employees play a vital role in improving the effectiveness of the services and jointly performing the tasks. The joint effort of both male and female employees plays a suitable role in achieving the organizational goals and becoming productive in nature.


Dashper, K. (2019). Challenging the gendered rhetoric of success? The limitations of women-only mentoring for tackling gender inequality in the workplace. Gender, Work & Organization, 26(4), 541-557.

Davidson, S. (2016). Gender inequality: Nonbinary transgender people in the workplace. Cogent Social Sciences, 2(1), 1236511.

Essig, E., & Soparnot, R. (2019). Re-thinking gender inequality in the workplace–a framework from the male perspective. M@ n@ gement, 373-410.

Georgeac, O., & Rattan, A. (2019). Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains. Journal of Experimental Psychology: General, 148(8), 1435.

Iida, A. (2018). Gender inequality in Japan: The status of women, and their promotion in the workplace. Corvinus Journal of International Affairs, 3(3), 43-52.

Kalev, A., & Deutsch, G. (2018). Gender inequality and workplace organizations: understanding reproduction and change. In Handbook of the sociology of gender (pp. 257-269). Springer, Cham.

Kim, J. Y., Fitzsimons, G. M., & Kay, A. C. (2018). Lean-in messages increase attributions of women’s responsibility for gender inequality. Journal of personality and social psychology, 115(6), 974.

Ramamurthy, k., Elangovan, t., Patil, r., O’Brien, d. e. r. e. k., & Chairman, D. (2017). Urgent need to address gender inequality in the country.

Gender Inequality in the Workplace and its Impact on Organizational Structure and Human Resource


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