Discrimination on the Base of Gender in Hotelling Business

1. Discrimination On The Base Of Gender
Problem Area
Discrimination on the base of Gender.
Literature review
This literature review evaluation is based on the impact of discrimination on the
foundation of gender in organization. There is a lot of discrimination in the organization in the
whole world. The gender discrimination may exist in various dimensions which include hiring
discrimination, variations in wage and income, inequity in marketing and discrepancy related to
different products and features offered to different gender. Although many organizations has
observed discrimination of gender, need and have started activities which eliminate the gender
discrimination.
Title VII of the Civil Rights (Act of 1964). According to this act provides strong
protections against gender discrimination in employment. Specifically, Title VII makes it illegal
for an employer:
To fail or refuse to hire or to discharge any individual or otherwise to discriminate
against any individual with respect to his [or her] compensation, conditions, or right of career,
because of such individual's Gender.
To limit, individual or categorized employees or candidates for employment in any way
which would deprive or tend to deprive any individual job possibilities or otherwise impact [the
individual's] position as an worker, because of such individual's gender.
Title VII also prohibits sex discrimination in on-the-job and apprenticeship programs,
retaliation against an employee for opposing a discriminatory employment practice, and
sexually stereotyped advertisements for employment positions.
The 1964 Civil Rights Act effectively outlawed the practice of discrimination.
Unfortunately, gender discrimination still occurs at companies across the country. Gender
discrimination impacts a company in a very negative way. The hostile work environment
fostered by gender discrimination lowers productivity and decreases employees' sense of well
being. In addition, managers who practice gender discrimination may pass over the best worker
for the job. Moreover, gender discrimination leaves a organization liable for costly, time-
consuming lawsuit.
(Morgan, 1967) says that gender discrimination can be seen with unequal treatment
based on gender. Notice that the treatment has to be defined as being "unequal." Obviously,
it's not gender discrimination to have men and women using different bathrooms, but it is
gender discrimination if one restroom is cleaned by a cleaning crew and the other bathroom is
cleaned by those people using it.
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2. Discrimination On The Base Of Gender
(Hearn and Parkin, 1987) emphasized on female issue in those organizations who are
controlled by male. Economic Forum of the world describes Gender inequality “no country in
the world has yet managed to eliminate the gender gap and discrimination”. Workforce market
is divided into horizontally and vertically with reference to male biasness and female biasness
such as unfair distribution of pay and wages of male worker and female worker. Hiring criteria
is different for male staff and female staff.
(Anderson, 1988) defines as Gender refers to the social roles and status difference
between women and men in a society. These roles are determined by the social, cultural and
economic organizations of a society and the prevailing religious, moral and legal norms. 'Sex' is
a biological term while “gender” a psychological and socio-cultural one.
According to (Williams, 1990) all employees are presumed to be treated equal.
Unfortunately, that is not always the case. Employees have been excluded from hiring or
promotion not because they were unqualified, but simply based on their gender. Under U.S.
law, Title VIII of the Civil Rights Act of 1964 prohibits the discrimination of any employee based
on gender.
(Abbas and Waheed, 1963) conduct this research that gender discrimination may exist
in various dimensions which include hiring discrimination, differences in salary and wages,
inequity in promotion and imbalance related to different goods and facilities provided to
different gender. Employee is a back bone of the organization that performs critical tasks for
the survival of the organization and employee productivity affected by gender discrimination.
Therefore this study is designed to investigate gender discrimination and its affect on employee
productivity.
Normally, Male is dominated in Pakistan so first choice is male. We have done this
research in order to check gender discrimination & its effect on productivity level in Telecom
sector of Pakistan. This study helpful for the human resource managers of telecom sector who
are facing such kind of issues related to gender discrimination and its affect on employee
productivity. It swill also helpful for the employee in any telecom company, by providing
information about the basic effective points of gender discrimination on your productivity.
According to (CRA, 1991) The civil act of 1991 into a law in November 1991. The effect
of cva 1991 was roll back equal employment law to where it stood before the 1980 decision.
(Anderson, 1997) present a solution to preventing people from getting hired based on
their gender is to remove the implications of gender from the hiring and promotion process
.When managers get together to discuss hiring a candidate, the information given should be
based on the candidate's qualifications. The candidate's name and gender should be kept out of
the final decision process. When considering promotions within the company, use the
employee's accomplishments and background without including the name or gender in the
discussion. All qualified employees should be considered for promotions based on their record
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3. Discrimination On The Base Of Gender
with the company. When creating human resources policies that deal with hiring and
promotions, they should be based on qualifications and not gender, the "Journal of the National
Medical Association" reports.
(McLeary, 2002) argue that gender discrimination is the unfair treatment or judgment of
an individual based on his gender. This type of discrimination is especially rampant in the area
of employment, where promotion, job employment, wage and other benefits tend to be gender
biased.
(Syed, 2003) says Equal employment opportunity (EEO) is a new concept in Pakistan.
Pakistan´s constitution puts a ban on discrimination on the basis of gender (Articles 27 and 34).
Pakistan is also a signatory of ILO instruments (Conventions No. 100, 111, 159 etc) that prohibit
discrimination in employment. However, Pakistani organizations in practice do not offer equal
opportunities and there are instances of discrimination on the basis of gender, religion,
ethnicity etc. Effect of discrimination is more pronounced for women due to a host of factors
including feudal and patriarchal nature of society and misunderstanding of religion.
There is no concerted effort on the national scale to introduce equal employment
practices. Government and corporate sector do not have a model for EEO, and do not
appreciate its foundation. A majority of employers in Pakistan perceive equal employment and
affirmative action (AA) as a western idea not relevant to Pakistani society. Popular opinion is to
think of EEO and AA as an additional bureaucratic expenditure that does not contribute to
organizational productivity and competitiveness. With short-term monetary targets as the top
most main concern, a typical Pakistani employer fails to understand that EEO will contribute to
cost effective decision-making and efficient management. In the absence of a practical model
for EEO, equal employment for Pakistani organizations will remain a dream.It would be
imprudent to transplant a western concept of EEO that does not conform to Pakistani culture
and value system. In his article he proposes a model for EEO in Pakistan, based on two factors:
1. Identification of specific characteristics of Pakistani society
2. Analysis of a survey about discrimination in Pakistani society
(Jawad.S, 2003) tells in his study that The Federal Government introduced new labor
policy in 2002 empowering labor courts to order re-instatement of illegally dismissed workers
or award reasonable compensation in lieu of re-instatement. This policy also calls for extension
and up gradation of vocational and industrial training programs to meet the changes of
globalization and avoidance of redundancies. If implemented intrude spirit, this is expected to
be a right step towards affirmative action and equal employment opportunity. This is expected
to result in good employer-employee relationship through the strategy of interdependence by
employers and employees and their mutual trust. New laws also promise protection of
contractual labor by redefining temporary jobs in accordance with international standards. The
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policy pledges equal opportunities for all and categorically bans child and bonded labor, and
discrimination on the basis of gender etc.
Research has found that using a computer at work is associated with higher pay and is
one of the contributing factors in wage differences between men and women. (Allyn, 2003)
indicates that men appear to receive more pay because of their higher returns to education.
According to the study conducted on computers with gender and pay as variables, men
receive complimentary benefits from education which is enough to create a bigger wage gap
when they use the computers.
According to (Allyn, 2003) citing Krueger and Pischke, there is a substantial wage gap
between those who use computers and those who do not. The raw wage gap demonstrated
that male users are the beneficiaries of greater salary increments compared to females, thus
the overall impact of the use of computers on the wage gap has been negligible and has not
been reduced.
(Okpara, at al, 2005) have conducted a study on gender differences and job satisfaction
of United States academics. The researchers found that there are gender differences in the job
satisfaction levels of the university professors that they surveyed. Female professors in
academics earn less and are less satisfied with their pay than their male colleagues.
(Kara, 2006) in his study on occupation gender wage discrimination in Turkey,
Turkey has the lowest women employment/population ratio in which women earn 16% less
than men per hour on average. Turkey has numerous laws governing wage discrimination, yet
there is indeed wage discrimination in favor of men. The researcher emphasizes the use of
human capital theory which explains that productivity is basically determined by the stock of
human capital a worker holds. Formal education and work experience are human capital
investments which affect productivity and earnings.
(Peterson and Thea, 2006) describe that their are so many ways of the gender
discrimination in organizations due to the unfair actions of the employer; discrimination in job
compensation package, hiring discrimination, and favoritism related to job promotion, and
unfairness in wage setting for different type of job work. Many analysts agree on this “hiring is
most important; promotion is second; and wages are third.” Although in organizational
research literature, Gender issues related to the differences of male and female were
pinpointed in decade of 1950s, but highlighted as an important issue in management and
organizational studies in between 1980s & 1990s. The duration between these two periods
recognized the gender effects in different studies.
(Mukhtar.S, 2008) explains Women in Pakistan, to the social and cultural conditions, are
more disadvantaged than the women in modern western democratic societies. Educated and
professional women in urban areas, who are from upper class of the society, enjoy much better
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5. Discrimination On The Base Of Gender
status and rights than illiterate women in rural areas. This is the reason we don't find girls at
offices as much as we find men.
This is a major drawback as it leads a nation towards economic disaster as half the
nation in the form of girls if won't participate then economic will reduce. They are not allowed
to participate in economic activities and hence their professional qualification goes in the bin.
The story of social and economic injustice with reference to gender discrimination is very long.
As it exists in almost all the societies. Girls excel in academics so more girls avail admissions in
medical colleges. After getting qualified as M.B.B.S, majority girls do not practice due to our
social factors.
(Elisabeth K. Kelan, 2009) claimed that gender-quake is disturbing gender terms and
relations dramatically. It looks like those western well developed countries are well aware this
issue but don’t like to address gender inequality among male & female employee.
Workplace Gender discrimination is not only harmful to the professional growth of an
individual but also limits the growth of business firm. There are laws to prevent violation of
employees, be it on the basis of gender. However, these laws may vary depending on the laws
of the state where the business firm is registered. There may also be a time limit between the
act of discrimination and time of bringing the act in front of the legislation. To maximize one's
chance of stopping such harassment at workplace, timely action on part of the victim is critical.
(The News) ISLAMABAD: Chief Justice of Pakistan Justice Iftikhar Muhammad Chaudhry
observed that discrimination on gender basis should not be permitted at any level. A two-
member bench of the apex court, comprising Chief Justice Iftikhar Muhammad Chaudhry and
Justice Ghulam Rabbani, was hearing a promotion case of some nine females who were
appointed as Assistant Sub Inspectors in the FIA.
(Kaz, 2011) declares that according to the constitution of Pakistan all citizens are equal
before the law and are entitled to equal protection. It prohibits discrimination on the basis of
sex and commits the State to take steps to ensure the full participation of women in all area of
life. The Government has committed using a rights-based approach towards gender justice and
equality and had set out two main objectives for 2005 to 2010 i.e meeting women‘s basic needs
and promoting poverty reduction and economic empowerment. Under new initiatives the
MTDF (Medium Term Development Framework) directs that lawmaking reform should specially
focus on discriminatory laws. The MTDF also commits to implementing the national Policy on
Development and Empowerment of Women (2002) The Government of Pakistan has
obligations for human rights under International agreements. Gender is often misunderstood as
being the protection of women rights only. That may be because at present concentration is on
empowerment of women socially and economically. Government of Pakistan, therefore, needs
to uplift the status of women, to bring them a bit closer to status of male population if not
equal to them, because at present it seems a farfetched dream.
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References:
Allyn, M.R. (2003). Computers, gender, and pay. The Journal of Business and Economic
Abbas.Dr. Qasir. Gender Discrimination & Its Effect on Employee
Performance/Productivity Professor Dr. Qaisar Abbas Managing Editor South Asian
Journal of Global Business Research COMSATS Institute of Information Technology
Pakistan.
Anderson.(1988). Thinking about women. 2nd Ed. McMillan, New York.
Anderson Arnold. (1997). Solutions for Gender Discrimination .Journal of the National
Medical Association
Debopriya Bose. 21 sep 2011
Kalan.k Elisabeth. (2009).Gender Fatigue: The Ideological Dilemma of Gender Neutrality
and Discrimination in Organizations. Canadian Journal of Administrative Sciences Vol.
No.26, pp. 197-210.
Hearn & Parkin (1987).gender at work. The power and paradox of organizational
sexuality, Press pp 20-24 New York, united state of amrica
Jawad S. (2003). Naqvi is a human resource practitioner and is serving in a textile factory
,Lahore,Pakistan
Kara, O. (2006). Occupational gender wage discrimination in turkey. Journal of Economic
Kazi. April (2011). specialist women empowerment and gender rights planning and
development division.commission government of Pakistan
Mari Teigen (1999). Documenting Discriminatio.:A Study of Recruitment Cases Brought
to the Norwegian Gender Equality Ombud. Blackwell Publishers Ltd. Vol.6 No.2, pp.91-
105
McLeary Lita. (2002). Issues in Gender Discrimination
Mukhtar.sanam. January 30, 2008. Gender Discrimination in Pakistan.News and
Society,pakistan .
Okpara, J. O., Squillace, M., & Erondu, E. A. (2005). Gender differences and job
satisfaction.
Peterson and Thea. (2006) .Getting the offer. Sex discrimination in hiring. Research in
Social Stratification and Mobility science Direct Vol. No. 24, pp. 239–257.
Jawad Syed (2003). University of Kent. Equal Employment Model for a Pakistani
Organization, Pakistan.
Sarfin Rachel Levy (1998). Ways That Gender Discrimination Impacts a Company
Title VII of the Civil Rights Act (1964). Title VII – prohibits employment discrimination
based on race, color, religion, sex, or national origin.
The Civil Rights Act (1991). Provides monetary damages in cases of intentional
employment discrimination
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7. Discrimination On The Base Of Gender
Title VII of the Civil Rights Act of (1964).
The News (2010). Tuesday 10 June.
Williams Shemiah (1990). A STUDY OF What Is Gender Discrimination in the Workplace
Hameed Abdula Aamer Waheed Lecturer, Management Sciences COMSATS Institute of
Information Technology Islamabad, Pakistan.
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