Gender issue works as the discrimination & the unfair treatment or judgment of an individual based on his/her gender especially

at workplace. Gender discrimination is also known as sex discrimination. Though what constitutes sex discrimination varies between countries, the essence is that it is an adverse action taken by one person against another person that would not have occurred had the person been of another sex. Discrimination of that nature is considered a form of prejudice and in certain enumerated circumstances is illegal in many countries.

In 2008, the Organisation for Economic Co-operation and Development (OECD) found that while female employment rates have expanded considerably and the gender employment and wage gaps have narrowed virtually everywhere, women still have 20% less chance to have a job than men, on average, and they are paid 17% less than their male counterparts. The OECD report also found that despite the fact that almost all OECD countries, including the United States, have established anti-discrimination laws, these laws are difficult to enforce

CAUSES OF DISCRIMINATION
Social & Cultural Factors Family Pressures Stereotyping Education Physical Factors

Lower rate of participation in the labor force Wage Gap Glass Ceiling Sexual Harassment

India s only case law on sexual harassment the 1997 Vishaka judgment says that. such unwelcome sexually determined behavior (whether directly or by implication) as:
a) b) c) d) e)

Physical contact and advances Demand or request for sexual favours; Sexually coloured remarks; Showing pornography; Any other unwelcome physical, verbal or non-verbal conduct of sexual nature. Where any of these acts can be humiliating and may constitute a health and safety problem.

Quid Pro Quo involves making the conditions of employment contingent on the employee (prospective/existing) granting the employer sexual favors. The employer makes it very clear that hiring, promotions, perks, facilities etc. would be possible only if the employee consents to the former's sexual advances. The 'Hostile Working Environment' form of harassment, which is the basis of most of the court cases filed, is more difficult to identify and prove. As per a 1993 US Supreme Court ruling, this has been defined as, "When the workplace is permeated with 'discriminatory intimidation, ridicule, and insult that is 'sufficiently' severe or pervasive to alter the conditions of the victim's employment and create an abusive working environment."

Penguin Canada employee Lisa Rundle filed a sexual harassment lawsuit against Davidar and the company. In 2001, Infosys's head of sales and marketing Phaneesh Murthy was accused by his assistant Reka Maximovitch of sexual harassment and wrongful termination of employment. HP s global CEO Mark Hurd was accused of sexual harassment by Jodie Fisher, a hostess for many of HP s sales events.

An unacknowledged discriminatory barrier that prevents women and minorities from rising to positions of power or responsibility, as within a corporation. Women still hold only 15.7 percent of C-level positions at Fortune 500 companies. Only a mere 4.5 per cent of women directors sit on the boards of Indian companies, while male directors constitute the rest 95.5 per cent. In the 10 Indian newspapers, six TV stations and one radio station covered by the study, men outnumber women 4:1, and the underrepresentation is found across categories, the worst being top management (13.8%).

Different pay for comparable work Sexual harassment in the workplace Lack of family-friendly workplace policies Exclusion from informal networks Stereotyping and preconceptions of women's roles and abilities Lack of role models & mentoring Requiring long hours for advancement, sometimes called the hourglass ceiling.

Sticky Floor refers to barriers to the advancement of women such as family commitments, attitudes, stereotyping, and organizational structures but has also been used to focus on circumstances where women are promoted but do not receive commensurate wage rises. Glass Cliff is a situation wherein someone has been promoted into a risky, difficult job where the chances of failure are higher. When a person has a high level job traditionally held by the opposite gender, they are judged more harshly for their mistakes.

Women are often paid less than men for the same work or work of equal value on average at least 15% less (up to 25 30% less). Men receive good salary even as new-appointments and women get the same only after 3-4 years of job experience. In general, women also earn less than men in their lifetime and thus they have worse pension insurance conditions and also receive smaller pensions when they retire, although they live longer.

Three former female employees at Goldman Sachs sued the investment bank claiming that it was guilty of systematic discrimination against women. The lawsuit alleged that Goldman discriminates in pay and promotion and that a persistent pattern of bias has resulted in the underrepresentation of women in the firm s management ranks. Morgan Stanley settled two class action lawsuits brought by thousands of employees for more than $100 million dollars in 2004 and 2007. Smith Barney paid out $33 million in settlement of a case in 2008.

PARAMETERS Not working fulltime with MBA % who opt out Working between age 25-29 Working between age 40-44

MEN 1 in 20 24 100% 100%

WOMEN 1 in 3 37 87% 71%

1. 2. 3. 4. 5.

Women Family time 44% Earn a degree/other training 23% Work not enjoyable/satisfying 17% Moved away 17% Change careers 16% Men Change careers Earn a degree/other training Work not enjoyable/satisfying Not interested in field Family time 29% 25% 24% 18% 12%

1. 2. 3. 4. 5.

Decreased Productivity Feeling of inequality Demoralized Employees High Absenteeism High Turnover Rate Loss of Goodwill among customers Poor Relationship with Present & Potential Customers

To put in place a policy that encapsulates the spirit of gender equality amongst professionals It has been proven that changes in policies can bring about refreshing changes in a country s work culture and introduce gender diversity in private institutions.

To gradually propel a cultural shift within an organisation The work culture needs to be changed first, which involves a bottom-up approach; the mentality needs to be changed at the grass roots, which will drive diversity as well as a policy that can be put in place to implement it.