What Are The Implications Of Gender Inequality
Women have come a long way, achieving educational as well as professional success. They are performing brilliantly, at par, and even superseding men at the workplace. On the surface everything seems fair and just, but inequality persists deep within. Various inequalities and biases are rooted deep into the minds of individuals (both men and women) and hence help form their perceptions. There is still a gender gap problem that needs to be recognised and accordingly rectified.
This inequality also arises from the varying gender roles assigned to men women by the society. There are fixed/rigid perceptions regarding the kind of work and responsibilities a man or woman is supposed to fulfil. Young adults try to manage and balance their work and
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Women keep on confronting numerous obstructions on their way to the top that are gender specific in nature. Most CEOs and Top Management recognise the advantages of gender diversity and inclusion and are also committed to such notions and policies. This dedication, on the other hand, is not really converted into substantial actions. Still, there are fewer women in top-management positions and leadership roles, as compared to men. The ‘Glass-ceiling’ effect is prevalent, though not in an obvious way. The issues revolving around gender inequality and diversity in the workplace remain vague and complex to …show more content…
A sample larger in size might have projected more accurate results; leading to a more detailed inference derivation and hence formulation of the conclusion.
• Our research was focused on a single organisation, Accenture, in the IT sector of India. Thus, the context and frame of reference for the research was limited. Subsequently the findings may have also been limited in scope. Hence, could not capture industry specific responses across different organisations.
• Accenture is rated among the top firms for providing a healthy and fair work environment to its employees, especially women. This might have led to some bias results, as the organization under study was one with an already, comparatively equal opportunistic platform for both the genders.
• Majority of the respondents were in the 1 to 3 years’ experience bracket. Since the research base consisted of similar kind of respondents, it limited and variety of the responses given for each question. Incorporating varying perspectives, perceptions, beliefs and views, would have broadened the scope of the
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