Hong Kong Gender Inequality

779 Words4 Pages

The findings have provided a wide range of opinions and views regarding the reasons for gender inequality in the organisations in Hong Kong. They range from psychological reasons for imbalance in diversity to the lack of government intervention. There were respondents who backed the gradual changes that have taken place in Hong Kong in terms of the diversity. Participation of women in paid labour workforce is one of the most salient social changes in Hong Kong over the past few decades (Hang Yue, 2001) and hence the issue was debated and findings were based on the experience of the respondents. The participants had a congruent understanding of the situation of women in Hong Kong which was coherent with the consensus of the literature. On the …show more content…

The results that were generated showed the necessity of government intervention to bring about the balance in diversity in Hong Kong. The findings supported the article by South China Morning post (2015) which mentioned the steps taken by the government like the quota system on the corporate board to increase diversity. Even after the quota system being implemented, it hasn't brought any major changes to the issue of diversity. It was found that the organisations face the prospect of productivity and monetary loss due to absence of employees. This was where the companies looked at the possibility of pregnancy and motherhood that follows and the impact it would have on the functioning of the organisation. The findings showed that organisations would like to be compensated for the absence of the employee in terms of tax rebate where they would be given exemption of certain amount of corporate taxes. It was found that though the organisations would provide the necessary flexibility to women, they wanted to have tax benefits as the absence would mean opportunity cost for the …show more content…

According to them, this would not only encourage women in Hong Kong to enter into the corporate world without any hesitation but also give them the courage to further their growth in the corporates. Certainly the masculine culture of Hong Kong has a major role to play where it is observed that women claim they would leave their jobs for work-life balance (Mahtani et al. 2012). These are the psychological barriers which women in Asia and Hong Kong suffer. If these challenges are overcome, there will be more women representation. It is also observed that the government of Hong Kong has taken steps to encourage women involvement in the corporate world. Though the progress hasn't been as desired, a few respondents believe it is a process that would take a few years before the organisations can have a balance of diversity. It has been reported that there is a marginal increase of women in board from 9.6 per cent to 11. 3 per cent (South China Morning Post, 2015) which certainly solidifies the opinion of the respondents who argued about the timescale required to achieve the diversity in Hong

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