5 Pages
1307 Words
Introduction Of Gender Discrimination on Employee Performance in the UK
Gender discrimination is the unequal treatment towards people based on their gender, which frequently ends in disparities in opportunities (Bilan, et. al. 2020). The area of interest of research is the effect of gender discrimination on staff performance in the UK. The impacts of gender discrimination on employment outcomes are significant and continue to be a global problem. Despite its liberal laws and regulations, the UK still struggles with gender disparity in jobs. In order to inspire legislative changes and organizational enhancements, this study attempts to give insight on the degree to that discrimination based on gender impacts worker performance in developed nations like the UK.
The fascination in this topic arose from a combination of individual encounters and an understanding of its larger impact on society. The impulse to further explore this topic was sparked by witnessing instances of gender prejudice in the workplace and realizing the psychological impact it may have on people as well as how it could impede professional progress. The researcher's interest in examining the effects of discrimination based on gender on employee performance in the UK was further piqued by the larger social discourse on equality between men and women and women's rights. In the end, this study aims to offer helpful details on a problem that has an impact on not just people but also the wider efficiency and inclusivity of businesses in the UK.
The gender pay gap and its impact on women's economic empowerment
According to Reshi and Sudha (2023) women's economic empowerment is significantly hampered by this discrepancy since it reduces their financial autonomy and independence. For equivalent employment, women frequently make less money than men do, which limits their capacity to save money, invest it, and attain financial stability. Women's general economic well-being is hampered by this imbalance, which increases their susceptibility to reliance and poverty. For women to be economically empowered, making autonomous financial decisions, and fully engaging in social and economic activities, the wage disparity between men and women must be closed. The practicality and societal significance of this research is one of its outstanding strengths. The disparity in male and female salaries is still a problem in many nations and it has significant effects regarding how economically empowered women are. It is thus incredibly praiseworthy that the article concentrated on this subject because it brings to light a crucial issue. However, Reshi and Sudha (2023) highlights how the gender wage gap affects the economic empowerment of women, a more thorough investigation of the numerous aspects and effects of the gap would be beneficial. Consider how color, race, age and other aspects intersect with gender to gain a more nuanced perspective of the issue by delving further into its interconnectedness.
In the views of Reshi and Sudha (2023) although the data suggesting that the gender wage gap has a major influence on women's financial autonomy and independence, the article fails to go into great detail about the root causes of this disparity. The research's capacity for explanation would be improved by a more thorough investigation of the elements leading to the wage inequality. The study's appeal for legislative modifications and cultural shifts is also a plus because it emphasizes the need for doable solutions. However, the article goes short of offering any policy proposals or measures to successfully close the gender wage gap. The research would have a greater practical impact if it provided specific advice for organizations and policymakers.
The influence of pay transparency on (gender) inequity, inequality and the performance basis of pay
In the views of Obloj and Zenger (2022) transparency in pay relates to the practice of freely disclosing salary information inside a company. According to recent studies, increasing pay transparency can help reduce gender disparity and inequality in income. Organizations can lessen gender-based pay discrepancies and advance more wages equality through making wage data available. A substantial additional to the current discourse regarding fair compensation practices is made by the study examining the effects of pay transparency on equality for women, inequality in income, and the performance foundation of pay. This study's large dataset, which includes performance, demographic, and income data for a significant proportion of US academics over two decades, is one of its strongest points. This sizable dataset enables a thorough analysis of the way pay transparency affects pay practices. The research's focus on academics also sheds light on a field where issues of gender fairness and wage disparity are major problems.
On the critical note, Obloj and Zenger (2022) primarily examines the impact of pay transparency within the field of education, thus there may be some limitations on how broadly its conclusions may be applied to other industries. Furthermore, even while it concludes that pay transparency boosts fairness and weakens the connection between compensation and worker performance, it might not completely account for any potential drawbacks or unforeseen effects associated with such policies. Investigating, for instance, whether pay transparency could deter high-performing people from aiming for greatness if they perceived limited financial incentives might be beneficial.
Additionally, the research might look further into the ways that wage transparency affects society. For organizations and governments looking to solve these concerns, knowing why and the way the performance-compensation relationship weakens and pay equality and equity increase might be helpful. Furthermore, while the study concentrated on academic settings, it might not completely take into consideration businesses where wage structures and performance criteria vary greatly. The feasibility of the research would be improved by using a more diversified sample from a range of industries.
Conclusion
In conclusion, it can be stated that gender inequality, with regards to pay gap, has significant and adverse impact on employee's performance. Moreover, it inhibits women's performance and thereby impacts the success of overall organization. While there has been advancement in resolving gender inequities, there are still issues, both at work and in wider societies. The body of studies clear exhibits complicated dynamics of gender discrimination, its negative impacts on people and organizations. Thus, it can be entailed that proactive steps need to be taken towards gender equality.
Future research
It is essential to delve further into the basic root causes of gender discrimination. The creation of more focused remedies will be made possible by an understanding of the underlying causes, which may include cultural, organizational, and social impacts. It is essential to look at the way gender discrimination interacts with other types of prejudice, such racial or age-based discrimination. This method will give a more thorough grasp of the intricate dynamics at work. The success of inclusion and diversity initiatives in diverse situations should be the main subject of research. Organizations may develop cultures whereby gender discrimination is minimized through recognizing best practices and evaluating their impact.
References
Books and Journals
- Bilan, Y., Mishchuk, H., Samoliuk, N. and Mishchuk, V., 2020. Gender discrimination and its links with compensations and benefits practices in enterprises. Entrepreneurial Business & Economics Review, 8(3).
- Obloj, T. and Zenger, T., 2022. The influence of pay transparency on (gender) inequity, inequality and the performance basis of pay. Nature Human Behaviour, 6(5), pp.646-655.
- Reshi, I.A. and Sudha, T., 2023. THE GENDER PAY GAP AND ITS IMPACT ON WOMEN'S ECONOMIC EMPOWERMENT. MORFAI JOURNAL, 3(1), pp.9-16.
