Hrm - Women in the Workforce
Human Resource Management
MGF2661
By
Chi Sharnae
Tutor: Susan Mayson
Tutorial: Tuesday, 3.30pm.
Paragraph 5:
Solutions – addressing the issue – HRM strategy.
Example of an organization with lots of women
Discrimination against women in the workplace has become and ongoing issue, while legislation and work place unions protect the rights of women to an extent, however even though laws such as; the Pregnancy Discrimination Act of 1978 which prohibits employers from discriminating against women on the basis of pregnancy and The Equal Pay Act of 1963 requires that employers pay men and women in the same workplace equal pay for equal work (Thompson, 2010). However, unfortunately even with these regulations in place, evidence shows that only 1 percent of Australia's Top 500 companies' CEOs are female (EOWA, 2001). For example, even though women in the workforce has increased from 18.4 million in 1950 to 64.7 million in 2005, the wage gap between men and women still persists; in 2004 women earned 80.4% as much as men and on average women earn 34% less than men in the same occupation (Thompson, 2010). While law enforcement has somewhat amended this issue, it cannot be denied it there is still not enough being done, and if left lone will continue to exacerbate. Laws enforced by EEOC in the United States stress that while policy is imperative, so is the need for training, investigation and discipline (EEOC, 2009). Often when policies, whether they are legal or particular to one firm, are left unexplained to all levels of management and employees. To eradicate this issue, training and further information should be provided answering any related questions regarding the policy. While training is important, it is not enough, investigation on any report regarding discrimination needs to be followed up, moreover its needs to be taken seriously and be enquired about to the fullest extent possible. Finally to further enforce policies and discourage any sort of
MGF2661
By
Chi Sharnae
Tutor: Susan Mayson
Tutorial: Tuesday, 3.30pm.
Paragraph 5:
Solutions – addressing the issue – HRM strategy.
Example of an organization with lots of women
Discrimination against women in the workplace has become and ongoing issue, while legislation and work place unions protect the rights of women to an extent, however even though laws such as; the Pregnancy Discrimination Act of 1978 which prohibits employers from discriminating against women on the basis of pregnancy and The Equal Pay Act of 1963 requires that employers pay men and women in the same workplace equal pay for equal work (Thompson, 2010). However, unfortunately even with these regulations in place, evidence shows that only 1 percent of Australia's Top 500 companies' CEOs are female (EOWA, 2001). For example, even though women in the workforce has increased from 18.4 million in 1950 to 64.7 million in 2005, the wage gap between men and women still persists; in 2004 women earned 80.4% as much as men and on average women earn 34% less than men in the same occupation (Thompson, 2010). While law enforcement has somewhat amended this issue, it cannot be denied it there is still not enough being done, and if left lone will continue to exacerbate. Laws enforced by EEOC in the United States stress that while policy is imperative, so is the need for training, investigation and discipline (EEOC, 2009). Often when policies, whether they are legal or particular to one firm, are left unexplained to all levels of management and employees. To eradicate this issue, training and further information should be provided answering any related questions regarding the policy. While training is important, it is not enough, investigation on any report regarding discrimination needs to be followed up, moreover its needs to be taken seriously and be enquired about to the fullest extent possible. Finally to further enforce policies and discourage any sort of