Gender Inequality In Indian Workplace
Image: Increase of gender inequality in media Source: (Timesofindia, 2020)
Graca Machel who was the founder of Graca Machel Trust and member of the Elders stated that Gender equality is the goal that will help abolish poverty that will create more equal economies, fairer societies and happier men, women and children
Gender inequality in the Indian workplace is referred to as social justice issue. Gender inequality occurs when an individual experiences unequal treatment or achieves limited opportunities on the basis of their gender (Dahal et al., 2022). It is a concern that is deeply rooted and this impacts employment, social interaction, healthcare and education. Gender inequality generally puts individual at a disadvantage, preventing the access to the opportunities and resources. As a result, it motivates harmful discriminatory and stereotypical practices. It even delays social progress. Gender inequality is referred to as a complicated workplace issue because of several factors. The paper mainly aims to highlight the gender equality in Indian workplaces. Along with this, the paper also discusses about the solutions of gender inequality using theories.
Within India, it has been found that men earn around 82 percent of labour income, while women earn nearly 18 percent according to World Inequality Report 2022. Each and every day across the world, women are confronted by inequality and discrimination (CHAURADIA et al., 2019). They experience unequal treatment, abuse, and violence at the workplace and in the wider communities (Dahal et al., 2022). They are being denied the opportunities to earn, learn, and lead. Women often have fewer resources, less influence, and less power as compared to the men and they can experience inequality further due to their age, ethnicity, and class along with religion and other fundamentalisms (Oswald, 2023). Gender equality within the workplace generally deprives women of access to opportunities for employment career advancement, resources, and education as compared to men. With regard to the rights, limited opportunities of leadership freedom and unequal way from discrimination on the basis of gender violate the economic rights of women (Das, 2023). Despite the skills and qualifications of women, they frequently confront biases and hurdles that hinder women from attaining the outcomes in the workplace. Women are frequently excluded from the process of decision making and they are not able to contribute the perspective of women because of limited representation of female employees at the workplace (Guthridge et al., 2022).
Image: Decreasing participation rate of labour force among women considering all age groups
Source: (Verick, 2014)
The above picture showcases that participation rate of labour force among women declined to 27.2 percent between the time periods of 2011-2012 from 34.1 percent which prevailed between the years 1999 to 2000. The picture therefore reflects wide differences of gender along with depicting variations between rural and urban regions. Womens participation rate minimized to 25.3 percent within the time interval of 2011 to 2012 from 26.5 per cent within the year 2009 to 2010 (Verick, 2014). The 68th Round evidence clearly states no reversal can be found within the participation rate as it is calculated to have remained 22.5% within the year 2009-2010 which is a steep fall from 23.3% considering the relevant time period.
Various correlated social forces contribute to perpetuate inequality in gender in the workplaces of India. One of the important forces is patriarchal social designs which are deeply entranced in India. This reinforces the traditional roles of gender within which women are frequently expected to pay attention to household duties and childbearing like cooking for the family as well as looking after their husbands and in-laws (Jimnez-Moya et al., 2022). Within the workplace invisible barriers impacting women take various forms due to patriarchal culture impacts the way women are being assigned to jobs, rewarded, evaluated and perceived relative to men. There are specific segments of the economy with very low wages in services and manufacturing which will rely heavily on female workers (Castro et al., 2023). Poverty together with dowrys practice are basically the gender inequality issues direct cause that also focuses on the aspect of patriarchy where women is taken into notice only as a burden. Vital consequences of a patriarchal society include marital rape and unplanned pregnancy (Ryan, 2022). Current data indicates within India teen pregnancy is greater comprising 62 pregnant teenagers found out of every thousand women. This can be considered challenging for childbirth and pregnancys biological procedure (Sharma & Agarwal, 2024). Prevalence is also reflected in marital rape without considering age boundaries and it can be understood as a major problem for teenage girls who are married and reside in rural regions. By forceful behaviour, persuasion and less knowledge obtained girls are usually pressurized to get engaged in sexual activity (Keddie, 2022).
Gender inequality exists at each and every level of workplaces. Sexism within the workplace generates barriers to the success work of women through unequal pay, fewer promotion and gender stereotype. In order to generate parity for women within businesses, it is important to understand the factors which contribute to gender inequality in the work places in India. It has been evident that stereotypes can be considered a key derivative in relation to social structures and social contextthereby influencing gender inequality and sexism maintenance (Gurieva et al., 2022). Critical race theory can be implemented in order to comprehend the intersection of caste and gender in the workplace in India (Staveren et al., 2012). This theory identifies the way caste discrimination mainly intersects with gender and further can marginalize women from backgrounds like Dalits. Considering the initiatives of affirmative action or quotas that can boost women's presence, specifically, from marginalized communities, might be considered an effective strategy for acquiring equitable and inclusive workplaces (Pathak et al., 2024). Feminist theory mainly focuses on evaluating the concept of gender inequality. This theory explores concepts like objectification, discrimination, stereotyping, patriarchy, oppression and many more. Gender at the approaches of work tries to disrupt the conventional thinking and tackling the wicked issues. The context of gender at work utilises the strategies of capacity development like strategic planning, training, program development (Stamarski and Son Hing, 2015). Feminism can be identified as the movement which would end sexism, oppression and sexist exploitation and to acquire gender equality in practices and law.
Minimum Wage Act 1948 has set a minimum wage for all of the staffs, including women around several sectors. Equal Remuneration Act 1976 generally prohibits discrimination in the matters of salaries and wages on the basis of sex, thereby facilitating causes of gender equality within Indian workplaces. In addition to this, Maternity Benefit Act 1961 offers maternity leave as well as other benefits to women who are employed in the establishments. Another policy is Sexual Harassment of Women at Workplace (Prohibition and Redressal) Act, 2013, generates a mechanism for redressing and preventing sexual harassment at the workplaces, both private and public. Hence, it helps to evaluate the cause of gender equality in workplace.
Socio-psychological presentation in relation to the gender problem focuses on research of social representations with regard to gender stereotypes, gender differences, and their impact on various human life spheres. Stereotypeshave resulted in becoming social norms,notifying suitable behavior for women and men and gradually transforming differences of gender into the issue of gender inequality. The article therefore suggests by applying laws, promoting education, prioritizing fairness, and enforcing supportive policies, India can hold the potential to dismantle those barriers and generate a work atmosphere. The workplace then will be truly inclusive and where each and every individual can thrive regardless of their gender.
Are you struggling to keep up with the demands of your academic journey? Don't worry, we've got your back!
Exam Question Bank is your trusted partner in achieving academic excellence for all kind of technical and non-technical subjects. Our comprehensive range of academic services is designed to cater to students at every level. Whether you're a high school student, a college undergraduate, or pursuing advanced studies, we have the expertise and resources to support you.
To connect with expert and ask your query click here Exam Question Bank
