Assessment 2 Report (2)

Assessment 2 Report

TO: CEO; TPG AUSTRALIA FROM: HR Team [list your student names here]

TOPIC: Importance of Gender Equality and Ethical Consequences of Gender Inequality in the Workplace

Contents

TOC o “1-3” h z u 1Introduction PAGEREF _Toc463302250 h 21.1Clarification of the Issue PAGEREF _Toc463302251 h 21.2Literature and Theory PAGEREF _Toc463302252 h 31.2.1The Economic Theory PAGEREF _Toc463302253 h 41.2.2Devaluation and Queuing Theories PAGEREF _Toc463302254 h 51.3Recommendations PAGEREF _Toc463302255 h 62Consequences of Gender Inequality in the Workplace: An Utilitarian Ethical Perspective PAGEREF _Toc463302256 h 72.1Clarification of Issue PAGEREF _Toc463302257 h 72.2Literature and Theory PAGEREF _Toc463302258 h 72.2.1An Elucidation to the Utilitarian Ethical Theory PAGEREF _Toc463302259 h 72.2.2Application of the Utilitarian Ethical Theory in Gender Equality PAGEREF _Toc463302260 h 82.3Recommendation PAGEREF _Toc463302261 h 93Conclusions PAGEREF _Toc463302262 h 94References PAGEREF _Toc463302263 h 11

IntroductionMen and women can only be considered to be equalled based on the roles that they perform in their lives so as to make their lives worth living. The roles that each party plays in life are important because it is meant to compliment what the other party undertakes. For instance, over the past years, men have been known to be dominant in certain sectors like engineering. The only thing that needs to be done is that men need to undertake their duties and ensure that it benefits them (men) and the women. Men must be in a position to use their masculine capabilities to offer protection to the feminine species. They are supposed to assist women to realize their full potential in life. Women are known to be creatures that are physically much weaker than their male counterparts.

Equality between men and women might come to play based on the argument that the two parties have the same value on earth despite the fact that they might have different characteristics. It is the equality that makes humanity eliminates discrimination that has existed over the years especially for the women. For instance, equality means that even women are given fair chances to get access to jobs that are only considered to belong to men. If women are allowed to get access to such opportunities, then they stand a chance of realizing their full potential in life just like their male counterparts. What equality means is that all the parties involved are given fair treatment without any prejudice or even making prior assumptions. Eliminating such barriers is important because it gives all the concerned parties an easy chance to prosper in their endeavours.

Importance of Gender Equality in the Workplace

Clarification of the IssueThere has been a considerable progress in the establishment of theories aimed at highlighting the various aspects of gender differentials in society especially in the labour markets. Even though no singular theory is capable of simultaneously explicating the fundamental differences in both wage and employment patterns, theories developed in the last two decades have set a concrete base in explaining the major regularities in the gender wage gap. In an effort to explore the issues and understand the phenomena related to wage disparity for various groups in the population several studies have been undertaken to review literature and analyse unstructured data as an approach to qualitative investigation of the problem of the study. Although there have been several studies on minorities in general, and women in particular relating to income and inequalities on the general population, recent researches have acknowledged that little focus has been given on the issue of wage gap of women and the relation high and low income earners.

Literature and TheoryMost of the previous studies have indicated that high incomes and high education are both directly connected to the wage level of an individual. This finding consequently implies that inequality is a key problem and could essentially be a core contributing factor the disparity in wage among the women. While there is no standardized procedure of approaching qualitative projects, there is need to adhere to certain recognized strategies and steps which may include literature review, program evaluation and in exploring perceptions (Rosenblatt, 2011). The use of qualitative software has been considered instrumental in helping researchers manage, analyse, and make sense of unstructured information thus providing a tool for classification, sorting, and arranging of information. This approach has enabled the researcher to analyse materials, identify themes as well as draw significant deductions.

The gist of this section involves the investigating of the causes of disparity in wages in female Australian adults. Wage disparity is a major strain on economic budgets especially in Australia were about 100 billion dollars is spent yearly to curb it. With the fast increasing wage gap in the Australia and several parts of the world, it is necessary to highlight the problem of discrepancy that is subject to the difference in high income and low income earners especially with the minority Australians.

Such studies would assist the Australians to make relevant decisions concerning their wage bill designs in a bid to cushion the low income earners. It would be necessary for the population in general and the female populace in particular to make effort in closing the gap in wages. Additionally, research on the issue would help the Australian government come up with policies that would reduce the levels of wage disparity among the American women in the low income areas. Most studies on the subject are based on the descriptive approach which allows the researchers to review the data available on wage discrepancy especially among the women.

The Economic TheoryThe economic theory implies that the utility gained from labour services ought to tend towards equality across the competitive labour markets among similar workers. Income rates will obviously contrast across employment markets owing to the fact that worker skills differ across markets as well as due to the partialities concerning area amenities. The experimental analysis on the economic theory can provide control for quantifiable labour skills since unmeasured skills presents a difficulty if not arbitrarily distributed across labour markets. Measuring the differences in preferences is also problematic in carrying out empirical studies.

Substantial low pay and arduous working conditions stimulated interest in collective bargaining with most workers. However, in some sectors contract negotiations has proceeded in a sluggish pace even after the acclamation of collective bargaining thus leading to wage gaps. The economic theory research has suggested the practice and procedure of collective bargaining for employees through representatives of their own choice in a bid eradicate and mitigate labour-related impediments to the free flow of commerce (Ponak et al., 2013). However, the right to participate in collective bargaining does not apply to all employees. The right does not extend to individuals who have been employed as supervisors. A supervisor in this context is taken as an individual who has the authority to employ independent judgment and their work is not simply clerical or routine (Shimabukuro, 2012).

Most women often bargain for safe staffing, better pay and better working environments in their agreements of collective bargaining (Dorning, 2011). In addition, collective bargaining allows workers to a platform to negotiate a wide spectrum of issues which include their ability to offer services, health and safety, and adequate compensation based on productivity. Subject to the economic theory, both the employer and the union have a chance to participate in decision making and a share in making of rule that may involve production norms, discipline, redundancy, modernization, transfer and promotion (Shimabukuro, 2012). Collective bargaining agreements give provisions for resolving grievances and addressing disciplinary issues for employees’ wages. Such guidelines, which are set forth, give plausible directions to employers on issues pertaining reprimanding, demotion and termination of employees.

Devaluation and Queuing TheoriesWhile the devaluation and queuing theories has for decades been instrumental in giving a description of the relationship between the female workplace concentration and wages, there have recently been seen to guide research in hypothesizing that the gender minority discrepancies are linked with wages. However, it is pertinent to note that the distributions of gender and race in the United States demonstrate the connection between gender concentration of minorities and wages does not operate in the same manner as the link between wagers and gender structure. The devaluation theory and queuing theory provide solid models for clarifying the relationship between wage gaps, disparity in income and workplace minority concentration. The two theories rely on the assumption that wage consequences are equally extended to all employees. In addition, they both study the stereotypes of society as well as those of employers, and the cultural beliefs regarding minorities with an aim of highlighting the wage gap and disadvantage concomitant with the density of minority in the workplace (Kmec, 2003).

RecommendationsDevaluation theory argues that the subordinate positions attract lower pay due to the undervaluing of the work handled by subordinates. Subsequently, the prejudices associated with women and gender minorities and wages invariably confront the wage-setting practice. It is reported that when a job position is taken up by a subordinate, in this case the minority group, the pay depreciates, an occurrence that has been basically associated with the social composition of a job position’s incumbent link to the value of the job (Kmec, 2003). Further, studies have indicated that both the employers and the works have the expectation that status of the job should be matched with its wage structure. Consequently, when a grouped presumed to be of low status, such as the minority groups, takes up a job, the prospects that ensues is that the wage and the prestige associated with the job declines (Huffman and Cohen, 2004).

On the other hand, the queuing theory suggests that there is a different process that can be associated with the wage disparity of the minority composition in the work place. The theory mirrors the status closure procedure that maintains the fact that gender prejudices are linked to the hiring process. The implication of this process reveals that due to the low paying position, the minority his hired to take it up. Commonly, the proponents of this theory argue that majority of employers tend to rank minorities in lower levels in contrast with their white counterparts in the labour queue especially for positions that call for authority, high pay and high skills (Huffman and Cohen, 2004). At the same time, employers have been reported to consider poor working conditions, low pay, low prestige, and subservient tasks to be the reserve of the minorities.

Consequences of Gender Inequality in the Workplace: An Utilitarian Ethical PerspectiveClarification of IssueEthics has increasingly becoming an imperative concern to societal relations hypothesis construction from the onset of the normative proposition that public relations function ought to inform both organizational and societal conscience. It is relatable to none, nonetheless, that ethics is exceptionally philosophical as well as culturally complex. This ensues from the fact that ethics is founded on the choices between alternatives made by individuals as well as groups at any given time. Subsequently, gender equality presents a pertinent ethical issue. The principal stimulus for gender equality is fundamentally to ensure that no individual is subjected to uninhibited reckoning of utility, and thus the minority or any gender group is therefore cushioned from the prejudices of the collective in society. However, gender equality issues are particularly susceptible to the challenges of utilitarianism as well as cultural relativism (Punabantu, 2012). This essay endeavours to assess the ethical issues as well as challenges emanating from utilitarian ethical theory as regards to gender equality.

Literature and TheoryAn Elucidation to the Utilitarian Ethical TheoryPrincipally established by English philosophers and social reformers, utilitarianism is a major ethical theory in the Western civilization. The preliminary intention of this development was to formulate a scientific theory as well as seek to enhance human happiness and pleasure. Utilitarianism is considered as a consequentialist ethical theory in which an individual determines morality through the evaluation of consequences of an action, in which case the form of the action is immaterial. It follows therefore that in utilitarianism, an action is considered moral if it produces more good than bad consequences, and similarly, an action is considered immoral if it produces more bad than good consequences (Darwish, 2009). Conversely, as opposed to the other consequentialist ethical theory, ethical egoism, utilitarianism demands that one ought to consider the consequence of the action not just on oneself but also on other individuals and groups that are directly or indirectly affected by the action. Subsequently, the ethical theory explicitly and specifically states that the society as a whole must be assessed in determining good or bad consequences of an action (Tilley, 2010). It follows therefore that utilitarianism is a very egalitarian ethical theory following the fact that the pleasures and pain of everyone gets registered and accounted for in this empirical effort in determining morality.

Application of the Utilitarian Ethical Theory in Gender EqualityUtilitarianism bulkpostulates that human rights, and particularly gender equality, are claims that seek to safeguard individuals from being subjected to calculations of pure utility. In advocating for gender equality, the promotion of the greatest happiness for one gender cannot justify some violations of the welfare of the other gender provided that group has a right to the benefit in question (Punabantu, 2012). The primary utilitarian critique of the gender equality follows from the assertion that resources are scarce in any society which inevitably promotes utilitarian calculations in allocating the resources in a manner that maximizes the greatest good of both genders and all individuals (Tilley, 2010). The application of utilitarianism is not intended to simply have a hypothetical approach but rather as instrumental in the provision of a utilitarian solution to the gender equality problem in the form of chosen actions, adopted policies, as well as enacted laws. In dealing with the gender equality concerns, a detailed utilitarian assessment must be applied to sustainable development considering it as the policy that enhances human inter-generational well-being. Consequently, from a utilitarian approach, no gender equality law or policy is superior to that which will yield the greatest amount of happiness on the whole, taking into account all individuals whose happiness is affected (Cavico et al., 2012).

RecommendationThe utilitarian ethical has its cynics, nonetheless. The concept of comparing the happiness of two distinct individuals or gender groups in a manner that they can be pulled together with an aim of forming a total is highly contentious. It is important to note that no one individual can infallibly foresee all the consequences of an action (Punabantu, 2012). It follows thus that utilitarianism downplays the significance of intention, and detractors have bulkpostulated that this could be employed as a justification for genocide, slavery, as well as other forms of human rights and gender equality breaches. The proponents of utilitarianism have provided insufficient guidance on how one can measure and weigh the bad verses the good consequences in ascertaining what will prevail and subsequently determine what the ultimate moral conclusion will be (Darwish, 2009).

ConclusionsMen and women are different in terms of their biological and anatomic characteristics. The biological differences may include areas such as brains, reproductive and their physical strength. Men are more physically strong than women. Moreover, men are known to have more strong mental capabilities than women. On the other part, women are known to have strong inner dignity as compared to men and most people confuse that to be a weakness. There are those who even think that the inner dignity of women is much stronger than the male physicality. Due to the above reasons, it can clearly be seen that men and women are unequal in a number of perspectives.

While there are obvious challenges to utilitarianism as an ethical theory, the fundamental concept of the theory plays a vital role in aiding the forging of consensus on gender equality concerns as well as other human rights issues (Cavico et al., 2012). Regardless of the ethical challenges to utilitarianism, if a determination is arrived at that the good consequences outweigh the bad, the action is considered moral. Correspondingly, if the bad outweighs the good, the action is immoral. In ascertaining, measuring, and weighing the consequences of promoting gender equality, the whole society benefits through freeing either gender from discrimination and harassment. These benefits come in form of status, prestige, employment, fulfilment, job security among other to both genders.

ReferencesCavico F. J., Muffler S. C, Mujtaba B. G. (2012). Sexual Orientation and Gender Identity Discrimination in the American Workplace: Legal and Ethical Considerations. International Journal of Humanities and Social Science, Vol. 2 No1

Darwish B. (2009). Rethinking Utilitarianism, Qatar University. Retrieved from < https://www.uvu.edu/ethics/seac/Darwish%20-%20Rethinking%20Utilitarianism.pdf>

Dorning J. (2011). The Benefits of Collective Bargaining for Professional and Technical Workers. DPE Report. Department for Professional Employees, Research Department Washington, DC 20006. Retrieved from < http://uwua.net/wp-content/uploads/2012/11/Benefits-of-Collective-Bargaining.pdf>

Huffman M. L. and Cohen P. N. (2004). Racial Wage Inequality: Job Segregation and

Devaluation across U.S. Labor Markets. University of California, Irvine

Kmec J. A. (2003). Minority Job Concentration and Wages. Washington State University. Retrieved from < http://cooley.libarts.wsu.edu/jkmec/sprob.pdf>

Punabantu, S. (2012). Applying Relevant Ethical Theories to Equality. ASG Advisory Services Group. Retrieved from < http://mpra.ub.uni-muenchen.de/39473/1/MPRA_paper_39473.pdf>

Ponak A. and Haridas T.P. (2013). Collective Bargaining Attitudes of Registered Nurses in the United States and Canada: A Wisconsin-Ontario Comparison. Industrial Relations, vol. 34. Retrieved from < http://www.erudit.org/revue/ri/1979/v34/n3/028992ar.pdf>

Tilley, E. (2010). Ethics and Gender at the Point of Decision Making: An Exploration of Intervention and Kinship. PRISM 7(4): Retrieved from <http://www.prismjournal.org>

Rosenblatt, V. (2011).The impact of institutional processes, social networks, and culture on diffusion of global work values in multinational organizations. Cross Cultural Management: An International Journal 18, 105-121. doi:10.1108/13527601111104322

Shimabukuro J. O. (2012). The National Labor Relations Act: Background and Selected Topics. CRS Report for Congress, Congressional Research Service. Retrieved from http://www.fas.org/sgp/crs/misc/R42703.pdf