Essays on The Elimination of Discrimination against Women in the Workplace Case Study

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The paper "The Elimination of Discrimination against Women in the Workplace" Is a great example of a Management Case Study. Over the past years, women have been exposed to various forms of discrimination in their places of work. Women are forced to quit their jobs once they get married, or become pregnant and are not given promotions because of their gender. At times women are paid low wages and the wages are always delayed on the belief that men are in dire need of money more than females. Women are constantly sexually exploited by their employees and they easily fall in the trap for the fear of loss of their jobs.

Women lack job security and protection and are at high risk of unfair and unilateral dismissal and they also lack negotiating powers. They are not paid during maternity leaves as well as sick leaves and are denied paid annual holidays. Women are usually given part-time jobs which are of poor level and are poorly paid. Case study: The Victorian Company The Victorian company is a company in Australia that eliminates discrimination against women in the transport and logistics industry.

The company assesses the particular training and education needs that women require in order to qualify to work in the industry and also scrutinize and tackle main factors that affect the decision of women to work in the industry. The company has an action plan which reviews that the number of women in the industry is small but their presence is significant and therefore the inclusion of more women in the industry needs to be supported. The support given is essential in incorporating and maintaining women in the transport and logistics industry.

As a result of the tough enrollment market, shortage in developing skills by women the industry result to be men dominated, and the entire attitude and culture within the recognized man workforce makes it hard to draw in more women to the industry and maintain the already working women in the industry. (Rafftery, 1994)The action plan points out that it is essential to elaborate on the professional character of the industry together with the broader benefits and opportunities accessible by women in the transport and logistics industry.

The company considers many other options apart from training and education that may attract more women to the industry. The approach used by the company The company carried out research to demonstrate the differences between females and males in the transport and logistics labor force and labor force in general. The transport and logistics industry is traditionally seen as unsuitable for women because most of the employees are males and the tasks in the industry are considered to be masculine. The number of women continues to be low in nontraditional occupations and industries particularly in the transport and logistics industry (Verwighen, 1987).

Career barriers and inequality remains a problem in the transport and logistics industry. In a study carried out on 1000 transportation and logistics workers, half of whom were females, more than 75% of females and 33% of males believed that females are limited in development opportunities because of exclusions in both social and professional levels. The company believed that introduction of greater interventions could see more women being included in senior positions in the logistics and transport industry and also their talents could be developed.

Bibliography

Rafftery, F, 1994, Equal Pay, Journal of Industrial Relations Vol. 36(4) 10-15

NSW Pay Equity Taskforce, 1997, Pay equity and the undervaluation of women’s skills, Sydney

Rubenstein, M, 1997, Discrimination: A Guide to Relevant Case Law on Race and Sex Discrimination and Equal Pay, 10th edition, London,

Stone, D, 1987, Race-based and Sex-based Wage Discrimination Law,

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Verwighen, M, 1987, Equality in Law between Men and Women in the European Community,

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Oxford University Press, California

Frizzel, J, 1995, Human Rights and Equal Opportunity Commission, Sydney.

Equal Opportunities Commission, EOC, 1997, Code of Practice on Equal Pay, Manchester UK.

Smith, M, 1996, Pay Equity and the Labour Market, RIPAA, Seminar Paper,

International Labour Conference EOC, 1997, General Survey of the Reports on the Equal Remuneration, Geneva.

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