Gender Equality

1.

Cultural Influence
and
Ways to Achieve

Gender
Sex
Person's biological
or anatomical
identity as male or
female

Gender
Collection of
characteristics that
are culturally
associated with
maleness or
femaleness

Gender Discrimination

Treating individuals differently in their

employment specifically because an
individual is a woman or a man

Discrimination is generally illegal

regardless of whether it is based on sex or
gender or both sex and gender

Includes pregnancy discrimination and

sexual harassment
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Instances of gender discrimination

Hiring/Firing/Promotions

Pay

Job Classification

Benefits
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Sexual Harassment

Behaviour like

Unwelcome sexual advances

Request for sexual favors
Verbal or physical conduct of a sexual nature

Quid Pro Quo - such conduct used as the basis for

employment decisions or is made a condition of
employment

Hostile environment - the conduct is sufficiently

severe or pervasive that it creates an intimidating,
hostile, or offensive work environment.
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Shehnaz Mudbhatkal - Case in

sexual harassment

Lady worked as a hostess for Saudi

Arabian Airlines

Services were terminated because she

refused to surrender to the sexual
demands made by her superior

Filing suit, she fought for 11 years. In

1996, she was awarded full wages and
continuity of services with effect from
1985 by Bombay Labour Court
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Glass Ceiling

An unofficial barrier to top management posts

may be placed for the women in a workplace,
due to a perceived lack of capability

Survey-Confederation of Indian Industries (CII)

- 2005

149 medium & large scale companies.

Women constitute only six per cent of the total
workforce.
Junior level-16%
Middle & senior level 4%
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Cultural Deterrents

No mention of independent females in Indian mythology or

western fairy tales

General ads in media differentiate in the portrayal of two

sexes - females not active but cosmetic

Most of the Indian families still plan their girl childs future
with her marriage in mind, contrary to their male childs
future, which is growth and career oriented

There is still a dearth of men willing to marry someone

better qualified or with higher earnings

Even though the share of responsibilities in the office is

balanced, there is a skewed distribution of work at home
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Cultural Deterrents

Women work in response to household needs - low

bargaining power

Women spend a large proportion of time on unpaid, home

sustaining work

Time spent in bearing and bringing up children often results

in de-skilling, termination of long term labour contracts

Low mobility due to male ownership of assets and skewed

distribution of domestic tasks

New jobs that get taken up by men easily get to be seen as

the rightful preserve of men

Cultural Deterrents

Business trips, long working hours and night-shifts

in a married womans life do not come easy

Son preference - declining sex ratio and in the

large numbers of `missing women

Perception of health varies for females - rare

medical intervention - inadequate allocation for
health needs special to women

Domestic violence - Indian women may more often

choose, irrespective of economic independence, to
stay with or return to violent husbands
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Perceptions hampering equality

Women are seen as emotional entities

It is misunderstood that after marriage women

would shift the focus from work to family

Minor symbols like family photo

A group of women chatting are seen as

gossiping
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Law to the help of Women

Equal Remuneration (Amendment) Act,

1987

Equal remuneration to men and women workers

for same work or work of a similar nature

No discrimination to be made while recruiting

men and women workers and in any condition
of service subsequent to recruitment such as
promotions, training or transfer

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Law to the help of Women

Maternity Benefit Act, 1961

No arduous work on request by the pregnant woman

prior to delivery max 6 weeks

No call of duty 6 weeks after delivery day

Payment of maternity benefit at the rate of the average

daily wage for the period of her actual absence max 12
weeks pay

Medical bonus if no pre and post natal care provided by

employer free of charge
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Law to the help of Women

IPC - Section 209, 354, 509

Industrial Disputes Act - Rule 5 protection from unfair dismissal or denial

of benefits on rejecting sexual favors

Indecent Representation of Women

(Prohibition) Act, 1987 - overcome
hostile working environment
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Law to the help of Women

Working Women (Prevention of Sexual

Harassment at Workplaces) Bill, 2006

Prohibition of sexual harassment at workplace

Imprisonment of 3-5 years, fine upto Rs. 2 lacs

Burden of proof on the accused

Camera trial allowed for the victim

Setting up of complaint committees

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Handling sexual harassment

Duty of the employer to prevent or deter the

commission of acts of sexual harassment

Complaint mechanism headed by woman and

supported by NGO - liable for unheard
complaint

Victims should have an option to seek their

own transfer or that of the perpetrator

Initiation of criminal proceedings where

sexual harassment is proved beyond doubt
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Women friendly initiatives

Telecommuting

Child care during work hours

Adjustable work hours

Conveyance arrangements for odd work hours

New structures providing emotional and psychological

guidance - support networks

Counseling addressing problems that arise in the wake of

changing gender roles and aspirations, family structures
and economic opportunities

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Cultural shift

Aspirations of a young girl child should be

set high

Education for the girl child should be a

willing routine for a family

The roles of men and women in a

household also need to be re-looked

Homemaker - Most efficient manager

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Gender Sensitization

Promoting societal awareness to gender issues and

womens human rights

Review of curriculum and educational materials to

include gender education and human rights issues

Removal of all references derogatory to the dignity of

women from all public documents and legal
instruments

Use of different forms of mass media to communicate

social messages relating to womens equality and
empowerment
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Breaking the Glass Ceiling

Determine how far are the roots of gender bias

stretched in the company

Establish yourself as a professional

Point out your strongest assets whenever a

conflict arises

Present your boss with the facts as you see them

when other methods fail

Know your rights

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Womens stand on sexual

harassment

Shed the mentality of tolerance

Strong resistance the first time it occurs

Dress suitably and maintain self respect

Register a First Information Report with

the police station on occurrence

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References

http://careermosaicindia.com/EMPLOYER/HRI/MHR.htm

www.iimk.ac.in/archives/events/spandan/Spandan%20Nov%202005/Article
%202%20Research%20Gaurav%20Ridhi.pdf

http://www1.economictimes.indiatimes.com/corpambanishow/1345523.cms

http://www.workplacefairness.org/sexgender#1

http://www.financialexpress.com/fe_full_story.php?content_id=84236

http://rajyasabha.nic.in/bills-ls-rs/2006/VIII_2006.PDF

http://www.indialawinfo.com/bareacts/mainbare.html

www.isst-india.org/PDF/A%20research%20agenda.pdf

http://wcd.nic.in/empwomen.htm

http://www.womenexcel.com/law/wksexharass.htm

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