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Gender equality at workplace

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Information about Gender equality at workplace
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Published on March 3, 2014

Author: hiramannan

Source: slideshare.net

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A survey has been conducted on “Gender Equality at Workplace”, to highlight the issues related to gender discrimination among associates. The objective behind the conducted survey is to highlight the issues related to gender discrimination among the associates at workplaces.
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Gender Equality at Workplace Semester Project Report A survey has been conducted on “Gender Equality at Workplace”, to highlight the issues related to gender discrimination among associates. The objective behind the conducted survey is to highlight the issues related to gender discrimination among the associates at workplaces. 0

“Gender Equality is not a woman’s issues, it is a human issue. It affects us all.”

Acknowledgement Apart from the efforts which I put in the completion of this project, the success of any project depends largely on the encouragement and guidelines of many others. First of all, I would like to thanks Allah for HIS guidance and help in completing this project. Then I would like to show my greatest appreciation to Mr. Yaseen Ahmed Meenai. I can’t say thank you enough for his tremendous support and help. Without his encouragement and guidance this project would not have materialized. I would like to express my gratitude towards my parents, friends and family, for their kind co-operation and encouragement which help me in completion of this project. I would like to express my special gratitude and thanks to industry persons for giving me such attention and time.

Executive Summary The nature’s business is total depends on equality, without it everything will face a disaster. Mankind is part the same nature so the quality of equality is inherited into mankind from nature. Maintaining gender equality in life is required to function properly. Now a day, we cannot see equality between man and woman. The roots are grownup from, when families give more importance or attention to their sons and neglecting daughter’s basic necessities. Islam is a religion who talks about Equality in every tread of life. It gives equal rights to man and woman in the society. Women are allowed to receive education, to work to support families, to participate in everyday business. My study is basically related to gender equality at workplace. Women are working since the spread of Islam. Hazrat Khatija (RA) was the first business women in the history of Islam. Lot of examples is written with golden words in the Islamic History. Now a day, women are exceling in every field from civil work to space sciences. Society is accepting women can perform well and they can do whatever they do with full dedication towards work. Inspite Women feels the dedication towards work may misbalance their family life, but still women are trying to maintain balance between work and family. Gender equality is not purely associated with woman. It’s a reality through which man and woman can both suffer from it or sometimes one of them due to other gender dominance. The study is conducted via online survey forms which was available over internet. The link is here Click here. The survey was filled by 77 respondents working in different sectors with different designation level. The study reveals that the mindset of society is changing, with the analysis of data collected through online survey in July 2013, I come to know that man and woman are treated equally at workplace, the immediate supervisor don’t discriminate between male or female while assigning work. Organizations are trying to promote gender equality. Respondents think they are getting equal benefits and opportunities in the workplace.

Table of Content 1 Introduction .......................................................................................................................................... 1 2 Literature Review .................................................................................................................................. 1 3 Hypothesis............................................................................................................................................. 4 4 Research Methodology ......................................................................................................................... 4 5 Sample Design ....................................................................................................................................... 5 5.1 Age ................................................................................................................................................ 5 5.2 Gender .......................................................................................................................................... 6 5.3 Work Experience ........................................................................................................................... 7 5.4 Designation ................................................................................................................................... 8 6 Assumption and Limitations ................................................................................................................. 8 7 Interpretation........................................................................................................................................ 8 7.1 7.2 What is the major Age Group answered the survey? ................................................................. 10 7.3 Job experiences of the respondents are? ................................................................................... 11 7.4 Sectors which covered in the survey?......................................................................................... 13 7.5 Does it difficult for both genders to get promotion? ................................................................. 14 7.6 Does Female receive less salary then Male? .............................................................................. 15 7.7 A question was asked, do you treated equally? ......................................................................... 16 7.8 Does Supervisor discriminate between gender while assigning task ......................................... 18 7.9 Do You Think People Lost Job Due To Opposite Gender? .......................................................... 19 7.10 Do you think Female boss is more understanding? .................................................................... 20 7.11 Do You Think Equal Opportunities Are Available For Both Genders? ........................................ 21 7.12 Does Bosses bifurcate between Gender for crucial work ........................................................... 22 7.13 Benefit comparison between both genders ............................................................................... 23 7.14 Does Organization Promote Gender Equality ............................................................................. 24 7.15 Seeking Advice From ................................................................................................................... 26 7.16 Satisfied with Issue Handled ....................................................................................................... 27 7.17 8 How many respondents fill out the survey? ................................................................................. 9 Treated Favorably ....................................................................................................................... 28 Conclusion ........................................................................................................................................... 30

8.1 Test between Gender vs. Is Treated Equally............................................................................... 30 8.2 Test between Gender vs. Boss Discriminating ............................................................................ 31 8.3 Test between Gender vs. Ever Lost Job ...................................................................................... 32 8.4 Test between Gender vs. Opportunity for Opposite Gender ..................................................... 33 8.5 Test between Gender vs. Boss Assign Crucial Work ................................................................... 34 8.6 Test between Gender vs. Less Benefit Offered........................................................................... 35 8.7 Test between Gender vs. Is Organization Promoting Gender Equality ...................................... 36 8.8 Test between Gender vs. Is Any Less Favorable Situation .......................................................... 37

Table of Figures Figure 5-1 : Sample Design by Age ................................................................................................................ 5 Figure 5-2 : Sample Design by Gender .......................................................................................................... 6 Figure 5-3 : Sample Design by Work Experience .......................................................................................... 7 Figure 5-4 : Sample Design by Designation................................................................................................... 8

Table of Graphs Graph 7-1 : Total Number of Respondent .................................................................................................... 9 Graph 7-2 : Age wise Data........................................................................................................................... 10 Graph 7-3 : Overall Work Experience ......................................................................................................... 11 Graph 7-4 : Gender wise Work Experience ................................................................................................. 12 Graph 7-5 : Gender wise Sectors Coverage ................................................................................................ 13 Graph 7-6 : Gender wise Designation Distribution ..................................................................................... 14 Graph 7-7 : Gender wise Salary Distribution .............................................................................................. 15 Graph 7-8 : Treated Equally at Workplace .................................................................................................. 16 Graph 7-9 : Gender wise Issues Faced in Workplace .................................................................................. 17 Graph 7-10 : Graph showing Supervisor discriminating while job assignment .......................................... 18 Graph 7-11 : Lost job rate due to Opposite Gender ................................................................................... 19 Graph 7-12 : Female Boss vs. Male Boss..................................................................................................... 20 Graph 7-13 : Opportunities available for Male & Female........................................................................... 21 Graph 7-14 : Crucial work assigned ............................................................................................................ 22 Graph 7-15 : Male vs. Female Benefit Comparison .................................................................................... 23 Graph 7-16 : Organization Promoting Gender Equality .............................................................................. 24 Graph 7-17 : Organization Providing Opportunities ................................................................................... 25 Graph 7-18 : Seek Advice From ................................................................................................................... 26 Graph 7-19 : Satisfied with Issue Handled .................................................................................................. 27 Graph 7-20 : Treated less Favorably ........................................................................................................... 28 Graph 7-21 : Options might employee use ................................................................................................. 29

1 Introduction Nature has divided human beings into two halves and both are given responsibilities which suit them, along with assigning the responsibilities, nature has very clearly stated the rights of both on each other. Gender discrimination is a practice which we faced when both the genders show the desire of substituting their duties without giving and due credit to each other. In such scenario the powerful became aggressor and other the victim of aggression. Basically when we think that women are not equal to men and are not capable of doing anything worthy then gender discrimination comes into composition. For a balance society maintaining gender equality is essential. Giving everyone equal opportunity to participant in the development of society gives each one the sense of ownership and responsible towards their duties. Without discriminating other one rights. The roots of discrimination are planted, when parents discriminate between their children necessities and give less attention to girl’s education with respect to boys are the initial steps towards gender inequality. With time the roots become trees and society experiences the gender inequality at every walk of life starting from home to school, from universities to workplaces. We can see inequality do exist in our society. 2 Literature Review Various publications/surveys have been published on highlighting the issue of gender discrimination at workplace. Emphasizing that women don’t have equal opportunities to job markets, employers sometimes targeting the specific gender even though if they hired they are not paid equal to males. But still hopes are in the sky, and societies are exercising gender equality and giving equal opportunities to both. According to the study of Organisation of Economic Co-operation and Development (OECD) in 2008, found that female employment rates have expanded and gender employment and wage gaps have Gender Equality at Workplace Hira Mannan – CM 12 Page |1

narrowed nearly everywhere, on average women still have 20% less chance to have a job and are paid 17% less than men1. Another survey conducted by UNDP in 2007 says on 13% of the females get employment in nonagricultural sector. In 2009, UNDP’s Gender Empowerment Measure (GEM) which measures the extent to which women participate in economic and political life through tracking the share of seats in parliament held by women; the number of female legislators, senior officials and managers; the number of female professional and technical workers; and the gender disparity in earned income - ranked Pakistan 99th out of 109 countries. Microsoft has conducted a survey in-house on International Women Day, which reveals that 71% of females feel there are barriers to promotion in the workplace with 29% of women saying that gender discrimination is the biggest barrier for them. While 28% said that prioritizing of home life was the most significant obstacle to their promotion. An interesting fact has been seen when JobStreet.com survey in Malaysia in May 2013, found major of the respondent said they didn’t experience gender discrimination in their workplace. They also don’t care if their boss was male or female. Majority of respondents believe their workplace practices gender equality when it comes to delegating job assignments and salary distribution. 61% of respondents feel there is no salary gap among the same position level for male and female staff in their organization. The data suggests Malaysian employers today have a more open attitude towards working mothers, which is a good indicator towards boosting women in Malaysia’s labor force to 55% by 20152. Women Right’s in Pakistan Under the ordinance of 1947, Women’s of Pakistan were granted suffrage rights and they were reaffirmed the right to vote in national elections in 1956 under the interim Constitution. The provision of reservation of seats for women in the Parliament existed throughout the constitutional history of Pakistan from 1956 to 1973. In the constitution of 1973, 10% seats in National Assembly and 5% seats in Provisional Assembly were allocated for women with no restriction of contesting on it3. With time 1 http://www.oecd.org/employment/emp/40937574.pdf http://www.jobstreet.com.my/aboutus/growing-gender-equality-malaysian-workplace.htm 3 http://en.wikipedia.org/wiki/Women_in_Pakistan 2 Gender Equality at Workplace Hira Mannan – CM 12 Page |2

various ordinances and laws were incorporated to safeguard the rights of women in Pakistan. In 2010 Parliament has endorsed a bill on “Protection against Harassment of Women at Workplace - Bill 2009”4. Women Rights around the Glob Women’s of United States of America started the movement for the rights of suffrage after June 1848 and with the continues struggle of more than 50 years, the Women of America achieved the rights after the passage of 19th Amendment, which states “The right of citizens of the United States to vote shall not be denied or abridged by the United States or by any State on account of sex.”5. The United States of America introduced “Title VII of the Civil Rights Act of 1964”, to safeguard the rights of female professionals6. The Representation of the People Act 1928, gives the rights to women of UK to participate in the parliamentary election. The movement for Women’s suffrage in the United Kingdom started in 18727, where two groups are very active one is suffragists and other is suffragettes8. European countries such as Finland (1906), Norway (1913), and Denmark and Iceland (1915) granted women the vote early in the 20th century. Other continental powers were quick to accord women the right to vote at the end of World War I. The Union of Soviet Socialist Republics and the Netherlands granted suffrage in 1917; Austria, Czechoslovakia, Poland, and Sweden in 1918; and Germany and Luxembourg in 1919. Spain extended the ballot to women in 1931, but France waited until 1944 and Belgium, Italy, Romania, and Yugoslavia until 1946. Switzerland finally gave women the vote in 1971, and women remained disenfranchised in Liechtenstein until 1984. In Canada women won the vote in Alberta, Manitoba, and Saskatchewan in 1916; after federal suffrage was achieved in 1918, the other provinces followed suit, the last being Quebec in 1940. Among the Latin American countries, national women's suffrage was granted in 1929 in Ecuador, 1932 in Brazil, 1939 in El Salvador, 1942 in the Dominican Republic, 1945 in Guatemala, and 1946 in Argentina. In India during the period of British rule, women were enfranchised on the same terms as men under the Government of India Act of 1935; following independence, the Indian Constitution, adopted in 1949 and inaugurated in 4 http://www.dawn.com/wps/wcm/connect/dawn-content-library/dawn/news/pakistan/04-zardari-signs-womenprot-bill-qs-08 5 https://en.wikipedia.org/wiki/Women's_suffrage_in_the_United_States 6 http://smallbusiness.chron.com/womens-rights-workplace-706.html 7 http://en.wikipedia.org/wiki/Women's_suffrage_in_the_United_Kingdom 8 http://www.parliament.uk/women Gender Equality at Workplace Hira Mannan – CM 12 Page |3

1950, established adult suffrage. In the Philippines women received the vote in 1937, in Japan in 1945, in China in 1947, and in Indonesia in 1955. In African countries men and women have generally received the vote at the same time, as in Liberia (1947), Uganda (1958), and Nigeria (1960). In many Middle Eastern countries universal suffrage was acquired after World War II. In some countries, such as Saudi Arabia, there is no suffrage at all, and in others, such as Kuwait, it is very limited and excludes women completely9. 3 Hypothesis Ho: Gender inequality doesn’t exist H1: Gender inequality do exist 4 Research Methodology To collect the views from people working in different sectors, a brief survey were designed which was available online to facilitate the respondent to be anonymous while sharing their views. The survey was comprises of 25 questions which were further divided into quantitative and qualitative categories. 200 working professional were targeted into which 100 were males and 100 were females, working in different fields with different level of job description. 9 http://teacher.scholastic.com/activities/suffrage/history.htm Gender Equality at Workplace Hira Mannan – CM 12 Page |4

5 Sample Design Data sampling has been done on the basis of Age, Gender, Working experience, Designation. 5.1 Age As mentioned above the sample size is of 200 individuals which are further divided into following junctions. Sampling by Age 20 20 Axis Title 20 15 15 15 15 15 10 10 10 10 10 10 10 10 10 10 10 5 0 30 - 34 35 – 39 40 – 44 45 – 49 50 – 54 55 – 59 60 – 64 Female 20 15 15 10 10 10 10 65 Above 10 Male 20 15 15 10 10 10 10 10 Female Male Figure 5-1 : Sample Design by Age Gender Equality at Workplace Hira Mannan – CM 12 Page |5

5.2 Gender Both Male and Females genders are targeted audience of this survey with the proportion of 50% 50%. Sampling by Gender 100 100 Axis Title 100 50 0 Female Male Sample Size Female 100 Male 100 Figure 5-2 : Sample Design by Gender Gender Equality at Workplace Hira Mannan – CM 12 Page |6

5.3 Work Experience It is considered to collect data from those individuals who have atleast 1 year and atmost 17 years of working experience. Sampling by Experience 25 25 20 25 25 25 20 20 20 Axis Title 20 10 15 10 10 Male 5 0 Female Male Female 1-4 20 5-8 25 9 -12 25 13 - 16 20 17 - Above 10 20 25 25 20 10 Figure 5-3 : Sample Design by Work Experience Gender Equality at Workplace Hira Mannan – CM 12 Page |7

5.4 Designation Sampling by Designation 35 30 40 35 25 30 Axis Title 25 30 10 20 10 Male 10 Female 0 Female Male General 30 Junior Mgt 35 Middle Mgt 25 Top Mgt 10 30 35 25 10 Figure 5-4 : Sample Design by Designation 6 Assumption and Limitations It was assume that more than 200 responses will be receive easily as the survey was designed keeping in mind that it should be close ended so that respondent don’t face any difficulty while doing the survey. But there are certain limitations people might show rigidness in filling up the survey, either they didn’t want to discuss their issues openly, or they might be scared their views can be used against them, might be they don’t like career oriented females. It is also possible that, the respondent didn’t even knew what is gender discrimination and what are their rights their own in the legislation. 7 Interpretation As mentioned above survey was conducted online, 77 respondents have responded the survey. Below are the findings on the data collected till 24th July, 2013 whereas survey was started from 8th July, 2013. Respondents are reached via Emails, posting link on Social networking sites like fb, linkedin, g+. Gender Equality at Workplace Hira Mannan – CM 12 Page |8

7.1 How many respondents fill out the survey? Total Number of Respondents Female, 24, 31% Male, 53, 69% Female Male Graph 7-1 : Total Number of Respondent The survey was filled by Both Male and Female respondents with 69% Males and 31% Females. Gender Equality at Workplace Hira Mannan – CM 12 Page |9

7.2 What is the major Age Group answered the survey? Age wise Data 21 25 Axis Title 20 19 18 10 15 10 1 5 0 Female Male 2 4 1 Male Female 1 25 - 29 18 30 - 34 4 35 - 39 1 40 - 44 21 19 10 45 - 49 1 2 55 - 59 1 Graph 7-2 : Age wise Data Majority of respondent’s age lies between 25 – 29 years whereas 30 – 34 years of Males also replied to the survey. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 10

7.3 Job experiences of the respondents are? Overall Work Experience 9 - 12 years 17% 1 - 4 years 35% 5 - 8 years 32% 13 - 16 years 17 - above 9% 7% Graph 7-3 : Overall Work Experience The survey was filled by 35% of the people who have just started their career (1 – 4 years), 32% are those who are in the initial 5- 8 years of their career life. 17% are those who are about to enter it their mid of professional life. Rest 9% are in the middle and 7% are at the highest. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 11

Gender wise Work Experience 17 Axis Title 15 20 15 10 5 0 Female Male 11 12 7 8 3 2 2 1-4 years 12 5-8 years 8 9 - 12 years 2 13 - 16 years 17 above 2 15 17 11 7 Male Female 3 Graph 7-4 : Gender wise Work Experience The data explains that 12 Females have 1-4 years of experience, 8 Females have 5 -8 years, and 4 have more than 9 years of working history. In comparison of Females, Males which have 1 – 4 years of experience are 15, 17 Males have 5 -8 years, 11 males are those which have 9 -12 years of career life. While 10 are those who have more than 13 years of experience. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 12

7.4 Sectors which covered in the survey? Gender wise Sector Distribution 27 30 1 1 31 1 1 2 Consultanting Services 10 Construction and Energy 20 2 1 2 1 1 4 1 4 5 3 1 6 21 21 21 Female Telecommunication Science and Technology Public Service Other Non Profit organizations Media and Technology Logistics and Transport Information Technology Health and Medicine Food, Retail and Services Education Communication and Transport Banking and Financial Services Agriculture and Manufacturing 0 Male Graph 7-5 : Gender wise Sectors Coverage As the survey was conducted generally, different sectors of the respondent filled the survey form. In which majority belongs to IT sector the total respondent from IT sector are 31. 6 respondents are working in Telecommunication Sector, 2 are from Agriculture side, 4 from Banking and Finance, 10 from Communication considering Media and communication as one broad sector. 2 are from the field of Education, 1 from Health, 2 from Retail Services, 4 respondents are from Ngo Sector, 4 are working in consulting firms, 3 are working in Science and Technology, and 3 are working in public sector. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 13

7.5 Does it difficult for both genders to get promotion? Gender wise Designation Distribution 20 20 15 10 5 0 11 11 9 4 11 7 4 Male Female Junior management Middle management Senior management 9 Non management (General Staff) 7 Female 4 Male 11 20 11 11 4 Graph 7-6 : Gender wise Designation Distribution The survey was filled by 18 people (7 F, 11 M) who are working as Non Managerial staff, 15 (4 F, 11 M) working as Junior Management Staff, 29 (9 F, 20 M) as Middle Management and 15 (4 F, 11 M) were in the Top Management. The data table shows that, the concentration of Females at Middle and Top Management are less than Males. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 14

7.6 Does Female receive less salary then Male? Gender wise Salary Distribution 20 17 13 12 9 15 6 5 10 2 5 0 1400,000 Female 13 3 400,000 - 500,000 - 800,000 - 1,300,00 500,000 800,000 1,300,00 00 1,800000 17 Male 1 2 6 4 1 1 9 5 1 1,800,00 02,200,00 0 2,200,00 02,600,00 0 3,500,00 04,000,00 0 7,000,00 099,999,9 99 1 1 4 1 2 3 12 2 1 Graph 7-7 : Gender wise Salary Distribution With the analysis of data shown above, it is cleared that majority of Females have annual salary range not more than 400,000 PK Rs., whereas few (7 F) are getting upto 1800,000 PK Rs. Per annum. Whereas Males have higher salary distribution, keeping in mind that the above salary slabs are from Budget 2013 - 2014. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 15

7.7 A question was asked, do you treated equally? Treated Equally at Workplace 38 15 Axis Title 40 20 0 Male 18 6 Female Female No 6 Yes 18 Male 15 38 Graph 7-8 : Treated Equally at Workplace A question was asked to all respondents that, “Do you think you are treated equally at workplace? [Q8]”. Most of the Females think they are treated equally with comparison to Male coworkers. 6 Females think they are not along with 15 Males also think the same. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 16

Gender wise Issues Faced in Workplace 11 7 Axis Title 15 3 10 3 2 5 0 3 Low Salary 4 2 3 0 Female 2 Gender Discriminati on 3 Male 3 11 Unequal workplace treatment 4 Lower chance of promotion 3 3 Female Sexual harassment 7 Male 2 0 Graph 7-9 : Gender wise Issues Faced in Workplace So when I asked, how you think you are not treated equally, what sort of issues you are facing. 5 respondents (2 F, 3 M) says they are having low salary issue, 14 (3 F, 11 M) says they are somehow discriminated in the office, 11 (4 F, 7 M) says they are treated unequally, 6 respondent says (3 F, 3M) they have lesser chance of promotion and 2 Males says they are sexually assaulted in the workplace. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 17

7.8 Does Supervisor discriminate between gender while assigning task Supervisor Discriminating 30 23 Axis Title 30 20 14 10 Male 10 Female 0 Female No 14 Yes 10 Male 30 23 Graph 7-10 : Graph showing Supervisor discriminating while job assignment When I asked the respondents, does your supervisor discriminate between genders when assigning the job? 14 Females responded with NO, and 10 say YES while 30 Males responded with NO and 23 with YES. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 18

7.9 Do You Think People Lost Job Due To Opposite Gender? Lost Job Rate due to Opposite Gender 49 50 Axis Title 40 22 30 4 20 Male 2 10 0 Female No 22 Yes 2 Male 49 Female 4 Graph 7-11 : Lost job rate due to Opposite Gender A question was asked to every respondent, “Do you ever lost your job due to opposite gender?” 2 Females says YES, they lost job because of opposite gender, while 22 says they never lost job due to the asked reason. Inspite 49 Males says NO too but 4 Males are those who lost job because of opposite gender. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 19

7.10 Do you think Female boss is more understanding? Female Boss vs Male Boss 43 Axis Title 50 40 10 30 20 18 Male 6 10 0 Female Male Female Female Boss 6 Male Boss 18 10 43 Graph 7-12 : Female Boss vs. Male Boss Most of the respondents think Female bosses are less understanding than Male bosses. The data table shows the same result when I asked to respondent, “Do you prefer a Female Boss or a Male Boss?” 18 Females and 43 Males say Male Boss while 6 Females and 10 Males chooses to have a Female as their Boss. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 20

7.11 Do You Think Equal Opportunities Are Available For Both Genders? Opportunties available for Male / Female Axis Title 31 22 35 30 25 20 15 10 5 0 20 Male 4 Female Female No 4 Yes 20 Male 31 22 Graph 7-13 : Opportunities available for Male & Female Another question was asked, “Do you think more opportunities are available for opposite gender than yours?” 20 Females and 22 Males think opposite gender have more opportunities available while 4 Females and 31 Males think NO. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 21

7.12 Does Bosses bifurcate between Gender for crucial work Crucial Work Assigned 46 50 Axis Title 40 30 7 20 17 Male 7 10 0 Female Male Female No 7 Yes 17 7 46 Graph 7-14 : Crucial work assigned A question was asked to every respondent, “Does your boss consider you for assigning any crucial work?” 17 Females and 46 Males say YES, while few (7 F, 7 M) says NO. When a question is asked to those who say NO, what is the reason behind this? They said following are the reasons might restrict their bosses to assign crucial work to them: 1. Male staff can stay late and female staff has to leave on time. 2. Less experience 3. May be he thinks that I can supersede him in competency 4. They give us a low opportunity for career growth 5. Because my boss think I am not eligible Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 22

7.13 Benefit comparison between both genders Male vs Female Benefits Comparison 35 Axis Title 40 18 30 17 20 Male 7 10 Female 0 Female No 17 Yes 7 Male 35 18 Graph 7-15 : Male vs. Female Benefit Comparison When I asked to each respondent, “Do you think you get less benefit with comparison to your opposite gender peer coworker?” 17 Females and 35 Males say they don’t think like this. Whereas 7 Females and 18 Males think difference exists between both genders. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 23

7.14 Does Organization Promote Gender Equality Organization Promoting Gender Equality 31 22 35 30 Axis Title 25 20 13 11 15 Male 10 5 Female 0 Female No 13 Yes 11 Male 22 31 Graph 7-16 : Organization Promoting Gender Equality When I asked to responder, “Does your organization promote Gender Equality?” 13 of the Females responders say NO while 11 say YES. When the same question was asked to Male, 22 of them say NO, and 31 say YES. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 24

Organization Providing Opportunities 6 Your suggestion/advices are valuable for management 15 8 Have equal level of benefits Female 27 Have equal chance for Promotion/trainings/further education Male 8 27 0 5 10 15 20 25 30 Graph 7-17 : Organization Providing Opportunities Further I asked them, what sort of measures your organization is taking to promote Gender Equality. They said: 1. They said their suggestions are valuable to management (6 F, 15 M) 2. They have equal level of Benefits (8 F , 27 M) 3. Both of them got equal chance for promotion, professional training, and pursuing further education (8 F, 27 M). Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 25

7.15 Seeking Advice From Seek Advice From Top Management 6 No Where 7 6 HR Manager 20 8 2 Department Head Coordinator for Harassment Cases 10 15 3 Male Female Graph 7-18 : Seek Advice From When I asked another question to the responder, “Who will be the first person whom you go for advice?” 26 people (6 F, 20 M) replied “No Where”, 10 (2 F, 8 M) replied to “HR Manager”, 13 (6 F, 7 M) replied to “Top Management”, 25 people (10 F, 15 M) replied to “Department Head”, 3 Males replied to “Coordinator for Harassment Cases”. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 26

7.16 Satisfied with Issue Handled Satisfied with Issue Handling 35 40 18 30 19 Female 20 0 Male 5 10 Male Female Female No 5 Yes 19 Male 18 35 Graph 7-19 : Satisfied with Issue Handled When I asked the responder,” Are you satisfied with the way your issue has been resolved?” 54 people (19 F, 35 M) answered with YES, that they are satisfied the way their issues has been addressed and solved by the management, while 5 Females and 18 Males are not satisfied with the solution. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 27

7.17 Treated Favorably Treated less Favorably 37 Axis Title 40 16 30 20 14 10 10 0 Male Female Female No 14 Yes 10 Male 37 16 Graph 7-20 : Treated less Favorably A question was asked to a responder, “Do you think of an occasion when you were treated less favorably / discriminated?” Majority of the responders answered NO they never treated less discriminated while fewer think they were sometimes. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 28

Options Might Employee Use 4 Start looking for new job 2 3 Compromise 1 9 Discuss with line manager / HoD 7 0 2 4 Male 6 8 10 Female Graph 7-21 : Options might employee use In the continuation of the above question, another question was asked to those who think they are treated less favorably. What they did to highlight this discrimination? 7 Females and 9 Males say they discussed with line Manager or Department Head, 6 of them say they start looking for new job while 4 of the responders say they had to compromise with the situation. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 29

8 Conclusion 8.1 Test between Gender vs. Is Treated Equally Case Processing Summary Cases Valid N Missing Percent Gender * istreatedequally 77 N 100.0% Total Percent 0 N .0% Percent 77 100.0% Gender * istreatedequally Crosstabulation Count istreatedequally No Gender Yes Female Total 6 38 53 21 Total 24 15 Male 18 56 77 Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .763 .001 1 .980 .092 1 .762 .091 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases 1.000 .496 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 6.55. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.763) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 30

8.2 Test between Gender vs. Boss Discriminating Case Processing Summary Cases Valid N Gender * bossdiscriminating Missing Percent 77 N Total Percent 100.0% 0 N .0% Percent 77 100.0% Gender * bossdiscriminating Crosstabulation Count bossdiscriminating No Gender Yes Total Female 14 10 24 Male 30 23 53 44 33 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .887 .000 1 1.000 .020 1 .887 .020 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases 1.000 .544 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.29. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.887) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 31

8.3 Test between Gender vs. Ever Lost Job Case Processing Summary Cases Valid N Gender * lostjob Missing Percent 77 N 100.0% Total Percent 0 N .0% Percent 77 100.0% Gender * lostjob Crosstabulation Count lostjob No Gender Yes Total Female 22 2 24 Male 49 4 53 71 6 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .905 .000 1 1.000 .014 1 .906 .014 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases 1.000 .613 77 a. 2 cells (50.0%) have expected count less than 5. The minimum expected count is 1.87. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.905) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 32

8.4 Test between Gender vs. Opportunity for Opposite Gender Case Processing Summary Cases Valid N Missing Percent Gender * oppforopsgen 77 N 100.0% Total Percent 0 N .0% Percent 77 100.0% Gender * oppforopsgen Crosstabulation Count oppforopsgen No Gender Yes Female Total 4 22 53 35 Total 24 31 Male 20 42 77 Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .001 10.029 1 .002 12.543 1 .000 11.655 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases .001 .001 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.91. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.001) is less than 0.05 which means the Ho has been rejected. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 33

8.5 Test between Gender vs. Boss Assign Crucial Work Case Processing Summary Cases Valid N Missing Percent Gender * crucialwork 77 N Total Percent 100.0% 0 N .0% Percent 77 100.0% Gender * crucialwork Crosstabulation Count crucialwork No Gender Yes Total Female 7 17 24 Male 7 46 53 14 63 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .093 1.857 1 .173 2.670 1 .102 2.828 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases .116 .089 77 a. 1 cells (25.0%) have expected count less than 5. The minimum expected count is 4.36. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.093) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 34

8.6 Test between Gender vs. Less Benefit Offered Case Processing Summary Cases Valid N Missing Percent Gender * lessbenefit 77 N Total Percent 100.0% 0 N .0% Percent 77 100.0% Gender * lessbenefit Crosstabulation Count lessbenefit No Gender Yes Total Female 17 7 24 Male 35 18 53 52 25 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .677 .024 1 .878 .175 1 .676 .173 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases .795 .444 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 7.79. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.677) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 35

8.7 Test between Gender vs. Is Organization Promoting Gender Equality Case Processing Summary Cases Valid N Missing Percent Gender * orgpromoting 77 N 100.0% Total Percent 0 N .0% Percent 77 100.0% Gender * orgpromoting Crosstabulation Count orgpromoting No Gender Yes Total Female 13 11 24 Male 22 31 53 35 42 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio Exact Sig. (1- sided) df Exact Sig. (2sided) sided) a 1 .302 .618 1 .432 1.065 1 .302 1.067 b Fisher's Exact Test N of Valid Cases .332 .216 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 10.91. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.302) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 36

8.8 Test between Gender vs. Is Any Less Favorable Situation Case Processing Summary Cases Valid N Missing Percent Gender * lessfavorably 77 N 100.0% Total Percent 0 N .0% Percent 77 100.0% Gender * lessfavorably Crosstabulation Count lessfavorably No Gender Yes Total Female 14 10 24 Male 37 16 53 51 26 77 Total Chi-Square Tests Asymp. Sig. (2Value Pearson Chi-Square Continuity Correction Likelihood Ratio sided) sided) a 1 .324 .528 1 .468 .957 1 .328 .973 b Exact Sig. (1- sided) df Exact Sig. (2- Fisher's Exact Test N of Valid Cases .436 .232 77 a. 0 cells (.0%) have expected count less than 5. The minimum expected count is 8.10. b. Computed only for a 2x2 table The result of above test shows that the p -value (0.324) is greater than 0.05 which means the Ho has been accepted and as the data is insignificant there is no need of doing research. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 37

APPENDIX A: SURVEY FORM Gender Equality at Workplace Page 1 Q1: SINGLE-SELECT LIST Select your Gender 1 2 Female Male Q2: SINGLE-SELECT LIST Select your Age Group 1 2 3 4 5 6 7 8 9 25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 64 65 - above Q3: SINGLE-SELECT LIST Are you a Working Professional? 1 2 Yes No Page 2 Q4: SINGLE-SELECT LIST How many years of experience(s) you have? 1 2 3 4 5 1 - 4 years 5 - 8 years 9 - 12 years 13 - 16 years 17 - above Q5: SINGLE-SELECT LIST Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 38

In which sector you are currently working? 1 2 3 4 5 6 7 8 9 10 11 12 13 14 Agriculture and Manufacturing Construction and Energy Communication and Transport Education Health and Medicine Media and Technology Public Service Food, Retail and Services Banking and Financial Services Consultation Services Non Profit organizations Information Technology Telecommunication Other, please specify: [Open-ended answer] Q6: SINGLE-SELECT LIST Specify your current working designation? 1 2 3 4 Non -management (General Staff) Junior management Middle management Senior management Q7: SINGLE-SELECT LIST Please specify your annual income scale (PK Rs) 1 2 3 4 5 6 7 8 9 10 11 12 1 - 400,000 400,000 - 500,000 500,000 - 800,000 800,000 - 1,300,000 1,300,000 - 1,800000 1,800,000 - 2,200,000 2,200,000 - 2,600,000 2,600,000 - 3,000,000 3,000,000 - 3,500,000 3,500,000 - 4,000,000 4,000,000 - 7,000,000 7,000,000 - 99,999,999 Page 3 Q8: SINGLE-SELECT LIST Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 39

Do you think that you are treated equally at work place when compared with the opposite gender? 1 2 Yes No Page 3 Logic - By default go to Page 5 - BRANCHING 1 - GO TO Page 4 - IF Q8:No is selected Page 4 Q9: MULTI-SELECT LIST What sort of problem you face in your workspace? 1 2 3 4 5 6 Low Salary Gender Discrimination Unequal workplace treatment Lower chance of promotion Sexual harassment Other, please specify: [Open-ended answer] Page 5 Q10: SINGLE-SELECT LIST Does your supervisor consider gender in delegating job assignment? 1 2 Yes No Q11: SINGLE-SELECT LIST Colleagues would treat you differently because of my gender? 1 2 Yes No Q12: SINGLE-SELECT LIST Do you prefer boss as? 1 2 Male Boss Female Boss Q13: SINGLE-SELECT LIST Have you ever lost a job, just because of opposite gender? 1 Yes Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 40

2 No Page 5 Logic - By default go to Page 7 - BRANCHING 1 - GO TO Page 6 - IF Q13:Yes is selected Page 6 Q14: SINGLE-SELECT LIST What were the reasons for quitting the job? 1 2 3 Due to workload Conflicts with boss Other, please specify: [Open-ended answer] Page 7 Q15: SINGLE-SELECT LIST Do you feel there are more opportunities for opposite gender rather than yours? 1 2 Yes No Q16: SINGLE-SELECT LIST Does your boss consider you, for an assignment which is crucial for your organization? 1 2 Yes No Page 7 Logic - By default go to Page 9 - BRANCHING 1 - GO TO Page 8 - IF Q16:No is selected Page 8 Q17: COMMENT BOX Specify the reason, why he/she did not consider you for the above assignment? Page 9 Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 41

Q18: SINGLE-SELECT LIST Do you think you get less benefits with compared to your colleague of opposite gender? 1 2 Yes No Q19: SINGLE-SELECT LIST Do you think your organization is promoting gender equality amongst coworkers? 1 2 Yes No Page 9 Logic - By default go to Page 11 - BRANCHING 1 - GO TO Page 10 - IF Q19:Yes is selected Page 10 Q20: MULTI-SELECT LIST If your organization promoting gender equality. What are they doing? 1 2 3 4 Have equal chance for Promotion/trainings/further education Have equal level of benefits Your suggestion/advices are valuable for management Other, please specify: [Open-ended answer] Page 11 Q21: SINGLE-SELECT LIST If you were ever unfairly treated, discriminated against or oppressed due to your gender, where you went for help and advice? 1 2 3 4 5 Department Head HR Manager Coordinator for Harassment Cases Top Management No Where Q22: SINGLE-SELECT LIST Were you satisfied with the way your issue was handled and resolved? 1 Yes Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 42

2 No Q23: SINGLE-SELECT LIST Did you think of an occasion where you feel you were treated less favorably or discriminated due to your gender? 1 2 Yes No Page 11 Logic - By default go to Thank You Page - BRANCHING 1 - GO TO Page 12 - IF Q23:Yes is selected Page 12 Q24: SINGLE-SELECT LIST How did you resolve it? 1 Discuss with line manager / HoD 2 Discuss with hr manager 3 Start looking for new job 4 Other, please specify: [Open-ended answer] Thank You Page Thank you for participating! We greatly value your opinion. Terminate Page Thank you for participating! Unfortunately you do not qualify for this survey. Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 43

APPENDIX B: ONLINE SURVEY FORM HITS ANALYSIS Source Started Currently Completed Were Did not Avg. Survey Survey In Survey Survey Terminated Finish Length Survey Link 100 0 63 0 37 0:42:44 Facebook 10 0 7 1 2 1:13:20 Google 2 0 2 0 0 0:07:27 LinkedIn 7 0 5 0 2 0:06:11 Email 1 0 0 0 1 0:00:00 Totals 120 0 77 1 42 0:25:56 Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 44

APPENDIX C: RESPONSES RECEIVES AGAINST SURVEY Sources Comments Manager Project As everyone has their own perceptions but this thing needs Operations at to be not based on perceptions as Islam, Quran have already Interactive Group decided few things. Sibtain Jawed - LinkedIn Person – Designation – Company Irfan Ur Rehman - Dear Hira You should read Quran and Islam instead of asking people. Manager MIS at International Textile In my point of view your survey is not bias and we had to Limited select the one option out of two there must the more than two and with remarks as well. E.g. I do not have any issue with male or female boss then which one i can select there is no options for any one or both. Second example is that gender equality is not possible in many issues or task most of the task can be done by female or male specifically so can't differentiate that. Please review your survey and add more options as well. Myself replied Sibtain Thanks for giving suggestion, but its general perspective Jawed people have issues with female bosses n male bossed ... as I faced the same issue. Obviously, boss differentiates when important task has to be done. Sibtain Jawed - I have no idea because I worked with both of them and Manager MIS at didn't find any difference if you have good command and International Textile expertise on your job. Then boss will not be any issue. I have Limited no idea about your experience with male or female? You must add the option of any or both instead of select only one either male or female. It’s not choice or marriage or bf/gf then we need only one option. :-) Gender Equality at Workplace Hira Mannan – CM 12 P a g e | 45

APPENDIX D: DATA COLLECTED Q5 Q6 Q Q Q9 7 8 _1 1 M 3 5 3 9 Y 9 1 2 yr s. Telecomm unication SM N 2 M 2 5 2 9 Y 5 8 yr Media and Technology M M 3 M 3 0 3 4 Y 5 8 yr Telecomm unication M M 4 F 2 5 2 9 5 M 2 5 2 9 Y 1 4 yr Constructio GS n and Energy Y 1 4 yr Media and Technology GS Q 1 0 Q 1 1 Q 1 2 Q 1 3 N Y M B Y Y Y Y Y 6 M 3 0 3 4 Y 5 8 yr Non Profit organizatio ns M M 800,000 - 1,300,000 R Q Q Q Q I 1 2 3 4 D Q9_2 Q9_3 Q9_5 Q9_6 Q 1 8 Q 1 9 Q20_1 Q20 _2 N Y Y Y Y Have equal chance for Promotion/train ings/further education Hav e equ al level of ben efits M B N N Y Y N N M B N N Y N Y Have equal chance for Promotion/train ings/further education Y M B Y Y Y N Y N M B N N Y N Y Have equal chance for Promotion/train ings/further education Have equal chance for Promotion/train ings/further education N Y M B N N Y Y N 1,300,000 1,800000 Y Q 1 6 Y Lower chanc e of prom otion Q 1 5 Y Gender Discrimi nation Q9_4 Q17 400,000 - 500,000 1 - 400,000 7,000,000 99,999,999 Y Q14 800,000 1,300,000 N Gender Discrimi nation Uneq ual work place treat ment Gender Equality at Workplace Hira Mannan – CM 12 Page |1 Q24 N Y Discus s with line manag er / HoD Y Y Discus s with line manag er / HoD Depart ment Head Y N Y N HR Manag er Y N Depart ment Head Your suggestion /advices are valuable for managem ent Q 2 3 Top Manag ement Hav e equ al level of ben efits Q 2 2 Depart ment Head Your suggestion /advices are valuable for managem ent Q20_4 Q21 Top Manag ement Hav e equ al level of ben efits Q20_3 N Y Discus s with line manag er / HoD

Y 5 8 yr Media and Technology JM 8 F 3 5 3 9 Y 5 8 yr Media and Technology GS 9 F 2 5 2 9 Y 1 4 yr Media and Technology GS 1 F 0 2 5 2 9 Y 5 8 yr Media and Technology GS 1 M 2 1 5 2 9 1 F 2 2 5 2 9 Y 5 8 yr Informatio n Technology GS Y 1 4 yr Media and Technology N JM Gender Discrimi nation Uneq ual work place treat ment M B N Y Y N Y F B N Y N N M B N Y N Y Y M B N Y N Y Lo w Sal ary N Depart ment Head N N N Depart ment Head N Y Start lookin g for new job N N Depart ment Head Y Y N No Where N Y Y They Y give us a low opportu nity for career growth Y Discus s with line manag er / HoD Start lookin g for new job N M B N Y N No Where N Y Y Y M B N Y Y N N Depart ment Head Y Y 1 - 400,000 N Y N 500,000 - 800,000 7 M 2 5 2 9 1 - 400,000 Y Gender Discrimi nation 1 - 400,000 N Uneq ual work place treat ment Lower chanc e of prom otion 800,000 1,300,000 Y 1 - 400,000 N Lo w Sal ary Gender Discrimi nation Lower chanc e of prom otion Gender Equality at Workplace Hira Mannan – CM 12 Y male staff can stay late and female staff have to leave in time. but they dont consider that all female staff also come in time. Timings issue. Y Y Have equal chance for Promotion/train ings/further education Page |2 Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent Start lookin g for new job Discus s with line manag er / HoD

Y 1 4 yr Health and Medicine GS 1 M 4 4 0 4 4 Y 1 7 + Informatio n Technology GS 1 M 3 5 0 3 4 Y 5 8 yr Media and Technology GS 1 M 3 6 5 3 9 Y 1 3 1 6 yr Informatio n Technology SM 1 M 3 7 5 3 9 Y 9 1 2 yr Informatio n Technology M M Y Y Y M B N N N Due to care about gender equality . N Y Y N N M B N Y N I did not claim, he/she did not consider me for assignm ent. My boss always give relevant assignm ent to relevant person. N Y Have equal chance for Promotion/train ings/further education Y Y N F B N N Y Y Y Have equal chance for Promotion/train ings/further education Y N N M B N N Y N Y Have equal chance for Promotion/train ings/further education Y N Y F B N Y Y Y Y Have equal chance for Promotion/train ings/further education 1 - 400,000 2 5 2 9 500,000 - 800,000 1,300,000 - 1,800000 400,000 - 500,000 1,800,000 - 2,200,000 1 F 3 Gender Equality at Workplace Hira Mannan – CM 12 Page |3 Hav e equ al level of ben efits Hav e equ al level of ben efits HR Manag er Your suggestion /advices are valuable for managem ent Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent Your suggestion /advices are valuable for managem ent Your suggestion /advices are valuable for managem ent Y N Our Depart organi ment zation Head try to mainta in equal quantit y of male and female in each depart ment with equal rights. Coordi nator for Harass ment Cases Y N Y N No Where N N No Where N Y Start lookin g for new job

Informatio n Technology GS Y 1 3 1 6 yr Informatio n Technology GS 2 M 2 0 5 2 9 Y 1 4 yr Science and Technology JM 2 F 1 2 5 2 9 2 F 3 2 0 3 4 2 M 3 3 0 3 4 Y 5 8 yr Agriculture and Manufactu ring M M Y 9 1 2 yr 9 1 2 yr Consultanti ng Services SM Telecomm unication SM 2 M 2 4 5 2 9 Y 5 8 yr Consultanti ng Services M M N N M B N Y Y Y N N F B N N N N N M B N N Y N Y M B N Y N N M B Y N N N Y 500,000 800,000 1,300,000 1,800000 N N No Where Y N N Y Have equal chance for Promotion/train ings/further education HR Manag er Y N Y N Y Have equal chance for Promotion/train ings/further education Depart ment Head Y N Y Y N N No Where Y N N Y Y N N Top Manag ement Y N M B N N Y N Y HR Manag er Y N F B N Y Y N N No Where Y N Working line differnc e. 2,200,000 2,600,000 N 800,000 1,300,000 Y Y Y 1 - 400,000 5 8 yr 800,000 - 1,300,000 Y 500,000 - 800,000 1 M 3 8 0 3 4 1 M 3 9 5 3 9 Gender Discrimi nation Uneq ual work place treat ment Gender Equality at Workplace Hira Mannan – CM 12 Have equal chance for Promotion/train ings/further education Page |4 Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent

Y 1 4 yr Banking and Financial Services JM 2 M 2 6 5 2 9 2 F 3 7 0 3 4 Y 5 8 yr Banking and Financial Services M M Y 5 8 yr Science and Technology M M 2 M 3 8 0 3 4 Y 9 1 2 yr Telecomm unication M M 2 M 3 9 0 3 4 3 M 5 0 5 5 9 3 M 3 1 5 3 9 Y 5 8 yr Communic ation and Transport M M Y 1 7 + Public Service SM Y 1 4 yr Consultanti ng Services Y SM N N F B N Y N N Y No Where N N N N Y F B N Y N Y N No Where N Y Do nothin g N Y F B N Y Y N N Top Manag ement Y Y Discus s with line manag er / HoD Y Y N M B N Y Y N Y Depart ment Head Y N Y N N M B N Y Y N N No Where Y N Y Y M B N Y Y N N Top Manag ement Y N N N F B N N Y N Y HR Manag er Y N 800,000 1,300,000 1 - 400,000 2 5 2 9 Uneq ual work place treat ment 800,000 1,300,000 800,000 - 1,300,000 800,000 1,300,000 N 500,000 800,000 Y Y 500,000 - 800,000 2 F 5 Gender Equality at Workplace Hira Mannan – CM 12 I am inexperi enced, its been 6 months i have started work Because there are 'better' options. Have equal chance for Promotion/train ings/further education Have equal chance for Promotion/train ings/further education Have equal chance for Promotion/train ings/further education Page |5 Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent

Other M M 3 F 3 2 5 2 9 2 5 2 9 Y 1 4 yr Public Service JM Y 5 8 yr Consultanti ng Services JM 3 M 3 5 0 3 4 Y 5 8 yr Non Profit organizatio ns M M 3 M 3 6 0 3 4 3 M 3 7 0 3 4 Y 9 1 2 yr 9 1 2 yr Agriculture and Manufactu ring M M Telecomm unication M M 3 M 2 8 5 2 9 Y 1 4 yr Informatio n Technology M M N M B N N Y Y N N M B N Y N Y Y Y F B N Y Y Y N M B Y dont wan t to say it. Y N Y M B Y Conf licts with boss Y N M B N N M B 1,300,000 - 1,800000 400,000 500,000 N 500,000 800,000 Y N Lo w Sal ary Gender Discrimi nation Uneq ual work place treat ment Y 400,000 - 500,000 3 F 4 Y 1 - 400,000 1 4 yr 1 - 400,000 Y N N N N Y N Y Have equal chance for Promotion/train ings/further education Y Y Y Y Have equal chance for Promotion/train ings/further education N Y N N Y Y N N Y because of work experie nce Coordi nator for Harass ment Cases Depart ment Head Y N Y N Depart ment Head Y N No Where N Y N No Where N N Y N No Where N Y N Y Top Manag ement Y N 1 - 400,000 3 M 2 2 5 2 9 Gender Equality at Workplace Hira Mannan – CM 12 Have equal chance for Promotion/train ings/further education Page |6 Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent Start lookin g for new job Discus s with line manag er / HoD

Y 5 8 yr Telecomm unication JM 4 M 3 0 5 3 9 Y Informatio n Technology M M 4 M 2 1 5 2 9 4 M 2 2 5 2 9 Y 1 3 1 6 yr 9 1 2 yr 1 4 yr Informatio n Technology M M Informatio n Technology SM 4 M 2 3 5 2 9 Y 9 1 2 yr Non Profit organizatio ns SM 4 F 4 2 5 2 9 Y 1 4 yr Banking and Financial Services M M 4 F 5 2 5 2 9 Y 1 4 yr Other GS Y Y M B N N Y N Y Y Y M B N N Y N N N M B N N N N N M B N N Y N Y M B N Y N N M B Y N N M B 500,000 800,000 N Sexual harass ment 500,000 800,000 Y Y Y N No Where Y N N N Depart ment Head Y N Y N Y Top Manag ement Y N Y Y Y Y Have equal chance for Promotion/train ings/further education Depart ment Head Y Y N N Y N Y Have equal chance for Promotion/train ings/further education Top Manag ement Y N N Y Y N Y Depart ment Head Y N 1 - 400,000 1,300,000 - 1,800000 3,500,000 4,000,000 Y Depart ment Head i don't know Have equal chance for Promotion/train ings/further education 1 - 400,000 Y Y 500,000 - 800,000 3 M 2 9 5 2 9 Gender Equality at Workplace Hira Mannan – CM 12 Page |7 Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent Your suggestion /advices are valuable for managem ent Discus s with line manag er / HoD Discus s with line manag er / HoD

Y 5 8 yr Informatio n Technology JM 4 M 3 7 0 3 4 Y Informatio n Technology SM 4 M 3 8 5 3 9 Y 1 3 1 6 yr 1 3 1 6 yr Informatio n Technology SM 4 M 2 9 5 2 9 Y 1 4 yr Informatio n Technology M M 5 F 0 2 5 2 9 Y 1 4 yr Non Profit organizatio ns M M 5 M 3 1 0 3 4 Y 9 1 2 yr Food, Retail and Services GS Y N Y M B N N Y N Y Have equal chance for Promotion/train ings/further education Y Y Y M B N Y Y Y Y Have equal chance for Promotion/train ings/further education Y Y N M B N N Y N Y Have equal chance for Promotion/train ings/further education Y N N F B N N Y N Y Y Y M B N Y Y Y N N Y M B N N Y N Y 1 - 400,000 N Uneq ual work place treat ment 2,200,000 2,600,000 Y Gender Equality at Workplace Hira Mannan – CM 12 Have equal chance for Promotion/train ings/further education Page |8 Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent N N Y No Where Y N No Where Your suggestion /advices are valuable for managem ent Y No Where Hav e equ al level of ben efits Hav e equ al level of ben efits Depart ment Head Y N Depart ment Head 1 - 400,000 1,300,000 - 1,800000 2,200,000 2,600,000 1 - 400,000 4 M 3 6 0 3 4 N Y Depart ment Head Y N Start lookin g for new job Discus s with line manag er / HoD

5 8 yr Informatio n Technology M M 5 M 2 3 5 2 9 Y 1 4 yr Informatio n Technology JM 5 F 4 4 5 4 9 Y 1 7 + Public Service SM 5 M 3 5 0 3 4 Y 1 4 yr Informatio n Technology GS 5 M 2 6 5 2 9 5 M 3 7 0 3 4 5 F 3 8 0 3 4 Y 1 4 yr Informatio n Technology SM Y 5 8 yr Informatio n Technology M M Y 5 8 yr Informatio n Technology Y M M N N M B N Y Y N Y N N M B N N Y Y N N N M B N Y Y N Y Y Y M B N N Y Y Y N F B N N Y Y Y M B N Y Y N Y M B Y Y N 500,000 - 800,000 Y N 1 - 400,000 5 M 3 2 0 3 4 Lo w Sal ary Gender Discrimi nation Uneq ual work place treat ment Lower chanc e of prom otion HR Manag er Y N Depart ment Head Y N Top Manag ement Y Y Discus s with line manag er / HoD N No Where N Y Discus s with line manag er / HoD N N Depart ment Head Y N Y N No Where N Y live with it Y Y No Where N Y Keepin g quite and focusin g on my work 7,000,000 99,999,999 Y Uneq ual work place treat ment 1 - 400,000 400,000 500,000 N Y 1 - 400,000 Gender Discrimi nation N 1,300,000 - 1,800000 N Gender Discrimi nation Uneq ual work place treat ment Lower chanc e of prom otion Gender Equality at Workplace Conf licts with boss Hira Mannan – CM 12 May be he thinks that I can superse de him in compet ency Have equal chance for Promotion/train ings/further education Have equal chance for Promotion/train ings/further education Have equal chance for Promotion/train ings/further education Page |9 Hav e equ al level of ben efits Hav e equ al level of ben efits Hav e equ al level of ben efits Your suggestion /advices are valuable for managem ent Your suggestion /advices are valuable for managem ent

Informatio n Technology M M Y 1 4 yr Informatio n Technology M M Y 1 4 yr Informatio n Technology JM 6 M 3 2 5 3 9 Y 5 8 yr Education GS 6 M 2 3 5 2 9 Y 1 4 yr Informatio n Technology JM 6 M 2 4 5 2 9 Y 1 4 yr Food, Retail and Services JM Y Y N M B N N Y N N No Where Y N Y Y Y M B N Y Y N N Depart ment Head Y N Y Y M B Y Y Y Y Y No Where N Y N Y M B N N N I am part time N Y Depart ment Head Y N Y 1 - 400,000 1 4 yr 1 - 400,000 Y N N M B N N N beacaus e i am not eligible N Y Have equal chance for Promotion/train ings/further e

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Gender Inequality and Women in the US Labor Force

Gender pay gaps persist around the world, including in the United States. According to public information collected by the International Trade Union ...
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Gender Inequality In the Workplace - YouTube

Gender Inequality In the Workplace Karissa M. Subscribe Subscribed Unsubscribe 2 2. Loading ... Workplace Gender Equality Agency - Duration: 2:27.
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Gender at Work

Gender at Work has a holistic approach to social change. It links organizational change, changes in the “rules of the game”, and gender equality.
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