Workplace Intervention

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Genderdifferences in the workplaces may originate from social factors whichcan influence the way men and women behave in their workstations(Ocon, 2006). However, gender differences vary from one organizationto another. Some institutions include both sexes in decision-makingon matters affecting the company and offer equal promotionopportunities to all workers regardless of their gender (Karsten,2016). However, others are biased in giving promotions and the waythey involve workers in company issues.

Besides,sex differences include both emotional and physical factors thataffect the way females and males carry themselves in the job places.The differences can result from physical factors which dictate theability of a person to perform certain duties. For example, women canbe discriminated against men if the jobs available require morephysical energy than mental strength. Moreover, gender differencescan arise from stereotypes such as women are supposed to becaretakers while men are expected to be breadwinners. Also,upbringing can contribute towards the differences (Karsten, 2016).For example, if children are brought up with the mentality that malesperform certain duties while females stay at home to look after thechildren, then they will uphold that culture which will eventuallylead to the sex dissimilarity.

Inmy workplace, gender differences are evident, and females are mostlyaffected. At times, during the weekly meetings, a female employee cantry to propose a point, but her view is often dismissed. However,when a male co-worker restates the same point, the senior managementtakes the idea seriously and in most cases, the proposal isimplemented by the executive. Also, in the workstation, men often getpromotions more frequently compared to the female co-workers. Thereare more men in the top management compared to women, yet there areladies with the same qualifications and experience or even more, butthey rarely get promotions. Moreover, those women in the supervisionget tested by the boss regularly to know whether they perform theirroles effectively. Also, female workers find it hard to createnetworks with the male workmates and usually get limited mentoringopportunities where they could learn how to move up the careerladder, as well as contribute their skills and knowledge, towardsattaining the organization’s goals. The issue of tokenism alsoexists whereby when a woman gets promotion or employmentopportunity, men assume it is because of sexual favors.

However,with the increase of dual-income families, women have tolerated thediscriminations. Both men and women have become breadwinners due tothe tough standards of living and increased responsibilities.Nevertheless, significant roles of females such as childcare havebeen affected by the tight job schedule (Karsten, 2006). Mothers areforced to trust house helps fully with their children. In turn,children are brought up in ways that are deviant to the society.Also, some mothers do not get maternity leave which denies them achance to breastfeed their young ones well.

Mycompany has put a lot of efforts to ensure that there is genderbalance in the workplace. The first action is that the corporationhas provided that both male and female workers performing the sameduties get paid the same salary. The organization has also tried togive equal mentorship opportunities to all employees. This is aguarantee that all workers have the same opportunities to get thenecessary training to enable them to advance their career. Finally,the firm has come up with a policy where promotions are supposed tobe done purely on personal qualifications and experience, but not bygender.


Karsten,M. F. (2006). Legal,psychological, and power issues affecting women and minorities inbusiness.Westport, Conn.: Praeger.

Karsten,M. F. (2016). Gender,race, and ethnicity in the workplace: Emerging issues and enduringchallenges.Santa Barbara, California: Praeger.

Ocon,R. (2006). Issueson gender and diversity in management.Lanham, Md.: Univ. Press of America.

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