Author(s) :

Riya Kumari Shaw.

Volume/Issue :

Abstract :

Encouraging gender equality in organizations is not just an ethical necessity but a strategic necessity for organizational inclusiveness and overall organizational performance. Despite the abundance of cultural values and official policies directed at reducing gender imbalances, numerous organizations continue to struggle with wide disparities. This research fills a significant gap in current literature, as it focuses mostly on policy-making and not the concrete, real-life experiences of female workers, particularly those holding leadership roles. Additionally, there is a lack of systematic comparative studies that analyze how gender equality policies work across various organizational environments and sectors. The main aim of this study is to critically evaluate the effects of activities related to the introduction of gender policies. This involves a meticulous exploration of the views held by employees of these policies and an examination of factors that lead to their effective or ineffective implementation. The data was obtained from an extensive survey involving 100 participants employed in leading organizations like Amazon and Accenture. The results identify the strengths and weaknesses areas in existing gender equality practices. Interestingly, although 100% of respondents acknowledged that their organizations had established gender equality policies, 32% only viewed these policies as very effective, indicating a serious perception gap. About 68% of the women said that such policies helped develop their careers, but 39% said there were insufficient opportunities for career progress equal to those of men, which shows enormous scope for improvement. While a majority of respondents recognized some measure of support by management towards gender equality, a mere 32% described the efforts as very strong. Major challenges mentioned were gender bias (22%), opportunities for mentorship (22%), and insufficient communication of policy (20%). Policy communication was irregular, and 47% of the participants said they only got information periodically. The study concludes that even with policies put in place to provide gender equality, there remain substantial challenges to their implementation. It suggests strengthening the enforcement of existing policies, with specific emphasis on preventing bullying at workplaces, enhancing policy-related training, and instituting mechanisms for ongoing monitoring of the effectiveness of policies. In addition, the study highlights the leadership role of management in ushering in these changes. Subsequent research would be enhanced through a larger sample size, the inclusion of qualitative analysis, and a study of the long-term ramifications of such policies on organizational culture and performance.

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