Problem of gender diversity in the workplace †Free Samples

Question: Discus about the Problem of gender diversity in the workplace. Answer: Introduction Many researches shows that in Australia, 46.4% of all employees in Australia comprised of Women and among them only 24.8% are women working full-time and the remaining 21.4% are part-time workers(WGEAgency 2017). It is also found that in highermanagement position, only 12.9% women holds the chair position, 16.3% are CEO and 24.7% are in directorships of Australian companies(WGEAgency 2017). It is also seen that especially in technical and financial organizations, participation of women is lesser than the men. Thus, the organization that is selected for this research is National Australian Bank. NAB is one of the oldest banks in Australia providing financial services to its customers for long decades. The company has gained a large amount of profits. The company has 350,000 people serving 10 million customers at more than 800 location in Australia (Nab.com.au 2017) Research Aim The aim of this research is to address the problem of gender diversity in the workplace. The impact of gender diversity on brand recognition will be highlighted through this research. Research Hypothesis H0: Gender diversity does not enhance the brand recognition H1: Gender diversity enhances the brand recognition Research Objectives To identify some problem faced by NAB due to lack of gender diversity To evaluate the relationship between gender diversity and brand recognition To recommend effective approach to implement gender diversity in NAB Research Questions What are the problems faced by NAB due to lack of gender diversity? What is the relationship between gender diversity and brand recognition? Literature review Highlights of gender diversity issues In Australia, women opt for higher studies more than men but they cannot secure a firm position in organizations especially to higher positions. The research also shows that, women contributes 38% role for the designation of middle managers; while men makes through 62%(Durkin 2017). Moreover, for the designation of senior managers and board of directors, the participation percentage of women is 30% and 22% respectively(Durkin 2017). Additionally, only 5% of women are CEO of some Australian company; while, a significant portion of 91% of CEO are men(Durkin 2017). According to the government of Australia survey, gender difference results in unequal pay. Moreover, the statistics also shows that the highest gender pay gap is witnessed in financial and insurance services that are 30.8%, which is followed by scientific and technical services and health care sectors, where the gender pay gap is 25.4% and 23.5% respectively(WGEAgency 2017). Positive developments Percentage of women on the Boards of ASX 200 listed companies has been grown to 8.3% to 18.6% from 2010 to 2014(Commission 2017). Companies also had taken initiatives for ensuring the involvement of men in parenting children as Women. It is also found from the research that women are sexually harassed in the workplace, as a result to which government of Australia imposed many legislation like Sex Discrimination Act to secure the Women in workplaces (Commission 2017). This legislation also allows the organization to follow Convention on the Elimination of All Forms of Discrimination against Women. Research also shows that Australias legislative approach is likely to be for progressing pay equity through Fair Work Act 2009 and Workplace Gender Equality Act 2012(Commission 2017). Relationship between gender equality and brand recognition Research shows that provision of gender equality improves economic and social conditions for everyone. Many organizations emphasize on ripple effect for the betterment of the organization(Rubio, Oubia, and Villaseor 2014). It is also said that if an organization provide equal chances to eligible candidates irrespective of their gender and social beliefs, an organization can be known for their effective business ethics. An organization on adopting the concept of gender equality, attain the attention of the community as an ethical organization(Severi and Ling 2013). In such cases, more employees desire to get associated with the organization. In addition to that, gender equality provides varied viewpoints, strengthens communication for maintaining business success. It also fosters a positive work environment and all employees feel valued and help each other to boost morale so that they can accomplish the set goals and objectives of the organization(Lieven et al. 2014). Research hypothesis H1: Gender diversity does not enhance the brand recognition H2: Gender diversity enhances the brand recognition Research Methodology Research Philosophy The research methods used in the previous studies are not effective enough to derive the appropriate result. The previous studies have only focussed on assumptions and observation but the methods did not follow the empirical evidences. In order to provide the basic facts, knowledge and concept regarding the research philosophy has been used. Research philosophy is of three types- positivism, interpretivism and realism (Ritchie et al. 2013). Positivism offers crosschecking of research data; while, interpretivism is based on taking social beliefs based on the research (Gray 2013). Realism signifies the combination of both the positivism and interpretivism (Pickard 2013). In this research positivism research philosophy will be utilized, as it helps to extract the authentic information regarding the context of the research. In addition, this research philosophy is not based on the assumptions. It helps to make the analysis with the real-world facts and evidences. Justification for the selected research Philosophy Since the research topic highlights social issues in business, theoretical and practical perspective regarding the research topic, positivism philosophy will help to analyses the research data through real as well as cross checked fact. The positivism philosophy is significant related to the topic as this philosophy helps to analyze the social issues with other social evidences; thereby, the observation remains empirical. Research Approach There are two types of research approach- deductive and inductive research approach (Yilmaz 2013). In inductive research approach, new theories and models are developed for the research; whereas in deductive research approach, previously developed theories and models are utilised for analysing the research topic(Marshall and Rossman 2014). Thus, in this research, deductive research approach will be used. Justification for selected Research Approach Deductive approach will help to analyse the research on gender diversity and gaps based on the factual information, theories and model that are already developed by other research scholars. Research Purpose There are three different types of research purposes- exploratory, explanatory and descriptive (Mackey and Gass 2015). As the name suggests, in explanatory research approach, the cause and effect of the particular research study is connected (Smith 2007). Moreover, in exploratory research approach, the evaluation of the data is used for long term research; while, in descriptive research approach exploration as well as explanation of the research topic is performed with additional information (McNabb 2015). Justification for selected Research Purpose Descriptive research purposes will help to explain and describe the proper picture of the research study by incorporating added information. Data Collection techniques In this research, primary data are collected directly from the employees of National Bank of Australia like employees and managers. A questionnaire of 15 questions will be given to all employees while the managers are asked 3 question each regarding their steps for gender diversification. Data Analysis Technique In order to collect the data for analysis, primary and secondary data collection techniques will be used in the research. The primary data will be collected by conducting survey and interview from the employees of National Bank of Australia, whereas the secondary data will be collected from the books, journals and books. The study requires the involvement of primary methods as these methods will help to analyse the research issues with current facts and evidence regarding gender diversity. There are two ways of data analysis technique- quantitative and qualitative (Punch 2013). In quantitative data analysis, statistical and numerical data will be analysed through Microsoft Excel. On the other hand, in qualitative data analysis technique, the responses given by managers are evaluated theoretical in order to attain proper details regarding their steps for reducing gender disparity. Sample Size The data will be collected from 100 employees of NAB and 3 managers who are liable to improve gender imparity in the workplace. The capacity of the sample size is 100 because each branch of National Australian Bank is consisting of 140-150 employees including men and women. Thus, to learn the facts more intensively, the sample includes the highest number of employees, which is 100 out of 140. Conclusions Recommendations and Research Limitations Conclusion Thus, it has been observed that even though Australia has developed so much, the problem for gender discrimination is a serious issue in Australian workplaces. Nevertheless, collection of data will help to learn, to what extent, the organization in Australia or the government are concerned about the gender diversity. It is also expected that collection of data will uncover the initiatives whether or not taken by the organization to develop a diverse workplace. The previous studies indicate that females are discriminated through salary imparity, promotion, and physical violence. However, government have imposed strict regulation so that this adversity can be resolved. Moreover, organizations also take certain steps in order to provide equal opportunities and facility to eligible employees irrespective of their gender differences. Recommendations Even though, the proposed research includes a primary analysis, it lacks a comparative analysis, which might increase the intensity of the research. The propose research can be further developed by conducting a comparative analysis with the inclusion of another organization from a different industry. The comparative study might help to explore gender diversity more intensively. Research Limitations The research is conducted in terms of only one organization and thus problem like gender discrimination and imparity is assessed respective to one organization. Moreover, only 1000 employees are taken into consideration due to lack of time and financial resources. Thus, accurate research result may not be obtained. Additionally, only primary data are collected and this result in a research gap that the problem present in NAB cannot be compared with the gender problem occur overall in Australia. References Commission, Australian Human Rights. 2017. ""Face The Facts: Gender Equality | Australian Human Rights Commission" Humanrights.Gov.Au. ." Creswell, John W. 2013. Research design: Qualitative, quantitative, and mixed methods approaches: Sage publications. Durkin, Patric. 2017. "Epic Fail On Gender Diversity." financial Review. Gray, David E. 2013. Doing research in the real world: Sage. Lieven, Theo, Bianca Grohmann, Andreas Herrmann, Jan R Landwehr, and Miriam Tilburg. 2014. "The effect of brand gender on brand equity." Psychology Marketingmanagement 31 (5):371-385. Mackey, Alison, and Susan M Gass. 2015. 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