Gender discrimination in the workplace

sexual urge contrast in the body of readyIntroductionMy selected thesis topic basic all in ally lays emphasis on how employee motivation and productivity shake got constituted by sexual activity discrimination in workplace and how antithetical variables effects under different envirno custodyt. Now I shall move to explaining the topic in detail.OVERVIEWMy search interest is in this field because I know the gravity of the situation and how authoritative it is for both sexual activitys to treat each(prenominal) other equally. As we move towards emergence an integrated effort is needed and everyone has to do his/her bit. Women need to be looked upon as equals by men from the very start so that they idler get close education and pursue good c atomic number 18ers in the future.Gender discrimination is a very historical and actual line of work that is being governing bodyd by firms and much than than burning(prenominal)ly women in our society. It is important to non e that gender discrimination necessitates place not only at the workplace and in every passing of life for a common Pakistani woman. When being faced by pressure from all sides, it is very tough for the woman to carry step to the fore her daytime to day activities and work at her full Most of us wake up in the morning, go to college or our respective undertaking and act in ways that ar much or less(prenominal) our own. We respond to the atmosphere around and the people in it with little thought as to why what makes us do much(prenominal) things e.g. why we enjoy some activities more than others and why we fine some recreational activities better than others. All these executes be motivated by something. Motivation is defined as the forces either within or external to a person that arouse persistence and want towards completing a given course of action. Employee motivation affects productivity and part of a managers task is to channel motivation towards the accomplishmen t of organizational goals. Thus, a manager has to ask that what motivates his employees and what influences their choice of action furthermore why they persist in that action over time. So the way people are treated deep affects how they will perform at the workplace. Gender discrimination against someone will obviously affect his/her productivity this study is intended to prove how deeply the two are connected to each other. Discrimination is treating of employees based on criteria that are not job related, these may include race, color, gender, ethnicity and religion. arrangings these days are moving towards diversity which means women and minorities will extend a larger role in the workplace than in the past times and it will be more important to keep them work at their optimum level if success is intended in the future.MANGERIAL CONCERNSWhen someone in the workplace is judged, appraised, promoted or given a pay based on criteria which are not job related, discrimination occu rs. This discrimination leads to the employee being demotivated because he/she knows that no matter what amount of work they put in, they will be reward on the arse of criteria which are not job related.My study is not entirely based on the wage differentials but likewise deals with motivational effects of discrimination at the workplace on the whole. The main motivating factor for employees has always been pay. thither has used a huge gender gap in pay in Pakistan but has now decreased over time but still exists. This gap in motivation is mainly because of differences in characteristics of the jobs carried out, the labor market run into they bring to the job and discriminatory treatment of women by employers or co-workers (which will be my area of study). All these factors interact in m each complex and different ways. Thus making it difficult to determine precisely how much of the difference can be attributed to discrimination. Women and men do differ greatly in their orientat ion of jobs and the roles they play in families. Still, the skill set of a woman has now come much closer to a mans. As my thesis shall suggest, there is chronic discrimination against women in the labor market which leads to demotivation because there is loss of confidence for the worker. Confidence in self abilities and in the firm one is functional for storey as a great motivating factor. According to Maslows hierarchy of needs one of the pillars of motivation is to get appreciation for doing a certain task.Many women are raped, sexually harassed and given unfair treatment by the society leading to high rates of distaff illiteracy and prostitution. In my view, it is very important for the woman to be soundly ameliorate because in our society the responsibility of raising children mainly lies with the mother. When the mother herself is not educated she can not perchance give her child the support and basic fundamental training needed to become a good homosexual being.Moving to gender discrimination in the workplace regarding Pakistan, most of the women are house wives in our country and there are very few double income families. Although the gender gap in the workplace has reduced significantly over the past decade it still remains high with most of the works women mainly pursuing very low pay jobs e.g. teaching, nursing, receptionists and some of them work in houses as maids and helpers etcTermWorking DefinitionMotivation aMotivation refers to the forces either within or external to a person that arouses enthusiasm and persistence to pursue a certain course of action.Discrimination bTo discriminate socially is to make a distinction between people on the basis of class or category without regard to individual merit.Gender Discrimination at the workplace cPromoting/Rejecting or treating one person differently to other based on a criterion which is not job related. In this case mainly genderWorkforce Diversity dHiring people with different human quali ties who belong to various cultural or sub cultural groups.Glass Ceiling eInvisible barriers that separate women and minorities from top management positions.Disparate Treatment Gender Discrimination fThis is also called direct discrimination. To put it simple, it is treating an employee a different manner because of their gender.Harassment gHarassment refers to a wide spectrum of offensive behavior. When the term is used in a legal sense it refers to behaviors that are found threatening or disturbing, and beyond those that are sanctioned by society. communicative Harassment hVerbal agony refers to persistent and unwanted literal advances, typically in the workplace, where the consequences of refusing are potentially very disadvantaging to the victim. Also casually known as flirting.Sources(Daft, Richard, (2000), Management 4th Edition, p. 526)(Stokes, DaShanne. (In Press) Legalized segregation and the Denial of Religious Freedom)(Daft, Richard, (2000), Management 4th Edition, p. 524)(Daft, Richard, (2000), Management 4th Edition, p. 453)(Daft, Richard, (2000), Management 4th Edition, p. 462)(Taylor, Allison, (2005). Wrongful Termination)(Taylor, Allison, (2005). Wrongful Termination)(Wikipedia, http//en.wikipedia.org/wiki/Harassment)Study ObjectivesTo study wage differences between men and women work on equal level in the banking sector.To run questionnaire surveys from employees to find out differences in treatment for males and females.Study how difficult it is for a woman to get promoted in a workplaceHow treatment of supervisors differs from males to femalesIs the working environment psychologically suitable for a woman to work in on a long-term basis.The ways molestation takes place for a women in her workplace and who is the main harasserLITREATURE REVIEWGender discrimination and harassment are topic of wide importance as they stick been under discussion for over more than a decade, many studies and researches extradite been conducted to inves tigate on the different aspects of this topic, to correlate and divulge the various variables from within the studies to contribute to the society in a direct or an indirect way. All the studies usher out to a healthy working environment for both Men and Women so that they are more motivated producing better results for the companies as a whole. The areas of research on this topic in the past focuses on Law, job propitiation, employee turnover, organizational be, social responsibility and corporate culture providing insights into many factors influenced by gender discrimination and harassment. Almost all the studies focuses on problem faced by women from within the organization and social external factors involving discrimination and effecting productivity. Relationship between the variables drawn in the previous studies shows the direction of the research and how the factors bear on with each other.Studies show that people have protection against this menace of discrimination and harassment but its persuasiveness is always challenged and debated for over some time. Law and arbitrator are always closely looked upon when it comes to harassment at work place.A study Gender-Based Harassment and the Hostile Work Environment (Joshua F. Thrope) tests whether non-sexually motivated gender discrimination is as serious a factor in creating a hostile working environment as sexually motivated gender discrimination. Although deed of conveyance sevensome of the Civil Rights Act of 1964 applies to all gender-motivated discrimination, in practice many lower federal courts make a distinction between sexually motivated gender discrimination and non-sexually motivated gender discrimination (gender-based harassment) in a work environment. This study illustrates a court case of Dwyer v. Smith in which a jurisprudence officer alleged that her co-workers and supervisors engaged in a pattern of abusive conduct that created a hostile working environment. (Thorpe). The failu re of the plaintiff to allege a case of sexual harassment proved to be fatal to her case. Sexual harassment is only a part of gender discrimination that female employees face in a hostile work employment. Ridicule, rudeness or insults directed at working women may not be sexually motivated but may still create a hostile working environment. The failure of courts to view gender-based harassment claims as actionable has reduced the availability and deterred the effectiveness of cognomen VII. The study claims that in order to recognise gender-based discrimination as actionable it must be severe or pervasive or it could be misinterpreted.Impacts and consequences have been explored in many previous findings and emphasis have been given on the nature and reason of harassment, but from within harassment sexual harassment is the plan which is terminatee highlighted factor discussed in findings as in,Recent Thinking about Sexual Harassment A Review Essay (Elizabeth Anderson) discusses the wrongs of sexual harassment and presents trine theories that capture a different aspect of sexual harassment. Dignity theory explains the offensiveness of harassment autonomy theory deals with the coercive nature of sexual conduct whereas par theory highlights the group based harms of sexual harassment. This article also gives an example of airlines that expect female flight attendants tolerate customers anger, rudeness or ogling without any objection and hence, make it difficult for them to perform their jobs satisfactorily. The essay also tries to provide remedies and explains that antidiscrimination law has been quite useful in helping people understand their rights and fighting sexual harassment in the workplace.Most people perceive harassment and gender discrimination as a mentally or physically generate trauma but very few people measure it on the basis of the high costs involved by this practice of harassment and its deeply routed and ever growing cost is often ignored. One such articleThe study Estimating the Organizational Costs of Sexual Harassment The Case of U.S. Army (Robert H. Faley, Deborah Erdos Knapp, Gary A, Kustis, Cathy L. Z. Dubois) tested the implication of sexual harassment on the organizational costs. The increasing costs of sexual harassment encouraged organizations to give attention to the issue of sexual harassment. These costs initially included litigation and associated settlements. However, with further research it was found that harassment can lead to an overall decrease in employee motivation towards the job resulting in increases in absentees, turnover, and requests for transfers, and use of mental health services, as well as decreases in productivity (Gutek Koss, 1993 Martindale, 1990 U. S. Merit Systems Protection Board, 1981 and 1987). This study states that results indicate that the total one-year cost of sexual harassment in the U.S. Army in 1988 was over $250,000,000. This not only brought attention to the organiza tional costs of sexual harassment and also to the seriousness of the problem as well. However, this study concludes that increase in the proportion of females in the military would increase that part of the total costs of harassment associated with females and as a result the cost of sexual harassment may grow even more. Furthermore it implies that losing a higher rank female in the array due to sexual harassment would cost a staggering amount.Hence sexual harassment continues to be a threat not only to the working individuals but also harms the companies financially.Gender Mainstreaming and Corporate Social Responsibility Reporting Workplace Issues (Kate Grosser, Jeremy Moon 2005) focuses on the potential of corporate social responsibility (CSR) to gender equality. The paper states that women are provided equal opportunity in the workplace by the combination of legal compliance, business care and social regulation (Dickens 1999) and the theory of CSR combines all these three notio ns. This study suggests that a reason for slow progress in reporting gender issues is the lack of platform for gender issues to be discusses. The study has highlights the under-representation of womens issues and has hard-pressed on the need of women representation in keep company practices, as employees, community members, consumers and investors among other things.The impact of sexual harassment in a legal craft on job satisfaction is examined in The Effects of Sexual Harassment on Job Satisfaction, Earnings, and Turnover among Female Lawyers (David N. Laband and Bernard F. Lentz). The results from American Bar Associations National purview of Career Satisfaction/Dissatisfaction (1990) show that nearly two-thirds of female lawyers in private practice and nearly half of those in corporate or public power settings reported either experiencing or observing sexual harassment by male superiors, colleagues, or clients during the two years prior to the survey. The study shows that o verall job satisfaction is significantly lower among female lawyers who experienced or witnessed sexual harassment by male superiors and colleagues than among those who did not experience or witness such harassment. According to statistics shown in the study, job satisfaction among female employees is affected more than twice as strongly by sexual harassment than by their yearly income. The study also implies that there is a direct relation between sexual harassment and intention to quit current employment. However, the study was limited by the fact that the survey did not refer to the degree of harassment.Implementation Mechanism (Shamreeza Riaz) discusses the provision of law related to sexual harassment at workplace and the effectiveness of its implementation. This study was conducted in Islamabad and Rawalpindi. Interviews were conducted with the work force of organizations, women activists, NGO workers and educational institutions. The author argues that women participation in the making policies and in decision making can lead to a prosperous nation. However, the true potential of women is hindered due to the difficulties that they face at the work place. The Protection against Harassment of Women at the Workplace Act 2010 provides the commentary and kinds of harassment at the workplace. According to the study, in 20-30% sexual harassment cases, women remain silent because of their dignity and self respect. 70% of the women are victims of physical harassment and verbal and other kinds of harassment. The writer lists the causes of harassment as lack of awareness, misuse of empowerment, lack of organizational policy and a male dominant society. The study shows that sexual harassment has very serious consequences resulting in the loss of job, a hostile environment and physical and psychological breakdown while some women are forced to quit their jobs. The International Labour Organization, United Nation on Elimination of all Forms of Discrimination again st Women, Beijing program for action Declaration, European Union Legislation and Organization of American State all provide laws aiming to prevent gender discrimination.The study Branded Corporate Image, Sexual Stereotyping, and the New Face of Capitalism (Dianne Avery, Marion G. Crain) aims to show how the credence of sophisticated forms of marketing are distinct from the workers physical and mental labour. The study reveals the case of Jespersen v. Harrahs Operating Co. in which the court rejected a female bartenders Title VII challenge to the workplaces policy that women wear makeup, which she found sexually demeaning. Employers sophisticated marketing techniques sometimes create a property like interest and employers take advantage of their employees outside of their usual work by forcing them to propagate company brands outside of the workplace.Transforming discriminatory corporate cultures (Cheryl L. Wade) discusses gender equality in corporate environment. The writer argues that companies can only change if men change. She states that even if men witness discriminatory doings or harassment in their workplace, they fail to take essential action that could promote gender equality. Many male managers may seem to support gender equality but still ignore gender conflicts in the work place. If the CEO of a company strives to bring a culture of gender equality then the workers will follow his example. Moreover, the writer states that sometimes women capture sexist comments and jokes to go unnoticed in an attempt to show that they belong to the right workplace. The corporate workplace also seems to work on the expectation that women of blazon can be given jobs that are not valued in the corporate context. Hence, such negative stereotypes adversely affect the performance of women in the workplace. As the relationship between management and its employees plays a central role in a companies success, it is necessary that problems of workplace discrimination be dealt with.The study Gender referee and Its Critics focuses on the judicial practices and laws on gender discrimination. The article underlines the traditional treatment of women and the current condition of women. Women were victimized by the laws made to protect them by large(p) decision making powers to the male members. The writer states that in contrast to these laws, the remedial laws such as prohibition of sex-based discrimination in workplace have charge women to make their own decisions. Laws which tried to prevent discriminatory practices have created distinct profession for men and women. Furthermore, Gender Justice claims that it is not opposed to the needs of working mothers but mountain passs that parental benefits be given to both males and females.The study The Price of Man and Women A Hedonic Pricing Model of Avatar Attributes in a Synthetic World (Edward Castronova 2003) investigates the demand of physical attributes and qualities of the social world. The study examines the computer generated avatars which are both male and female. However, the hedonic price analysis suggests that the female avatars are available at a discount and that there is less preference to have a female avatar. As this physical difference is not real in the synthetic world, this reluctance can be explained by the general assumption about the effectiveness of the female avatar. However, the study does not indicate whether this is arises from a prejudice on behalf of the population or simply the numbers indicate that more male players choose male avatars. This article was chosen because of the importance it holds in outside world other than corporate sector to give out an overview on the gender based difference one holds in his mind.They were shortcomings and left out concerns in those previous studies which can be looked upon on the basis of variables and introducing more measurable models which could relate and interlink the variables in appropriate and a strong wa y. divinatory FrameworkDEMOGRAPHICSCharacteristics of a human populationAgeIncomeGenderRaceExperienceGender diversityUnfair treameantPromotionPlacementMoral luridnessSexual orientationFemale employee turnoverHiring firing.Work envirnomentHealthyMotivatingSafetyStressFrequency of Women PromotionNumber of times women get promoted at workplaceMore promotions to male or female?ProductivityEqual treatment in terms of salary and promotionDriveIncreased zestEncouragementInspirationMotivated to workMotivationLevel of satisfactionWhat one wants from a job and what one perceives it as offeringOverall satisfactionSatisfaction with the jobSatisfaction with the workSense of achievementScope of using own initiativeInfluence over the jobHarrasmentOffensive behaviourIntent to disturb or upsetUnwanted sexual advancesBases of colour, race religion and sexFinancial and recognition rewardsWages SalaryEmpower-mentFringe benefits look into QUESTIONNAIRE TO ANALYZETHE CORRELATES OF GENDER DISCRIMINATI ONAND IT IMPACT ON MOTIVATIONThis questionnaire is being exclusively used for research purpose all the information provided by respondents would be kept confidential. Your co-operation would be highly appreciated.Personal infoName Age Experience in this organization EducationMarital status Single wed DivorcedGender Male FemaleIncome bracket 10,000-20,000 20,000- 50,000 50,000 aboveSection ALevels of Satisfactionpowerfully DisagreeDisagreeNeutralAgreeStrongly AgreeI enjoy at my workplace12345Factors can be added to improve employee motivation at your workplace12345Would you like to stay at your workplace for long12345I am over all satisfied by the attitude of my boss and workplace12345Do you smack as an important part of your organization12345Are you satisfied by your designated authority12345GENDER DIVERSITYStrongly DisagreeDisagreeNeutralAgreeStrongly Agreeby and large the supervisors are male12345Majority of Co-workers are Male12345I belive that I have equal opportunities and potential for growth as my other colleagues have12345In my view discrimination does take place at workplace.12345At times I have been judged/mistreated on criteria which is not merit based12345You have been treated and judged on the basis of Gender123451)Race123452)Physical appearance123453)Religion12345Working enviornement and HarassmentStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeMy company is strict on the laws of harassment.12345In majority of workplace harassment cases the harasser is 1) immediate boss123452) Subordinates123453)Colleagues12345Verbal harassment takes place1)openly12345Equal gender treatment creates a healthy environment at workplace.12345If harassment occurs verbally my response would be1)to react to the harasser the first time123452)Report the harassment to my boss123453) I would bear with it because there is no other choice.12345Strongly DisagreeDisagreeNeutralAgreeStrongly AgreeI have been mistreated in an offensive manner because of my Gender.12345Off ensive treatment harm your ability to work.12345I have switched my job because of unequal treatment12345Harassment results in increased express and anxiety12345Frequency of promotionsStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeI have been quickly promoted to the post I am today.12345Male workers get frequent promotions12345Female have more chances of getting hired for a job at first place when the hearingee is Male12345Male have more chances of getting hired for a job at first place when the interview is Female.12345Female workers most get in house assignment as compared to traveling assignment12345Female get more sexually harassed than men12345MOTIVATIONStrongly DisagreeDisagreeNeutralAgreeStrongly AgreeDiscrimination affects my productivity12345Male workers are paid more salary/wage as compared to female for the same job description12345Male workers are more empowered to take decisions12345Male and Female workers get same Fringe benefits12345Low percentage of female gett ing promoted than men works as a less motivating factor.12345Strongly DisagreeDisagreeNeutralAgreeStrongly AgreeMen feel more superior than women which affects motivation for women in negative way12345Some people get heroic things to get promoted12345Women get more limited opportunities than Men contributing negatively towards motivation12345General training has been given to staff a your workplace in connection with general duty to promote equality between Men and Women12345Men and Women are treated equally when it comes to performance Appraisals and analysis.12345Gender Discrimination in the WorkplaceGender Discrimination in the WorkplaceA quarter century of female specialists have encountered separation or un reasonable treatment in the working environment, and 17 percent said they have felt sexually annoyed by a kindred representative or director, as per an across the country review via CareerBuilder.com and Kelly Services, led by Harris Interactive. Of the individuals who repor ted the episode to their businesses, the larger part said the wrongdoer was not considered responsible.The most well-known episodes of separation or unreasonable treatment included non accepting credit for ones work (44 percent)Not having concerns tended to or considered important (43 percent)Collaborators saying deprecatory remarks to or forwards the specialist (38 percent)Feeling thoughts or information are for the most part overlooked (34 percent)Collaborators were talking behind their backs (33 percent)Not being given undertakings that give laborer more perceivability in the organization (31 percent)Being ignored for an advancement (26 percent)More than 50% of ladies from the GCC feel they win not exactly their male partners and that they have less risk of getting advancement, as indicated by another review on ladies in the work environment. Bayt.com, the online occupations entry, and YouGov Siraj surveyed 2,086 ladies in the marrow East, about a quarter of them in the UAE.De spite the fact that the greater part accepted they worked equivalent hours and wanted to continue functioning as long, 53 every penny felt they got less pay and 57 every penny said they were more averse to be advanced than their male partners. This disagreement could originate from numerous elements, including obsolete generalizations, and unequal instruction open doors for men and ladies, said Amer Zureikat, Bayt.coms local supervisor.It could likewise be a consequence of working environments that are inadequately prepared for female preparing and profession movement, he included, including maternity farewell and childcare choices. The uplifting news is that with more ladies entering the workforce and climbing the positions and involving ripened parts in industry, this difference ought to characteristically revise itself, said Mr Zureikat. Jeetu Sharma, an examination partner at YouGov Siraj, said that the overview results measure how ladies in the working environment feel, not whether they do actually winless or get less advancements.The size of working environment disparity still confronted by a great many ladies has been revealed by a study that proposes more than 50% of female workers have encountered some type of segregation at work.The discovering originates from the interval aftereffects of the most considerable study ever directed into the encounters of Britains female workforce. Venture 28-40, embraced by Opportunity Now, has as of now been finished by more than 25,000 ladies and plans to get to 100,000 proceeding distributed its last results. really nearly a fifth of the ladies overviewed so far say that their professions have slowed down in light of the fact that chiefs neglected to advance them or offer preparing open doors. A little more than one in 10 accomplished inappropriate behavior. The knowledge takes after the news that the sex pay fella is enlarging without precedent for a long time, as indicated by information from the Office for Na tional Statistics discharged recently.Imbalance in the working environment still exists, in various ways.While changes to the Americans with Disabilities Act request that businesses oblige specialists with restorative difficulties from pregnancy, pregnancy itself is not viewed as incapacity. Accordingly, head honchos dont need to lawfully suit pregnant laborers, merely for the most minor appeals. For one situation, a lady who worked at a Walmart in Kansas was terminated for soliciting to convey a container from water with her as she supplied the racks. Indeed, even in the wake of giving a specialists note, the lady was doubtlessly advised to discard the water or leave.Im not going to say that ladies make 77 pennies to each mans dollar sign on the grounds that, as opposed to mainstream thinking, that is not really genuine. (In the wake of modifying for excursion time and calling decision, insights demonstrate that ladies make 91 pennies to each mans dollar.) I will, in any case, qu estion why this rate must be balanced. Numerous occupations are gendered, importance they are connected with manly or female intentions. Case in point, female medical attendants are viewed as typical while male medical attendants are generally not. As a rule, men are connected with the higher paying renditions of such employments, similar to a specialist. This issue makes you wonder How would we strip the higher paying occupations of their sex undertones?As indicated by Harvard Business Review, studies demonstrate that high-potential ladies are over mentored and under sponsored with respect to their male companions. What does this mean? It implies that ladies are honored various coaches, who will send them to more presentations and gatherings, however not supports, who can use their impact with senior administrators to promoter for the mentee. This means more work, yet less association, which doesnt generally appear like a reasonable equalization.Under the Family and Medical Leave A ct (FMLA), laborers are qualified for up to 12 weeks of maternity leave. That is, unless they work at a little organization or has been utilized for not as much as a year. Something else, 8 weeks is the most extreme time span. The way things are, this law just shields one a large portion of the workforce from unlawful end. In one report, a lady who consented to get a C-segment in return for having 11 weeks of maternity leave was let go in light of the fact that the understanding was not put in composing. As though new mothers dont have enough issues.Regardless of the developing number of female providers, ladies are frequently still anticipated that would handle the excellent nurturing obligations. Actually, while 40 percent of mothers work low maintenance to deal with their kids, just 3 percent of men do likewise.In 2012, when a female official at the Computer Sciences crapper documented a lewd behavior argument against one of her associates, she was advised to stop griping and wa s later terminated. Prior, in 2011, a day spa laborer educated her supervisor that numerous male clients had presented themselves to her however the organization did nothing to stop it, guaranteeing that reporting the episode would head out clients. This year, a carrier pilot preserve a sex segregation suit against Delta Airlines, guaranteeing they overlooked her protestations about being pestered in the cockpit.At the point when men and ladies cooperate, the men are more inclined to get the credit regardless of the fact that she did the majority of the work and hes lesser. It might be a mix of men being accepted more equipped and ladies not effectively assuming praise for their work.Exploration demonstrates that ladies must demonstrate that they are equipped for succeeding in a part before they are advanced into it, though men may be advanced on their apparent potential. That implies men regularly climb speedier in associations. At the point when a men strolls in the entryway, he gets the advantage of male generalizations,Examination demonstrates that both men and ladies think ladies ought to be decent and kind and sustaining, and those men ought to be solid. At the point when men show outrage it would seem that quality, however when ladies do likewise, they are seen as excessively passionate and crazy. These generalizations are profoundly imbued,There is an example here negative conduct toward ladies in the work environment is disregarded in light of the fact that it is not a need. A glade explanation? Maybe. Anyhow, if these stories (and the film Jaws) has taught me anything, its that concealing an issue for the purpose of attention or cash doesnt end well for anybody.The discrimination against the women should be discouraged at every level. For this purpose regimen should take necessary actions so as to eradicate this discrimination and women get their due rights. If they are qualified enough to be employed or promoted it should not be the matter that she is discouraged because of the male dominancy rather she should take a stand and be the example for the rest of her coworkers.The government should adopt a strategy to thoroughly check the credentials of all the males applying for the job and check their previous history to check whether he is involved in any sorts of sexual harassment. For all those who mistreat women at work or at home should be heavily fined and strict action should be interpreted against them so as to make them learn not to misbehave with females. The society should support the working women to work with full confidence and without getting confused because of males working around them.