GENDER AND SOCIOLOGY

PSDA-1 : RESEARCH PROJECT

SOC227
4TH SEMESTER

TOPIC: GENDER DISPARITY IN A WORKPLACE ENVIRONMENT AS A FORM

GENDER BASED VIOLENCE
AMITY LAW SCHOOL, NOIDA

S.NO. NAME ENROLLMENT CLASS -

NUMBER SECTION

1 ISHITA GUPTA A3211119188 19C

2 TANVI CHHABRA A3211119166 19C

3 ANANYA MOHANTY A3211119157 19C

TABLE OF CONTENTS

S.NO. TOPIC

1. ABSTRACT
KEYWORDS

2. INTRODUCTION

3. OBJECTIVES

4. RESEARCH METHODOLOGY

5. HYPOTHESIS

6. RESEARCH QUESTION

7. RESULTS AND DISCUSSION

8. SUGGESTIONS

9. CONCLUSION

10. REFERENCES
 11. LINK TO RESEARCH QUESTIONNAIRE

ABSTRACT
India struggles with gender inequality issues beyond just equal economic growth and access to
educational resource opportunities. Gender inequality exists in the form of socially constructed,
predefined gender roles firmly anchored in India’s sociocultural fabric that has deep cultural and
historical roots.Sociocultural influences have spillover effects across all domains, including the
organizational workforce, and social and political contexts. This unquestionable influence is still
accepted as the norm within the societal and familial periphery. The research methodology of the
study is based on primary quantitative through online questionnaire of men and women and
qualitative secondary data. The paper analyses gender inequality in Indian organizations. It is
concluded that level of education directly influences the gap between men and women in a
workplace environment.

Keywords : Gender differences, workplace environment , inequality, sociocultural influence,

cultural influences, workforce, India, women, women’s development,education level

INTRODUCTION

Gender inequality or Gender disparity has been a social issue in India for centuries. That in many
parts of India, the birth of a girl child is not welcomed is a known fact. It is a known fact too, that
discrimination starts from even before the girl child is born and sometimes she is killed as a
foetus, and if she manages to see the light of day, she is killed as an infant, which makes up the
highly skewed child sex ratio where for every 1000 boys in India, there are only 908 girls. In
such a scenario, it is but obvious that for myriad reasons, many girls across the country are
forced to drop out of school.Patriarchal norms have marked women as inferior to men. A girl
child is considered a burden and is often not even allowed to see the light of the world. It is hard
to imagine this state of affairs in the 21st Century when women have proved to be strong leaders
in every field possible. From wrestling to business, the world has been revolutionised by
exceptional women leaders in fields that were until recently completely
dominated by men. Women continue to occupy fewer jobs and sectors than men. Those working
in the same occupation as men are still systematically paid less. Globally, according to ILO data,
fewer than one third of managers are women, a situation that has changed very little in the last 30
years. Women with children are further penalised with regards to employment, pay and
leadership opportunities. These penalties are carried throughout a woman’s life cycle, often
contributing to poverty during elder years. Violence and harassment are unacceptable and
continue to have a detrimental impact on women’s participation in employment. It remains a
depressingly widespread phenomenon, irrespective of country, position or sector

Gender disparity is a grim reality of our society. A workplace environment should not be one to
conform to misleading and conventional norms of the society. Despite decades of progressive
efforts there's still a great deal of workplace inequality all over the world.

Since liberalization in the 1990s, India has witnessed a growth in the number of educated
middle-class people in professions. However, there are few individuals in leadership positions
and decision-making bodies. For instance, While the earlier notion of the ideal woman as
homemaker has been replaced by one which idealizes women of substance, a woman’s role in the
family continues to be pivotal and is even viewed as central in defining Indian culture.

The purpose of this paper is to analyze how and to what extent gender inequalities are
reproduced in the organizations employing educated professionals.

The paper highlights how various norms and practices enacted in the specific socio-cultural
context construct and maintain masculinity and/or femininity at the workplace depriving
opportunities to professional men/women which affect their rise to leadership positions.

The issue of equal wage is still a hot-button topic. We aim to use the limited resources at our use
and decipher, to the best of our knowledge, the issues and factors which influence the whole
ordeal of a wage gap.

OBJECTIVES

1. To analyse the root causes of the existing disparity between the genders in a workplace
environment.
2. To understand the institutional discrimination in the inherent Human Resource (HR)
policies of workplace organisations.
3. To decipher whether gender privileges lead to sexism and false allegations in the name of
gender disparity.
4. To study the constitutional provisions regarding workplace equality and situations of
inequality.
 RESEARCH METHODOLOGY

Baseline data for the Study was collected between 14 march 2021 and 21 march 2021 in New
Delhi , India.The overall purpose of this study was to assess the disparity faced by women of 25
to 53 years of age at a workplace environment.

METHODS

The approach towards the research for this project is mixed and descriptive.
This specific methodology was chosen to address questions such as what the law was previously,
how the issue is being addressed now and whether there are indications as to how the
environment pertaining to our topic of research might be evolving or developing. Primary Data
in form of online surveys has been accumulated in order to establish transparency for our paper.
The second fold would be a secondary research approach where we will be using published
manuscripts, documents, testimonials, articles and blogs, as our collection of qualitative data was
restricted due to the ongoing global pandemic.

Prior to the start of the study, eligible participants were informed about the purpose and scope of
the study. The selected participants were of varied ages, qualifications, specialization, work
experience, work setting to ensure adequate representativeness.

The inclusion and exclusion criteria of the study were as follows:

Inclusion criteria :-

1. Females currently working

2. Females who have former experience in work environment.
3. Females who have not worked in a work environment before
4. Females working with at least one male colleague

HYPOTHESIS
Education has a direct impact on gender disparity in work place environment.

RESEARCH QUESTION
What are the gender disparity norms in a workplace environment?
 RESULTS AND DISCUSSION

RESULTS

32% women claimed they had faced occupational disparity which further lead 24% of them to
face disparity in getting a promotion. 72% believed family plays an important role in
occupational disparity by discouraging female family members to take up certain professions ,
24% disagreed with the statement. 44% participants agreed with the statement that “MANY
WOMEN DO NOT GAIN EMPLOYMENT DUE TO MATERNITY LEAVE.” 20% strongly
agreed with the statement that “MANY WOMEN DO NOT GAIN EMPLOYMENT DUE TO
THE SEXUAL HARASSMENT OF WOMEN AT WORK PLACE ACT” , 32% agreed and 44%
were neutral regarding the statement. 88% participants would like to see more women in male
dominated jobs however only 4% agreed that it should be equal. 48% of the candidates strongly
agreed that "MORE EDUCATION OF WOMEN WILL DIRECTLY LEAD TO LESS
OCCUPATIONAL DISPARITY” whereas 12% completely disagreed.
DISCUSSION

DISPARITY OR INEQUALITY IN WORK PLACE

In this week we explore gender inequality in the workplace. This is probably one of the most
familiar contexts for recognising gender inequality as it is a comparatively more regulated and
reported aspect of our lives than in the home or society at large. It is the arena in which much of
the equality-related legislation has been focused.
After education, the equality of rights at work provide one of the key means for achieving
independence, economic security and well-being, status, a sense of professional accomplishment
and personal growth. As we have seen, historically women’s roles have been seen to be more
focused on the domestic sphere, but women are now playing a more significant role in the
workplace. In many countries workplace participation rates between men and women are quite
close, but differences can be found when we explore where they are employed (e.g. which
sectors), at what levels of seniority and pay, and the types of contracts they hold that have
implications for job security and workplace benefits.

Most of the present day legislation seeking to achieve gender equality has focused on the
workplace, since many other rights (e.g. to vote, own property etc.) have now typically been
secured. In the UK, the Equality Act 2010 combines previous legislation on individual acts of
discrimination and inequality into one legislation and broadly parallels the European Union
Equal Treatment Directives. It targets employers and other organisations providing services. The
protected characteristics under this act are: age, disability, gender reassignment, marriage and
civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. It
seeks to protect rights against direct, combined or indirect discrimination.

Since liberalization in the 1990s, India has witnessed a growth in the number of educated
middle-class women in professions. However, there are few women in leadership positions and
decision-making bodies. While the earlier notion of the ideal woman as homemaker has been
replaced by one which idealizes women of substance, a woman’s role in the family continues to
be pivotal and is even viewed as central in defining Indian culture. The purpose of this paper is
to analyze how and to what extent gender inequalities are reproduced in the organizations
employing educated professionals.

GENDER PAY DISPARITY

As per the International Labour Organisation (ILO), gender pay gap refers to the difference in
average wages between all women and all men who are engaged in paid employment.2 Based on
its analysis, gender pay gap is used as a common indicator of gender inequality in the world of
work and is also used to monitor progress towards gender equality at the national or international
level.3

Wage inequality remains a serious challenge not just globally, but also to India's path to
achieving decent working conditions and inclusive growth, states the India Wage Report
prepared by the ILO in 2018.4 The IBA Global Employment Institute's Eighth Annual Global
Report, which provides national regulatory trends in human resources law, states that
gender-related developments in discrimination laws and practices are most prevalent.

India ranks 108 in World Economic Forum's (WEF) gender gap index in 2018, which is the same
rank it held in 2017.7 Apart from the gender pay gap, India is also facing a huge pay disparity
among the categories of organised and unorganised sectors, rural and urban areas and regular and
casual workers.

As per the Employment and Unemployment Survey conducted by the National Sample Survey
Office (NSSO), average daily wages have almost doubled between 1993-94 and 2011-12,
increasing more rapidly in rural areas than in urban areas and for casual workers than regular
workers.8 The significant increase of wages in the rural areas can be attributed to the
introduction of welfare policies by the government, such as the Mahatma Gandhi National Rural
Employment Guarantee Act, 2005 (MGNREGA), while wage policies for the urban population
remains the same. As per the WEF report on wage equality for similar work indicator, India has
improved its rank to 72nd.

Gender inequality examples

For clarity on the above, you can refer to the below instances for reference on how wide a topic
this can be.

Unequal pay: As we mention above in gender pay reporting, this is one of the most pressing
examples of sexism in the workplace. You now must follow government guidelines regarding
this matter.

Unfavourable recruitment strategy: This can include questions about whether a female
candidate intends to have children, or suggesting in your job spec that the role is more for men.

Different opportunities: If your business has career progression opportunities that favour men
over women.
Redundancies: Terminating a female employee for making a claim of unequal treatment at work.

Bias: Showing preferential treatment towards male colleagues over female ones, such as in
promotions or day-to-day conversation.
Sexual harassment: An act of gross misconduct, this behaviour towards men or women can have
serious consequences.

Holding sexist views: Promoting outdated views about men or women, such as outdated gender
stereotypes.
Types of gender inequality can vary dramatically between men and women.

So it’s important to stay vigilant have clear policies on how you expect your employees to
behave in around your working environment.

LEGAL CASE LAWS

Talking from a legal perspective, gender equality in India has it’s backing from our Constitution.
Every citizen of India has been given certain rights to protect their interest in the society against
any violence which are put into effect by the courts with subject to some limitations. Among
these fundamental rights, there is a right to equality granted to every citizen who protects them
from discrimination and other gender equality issues which they face due to ill mind of the
society. It discards the biasness toward the individuals and a right to stop the unfair treatment on
the basis of caste, race, class, sex and religion. This practice of inequality can be seen in every
corner of society i.e. the workplace, among the families, religious places etc.

The right to equality given by the court is subject to exclude the practice of discrimination in the
employment field, the abolition of untouchability and the abolition of titles for the equality of
prospect. This is the major privilege given to every citizen in the society, which is also being
mentioned under Article 14, 15, 16, and 17 of the constitution of India to highlight the major
problems of gender inequality. This is the superior right which has been given to them as it is
imperative that they have an easy access to the court to exercise their equality rights.

The Constitution of India not only grants equality to women but also empowers the State to
adopt measures of positive discrimination in favour of women for neutralizing the cumulative
socio economic, education and political disadvantages faced by them. Fundamental Rights,
among others, ensure equality before the law and equal protection of law; prohibits
discrimination against any citizen on grounds of religion, race, caste, sex or place of birth, and
guarantee equality of opportunity to all citizens in matters relating to employment. Articles 14,
15, 15(3), 16, 39(a), 39(b), 39(c) and 42 of the Constitution are of specific importance in this
regard.

Constitutional Privileges :

(i) Equality before law for women (Article 14)

(ii) The State not to discriminate against any citizen on grounds only of religion, race, caste, sex,
place of birth or any of them (Article 15 (i))

(iii) The State to make any special provision in favour of women and children (Article 15 (3))

(iv) Equality of opportunity for all citizens in matters relating to employment or appointment to
any office under the State (Article 16)

(v) The State to direct its policy towards securing for men and women equally the right to an
adequate means of livelihood (Article 39(a)); and equal pay for equal work for both men and
women (Article 39(d))

(vi) To promote justice, on a basis of equal opportunity and to provide free legal aid by suitable
legislation or scheme or in any other way to ensure that opportunities for securing justice are not
denied to any citizen by reason of economic or other disabilities (Article 39 A)

(vii) The State to make provision for securing just and humane conditions of work and for
maternity relief (Article 42)
(viii) The State to promote with special care the educational and economic interests of the
weaker sections of the people and to protect them from social injustice and all forms of
exploitation (Article 46) (ix) The State to raise the level of nutrition and the standard of living of
its people (Article 47)

(x) To promote harmony and the spirit of common brotherhood amongst all the people of India
and to renounce practices derogatory to the dignity of women (Article 51(A) (e))

(xi) Not less than one-third (including the number of seats reserved for women belonging to the
Scheduled Castes and the Scheduled Tribes) of the total number of seats to be filled by direct
election in every Panchayat to be reserved for women and such seats to be allotted by rotation to
different constituencies in a Panchayat (Article 243 D(3))

(xii) Not less than one- third of the total number of offices of Chairpersons in the Panchayats at
each level to be reserved for women (Article 243 D (4))

(xiii) Not less than one-third (including the number of seats reserved for women belonging to the
Scheduled Castes and the Scheduled Tribes) of the total number of seats to be filled by direct
election in every Municipality to be reserved for women and such seats to be allotted by rotation
to different constituencies in a Municipality (Article 243 T (3))

(xiv) Reservation of offices of Chairpersons in Municipalities for the Scheduled Castes, the
Scheduled Tribes and women in such manner as the legislature of a State may by law provide
(Article 243 T (4))

In Arati Durgaram Gavandi vs Managing Director (2008), Bombay High Court stated that
,"It is necessary and expedient for employers in work places as well as other responsible persons
or institutions to observe certain guidelines to ensure the prevention of sexual harassment of
women."

In Nilabati Behera vs. State of Orissa 1993(2) SCC 746, a provision in the ICCPR was referred
to support the view taken that an enforceable right to compensation is not alien to the concept of
enforcement of a guaranteed right', as a public law remedy under Article 32, distinct from the
private law remedy in torts. There is no reason why these international conventions and norms
cannot, therefore, be used for construing the fundamental rights expressly guaranteed in the
Constitution of India which embody the basic concept of gender equality in all spheres of human
activity.
The judgment in Vishaka & Ors vs State Of Rajasthan & Ors on 13 August, 1997 contains a
specific direction that the guidelines and norms set out therein "would be strictly observed at all
workplaces for the preservation and enforcement of a right to gender equality of all working
women". The Supreme Court has held that its directions "would be binding and enforceable in
law" until suitable legislation is enacted to occupy the field.

The GUIDELINES and NORMS prescribed in the above mentioned case are as under:-

HAVING REGARD to the definition of 'human rights' in Section 2(d) of the Protection of
Human Rights Act, 1993, TAKING NOTE of the fact that the present civil and penal laws in
India do not adequately provide for specific protection of women from sexual harassment in
work places and that enactment of such legislation will take considerable time, It is necessary
and expedient for employers in work places as well as other responsible persons or institutions to
observe certain guidelines to ensure the prevention of sexual harassment of women:

1. Duty of the Employer or other responsible persons in workplaces and other institutions:

It shall be the duty of the employer or other responsible persons in work places or other
institutions to prevent or deter the commission of acts of sexual harassment and to provide the
procedures for the resolution, settlement or prosecution of acts of sexual harassment by taking all
steps required.

2. Definition:

For this purpose, sexual harassment includes such unwelcome sexually determined behaviour
(whether directly or by implication) as:

a) physical contact and advances;

b) a demand or request for sexual favours;

c) sexually coloured remarks;

d) showing pornography;

e) any other unwelcome physical verbal or non-verbal conduct of sexual nature.

Where any of these acts is committed in circumstances where under the victim of such conduct
has a reasonable apprehension that in relation to the victim's employment or work whether she is
drawing salary, or honorarium or voluntary, whether in government, public or private enterprise
such conduct can be humiliating and may constitute a health and safety problem. It is
discriminatory for instance when the woman has reasonable grounds to believe that her objection
would disadvantage her in connection with her employment or work including recruiting or
promotion or when it creates a hostile work environment. Adverse consequences might be visited
if the victim does not consent to the conduct in question or raises any objection thereto.

3. Preventive Steps:

All employers or persons in charge of work place whether in the public or private sector should
take appropriate steps to prevent sexual harassment. Without prejudice to the generality of this
obligation they should take the following steps:

(a) Express prohibition of sexual harassment as defined above at the work place should be
notified, published and circulated in appropriate ways.

(b) The Rules/Regulations of Government and Public Sector bodies relating to conduct and
discipline should include rules/regulations prohibiting sexual harassment and provide for
appropriate penalties in such rules against the offender.

(c) As regards private employers steps should be taken to include the aforesaid prohibitions in
the standing orders under the Industrial Employment (Standing Orders) Act, 1946.

(d) Appropriate work conditions should be provided in respect of work, leisure, health and
hygiene to further ensure that there is no hostile environment towards women at work places and
no employee woman should have reasonable grounds to believe that she is disadvantaged in
connection with her employment.

4. Criminal Proceedings:

Where such conduct amounts to a specific offence under the Indian Penal Code or under any
other law the employer shall initiate appropriate action in accordance with law by making a
complaint with the appropriate authority.

In particular, it should ensure that victims, or witnesses are not victimized or discriminated
against while dealing with complaints of sexual harassment. The victims of sexual harassment
should have the option to seek transfer of the perpetrator or their own transfer.

5. Disciplinary Action:

Where such conduct amounts to mis-conduct in employment as defined by the relevant service
rules, appropriate disciplinary action should be initiated by the employer in accordance with
those rules.

6. Complaint Mechanism:
Whether or not such conduct constitutes an offence under law or a breach of the service rules, an
appropriate complaint mechanism should be created in the employer's organization for redress of
the complaint made by the victim. Such complaint mechanism should ensure time bound
treatment of complaints.

7. Complaints Committee:

The complaint mechanism, referred to in (6) above, should be adequate to provide, where
necessary, a Complaints Committee, a special counsellor or other support service, including the
maintenance of confidentiality.

The Complaints Committee should be headed by a woman and not less than half of its members
should be women.

Further, to prevent the possibility of any under pressure or influence from senior levels, such
Complaints Committee should involve a third party, either NGO or other body who is familiar
with the issue of sexual harassment.

The Complaints Committee must make an annual report to the government department
concerned of the complaints and action taken by them. The employers and person in charge will
also report on the compliance with the aforesaid guidelines including on the reports of the
Complaints Committee to the Government department.

8. Workers' Initiative:

Employees should be allowed to raise issues of sexual harassment at workers meeting and in
other appropriate forum and it should be affirmatively discussed in Employer-Employee
Meetings.

9. Awareness:

Awareness of the rights of female employees in this regard should be created in particular by
prominently notifying the guidelines (and appropriate legislation when enacted on the subject) in
a suitable manner.

10. Where sexual harassment occurs as a result of an act or omission by any third party or
outsider, the employer and person in charge will take all steps necessary and reasonable to assist
the affected person in terms of support and preventive action.

11. The Central/State Governments are requested to consider adopting suitable measures
including legislation to ensure that the guidelines laid down by this order are also observed by
the employers in the Private Sector.
12. These guidelines will not prejudice any rights available under the Protection of Human
Rights Act, 1993.

Accordingly, we direct that the above guidelines and norms would be strictly observed in all
workplaces for the preservation and enforcement of the right to gender equality of the working
women. These directions would be binding and enforceable in law until suitable legislation is
enacted to occupy the field. These Writ Petitions are disposed of, accordingly.

REAL LIFE EXAMPLES

Leadership is all about making a difference. One can lead from the front or from anywhere else
in the line. It doesn’t matter. In order to be a good leader, there are many basics that need to be
imbibed. These may include being a visionary, team player, risk taker, a great communicator,
being authentic, adept at influencing stakeholders, making decisions, having a business sense,
etc.

Women can demonstrate more of socially acceptable behaviour and their natural instinct of
caring can earn them trust of people faster. Women seeking leadership position work harder to
earn attention and trust of their male counterparts in order to grab the opportunity.

For example, Malala Yousafzai was born in Pakistan on July 12, 1997. Yousafzai’s father was a
teacher and ran an all-girls school in her village, however when the Taliban took over her town
they enforced a ban on all girls going to school. In 2012, at the age of 15, Malala publicly spoke
out on women’s rights to education and as a result, a gunman boarded her school bus and shot
the young activist in the head. Malala survived. Yousafzai moved to the UK where she has
become a fierce presence on the world stage and became the youngest ever recipient of the Nobel
Peace Prize in 2014, at 17 years old. Malala is currently studying Philosophy, Politics and
Economics at the University of Oxford.

Indira Nooyi is the 12th highest paid corporate woman in the US, with an annual pay package of
over USD 12.7 million, according to Forbes magazine. She shares the world's 100 most powerful
women list with the likes of Condoleeza Rice, Sonia Gandhi, Oprah Winfrey and Hilary Clinton.
She was awarded the Padma Bhushan in 2007. Nooyi has been named the ‘Most Powerful
Business Woman in the world’ in 2006 and 2007 by Fortune magazine. Presently, there are only
10 Fortune 500 companies that are run by women. Nooyi is the 11th to break into the top
echelons of power. The Cola giant chairperson serves as an Honorary Co-Chair for the World
Justice Project.

Elected chancellor in 2005, Angela Merkel is the first woman and the first East German to hold
her nation’s highest elective office. When she steps down in 2021, she will be Germany’s
second-longest-serving leader of the modern era, after her former mentor, Helmut Kohl, who
spoke at Harvard’s Commencement in 1990.
 SUGGESTIONS
The purpose of this article is to provide an analysis of the causes of gender inequality in India. A
secondary purpose is to outline the possible policies and practices, within a human resource
development (HRD) framework, that could be implemented as productive steps toward reducing
gender inequality in the Indian workplace.

Although biases and stereotypes continue to persist within India, the situation seems
to be changing, albeit slowly. There is increasing recognition of the need to advance
gender equality within organizations in India, but we are still a long way from
understanding 'why' women find it difficult to work in organizations and on 'how to'
advance gender equality within organizations.

Work-Life Balance: The concept of a work­life balance today largely focuses on

married women with children. Audience discussions during the Forum touched upon
the fact that all employees should have a work-life balance, even married men and
single women. Kalyani mentioned that despite technologically p regressive aspects
of working Like telecommuting, for example, there is very little uptake on work-life
policies. It is important for organisations to reexamine the manner in which they
promote work-life balance policies to make employees more productive and the
organisation itself more inclusive.

Changing Individual Mindsets: In order to change organizational culture, individual

mindsets and practices need to be transformed. Given the nature of deep-seated biases
that manifest themselves consciously and unconsciously, organisations need to take
stock of the embedded nature of patriarchy to reform themselves in constructive ways.
Leadership: Leadership is a crucial component in changing workplace culture. Leaders can
promote mechanisms to address patriarchal action by using facilities that internal policies related
to gender equality establish; for example, utilising childcare facilities in the organisation. In this
manner, leaders appear more human and proactive, thereby promoting the benefits and
convenience of policies that foster a work-life balance.
Space for Dialogue: When organisations encourage their employees to freely speak about
discrimination by providing space for reflection, they foster an environment that is conducive for
change. When an employee 's issue brings about a change in policy, an organisation is
meaningfully ensuring that its employees' concerns are being taken into consideration. For
example, women staff feel more comfortable when a room for breastfeeding their infants is
allocated to them in organisations.
of the notions of productivity and efficiency by employees as well as organisations. For
instance, is the number of hours that an employee works for an accurate measure of their
productivity?
Merely changing policies is not sufficient to transform deeply embedded power structures.
Informal cultural norms and exclusionary practices that perpetuate uneven power relations
need to be constantly reexamined. There is a strong need to start and sustain a dialogue on
gender equality in the workplace as workplaces cultures will have to change to further create
counter-patriarchal effects.
Currently, the data that exists is at a macro level and little data is available at the level of the
organisation. Lack of data at the organisation level impedes civil society organisations from
developing policies that advance gender equality. Organisations should build tools for data
collection that evaluates perceptions of gender equality in the organisation.

CONCLUSION

In most societies, there’s an inherent belief that men are simply better equipped to handle certain
jobs. Most of the time, those are the jobs that pay the best. This discrimination results in lower
income for women. Women also take on the primary responsibility for unpaid labor, so even as
they participate in the paid workforce, they have extra work that never gets recognized
financially. Majorly organisational , political and cultural change is required to reduce gender
disparity at workplace. Research proves that levels of education and occupation are in a direct
relation high level of education and literacy results in high employment rate and visa versa.
It has also been proven women’s employment goes up at higher educational levels and shows a
pattern similar to that for men showing the narrowing of gender gaps. According to the results
48% strongly agreed and 12% disagreed with the statement "MORE EDUCATION OF WOMEN
WILL DIRECTLY LEAD TO LESS OCCUPATIONAL DISPARITY." Thus, the hypothesis has
been proven to be true. Finally , it is definitive that increase in access to education to women
will decrease the social evil of occupational disparity.

REFERENCES

● https://www.emerald.com/insight/content/doi/10.1108/EDI-04-2016-0029/full/html
● https://ajph.aphapublications.org/doi/full/10.2105/AJPH.2004.045039#_i6

● https://in.boell.org/sites/default/files/uploads/2013/10/briefing_paper_18.pdf

● https://www.soas.ac.uk/fedi/research-output/file137461.pdf