What strategies can be used to eradicate gender bias, bias due to race, religion or sexual orientation?
The following outline ought to be included in the paper. This outline’s sections, subheadings, and titles must all be in your paper:
1. Introduction: Explain the goal of your article and how it relates to organizational theory and behavior in no more than 1-2 paragraphs. For instance, the following sentence belongs in your introduction’s final paragraph: This essay aims to investigate the connection between effective motivation and productivity gains in businesses.
Background 2. Use 1-2 paragraphs in this part to explain the motivation for your enquiry. What draws your attention to this subject? Do you know of any previous research in this field? Is the issue something you have dealt with professionally, or is it a significant problem that organizational management are trying to solve? Have you already used an interview, survey, or other method to address this issue at work?
3. Literature Review: To show the reader that your field of research or issue is pertinent to current organizations and is worth discussing, utilize this portion of your paper, which should take up approximately 1-2 pages, to cite roughly three literature sources.
4. Analysis: In this section, you should spend no more than a couple of pages to sum up the effects that this problem—whether or not it is adequately addressed—has on organizational performance.
5. Concluding Remarks: In this section, you should spend no more than a half-page to a page to discuss how much you think this issue or problem needs to be looked at and fixed in order to boost organizational performance.
6. References; This part should list the periodicals, books, and manuscripts that you used as research sources.
Overview
Here are 10 actions you can do to help remove gender prejudice in your workplace.
1. Be truthful
Transparently report your gender data. For businesses larger than a particular size, this is the legislation in the UK.
Include a detailed action plan, complete with goals and deadlines, outlining the efforts your organization is doing to reduce the gender pay gap.
Explain the concrete progress you want to achieve to your team in an honest and transparent manner.
2. Help women advance to more senior positions
Each company has established gender objectives, broken down by business lines and roles, including Accenture, Barclays, Credit Suisse UK, and KPMG.
They may continuously compare their progress to their goals thanks to their well stated intermediate milestones and deadlines.
3. Introduce gender-neutral hiring practices
Be careful how you word your job postings.
According to research, women are turned off by words like “competition” and “driven.” However, adjectives like “collaborative” and “cooperative” tend to draw in more women than males.
Use blind review procedures, anonymize resumes, and standardize interviews.
Blind evaluation processes, such as work sample tests and neuroscientific evaluations of an applicant’s aptitude and abilities, have, according to Unilever and Vodafone, assisted them in hiring people from more varied backgrounds.
4. Examine pay scales and standardize it
Regularly check pay for equality between racial and gender groups.
When hiring, base the pay scale on years of experience with some room for exceptional accomplishments, not on how effectively the candidate bargained their prior compensation.
