چکیده:
Human Resource Management (HRM) is a noteworthy tool of all the organization. Its significance has puffed-up day by day due to heterogeneous workers and organizations, to recognize and effectively manage workforce diversity by HRM practices. The main purpose of this paper is to investigate gender discrimination by means of sticky floors and glass ceiling effects in the public and private sectors. The study conducted on two types of organizations in Islamabad, public and private, regardless of the nature of the work. Total sample size for this study is 30 comprising 05 public and 05 private organizations in Islamabad. A sample of male and female workers for the public and private organizations is 15 for each. The data collected through interviews, observations and analyzed using Microsoft Excel. The averages and percentages were calculated and the tables, charts and graphs were designed using the Excel spreadsheets. How women are discriminated against in the minds of the wage and qualification? This would be the main question of this paper.
خلاصه ماشینی:
, 5 (3), 249-260, Summer 2015 © IAU Gender Bias at Workplace: Through Sticky Floor and Glass Ceiling: A Comparative Study of Private and Public Organizations of Islamabad 1* M.
Keywords: Gender biasness, Glass ceiling, Sticky floors, Gender pay gap, Gender discrimination INTRODUCTION A set of traditional behavior are recognized by every society where men and women are expected to act in their own abilities.
This study is performed to evaluate gender discrimination by the glass ceiling, sticky floor, and their particular outcomes, in public and private organizations of Islamabad.
RESEARCH METHOD Objectives of the Study The objectives of the study are as follows: To evaluate the gender bias behavior at work place To propose practices that help to reduce the sticky floor and glass ceiling effects To measure the level of gender wage gap Hypotheses Based on the literature review, the following hypotheses are developed for the study H1 Gender bias in employment prevails more in public sector than in private sector.
The analysis and observations of the study are as follows: Prejudice and Discrimination One of the foremost findings of this research is that women face more biasness than men in employment in both organizations do.
Phil/Ph. D Private Organizations 30% 60% 10% Public Organizations 66% 30% 4% Figure 1: Qualification levels of women in public and private organizations Gender Wage Gap Another finding of the study is that wage bias is more pertinent in female than in men, in both sectors (H4).