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Running head: SEXISM AT WORK PLACE

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SEXISM AT WORKPLACE

Sexism at Workplace: Policy Advocacy Proposal

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Sexism at Workplace: Policy Advocacy Proposal

Sexism at the workplace has been a social problem for a long time now. Even though many strategies have been formulated to help reduce this issue, more efforts need to be put in place so as to reduce sexism, especially against women. Our societies have been surrounded with many cases where women are denied equal opportunities at the workplace. Men are usually favored by women especially when it comes to promotion, certain occupations, managerial positions, salary and wages among others. In many organizations, men are considered first for any activity including projects while women tend to be the last option. Most women are subjected to sexism at the workplace and few of them recognize it.

Therefore, there is need to advocate for policies that will help reduce to the possible minimum, issue of sexism at the place of work. Employees both men and women, employers, government agencies and the public at large need to know that the issue of sexism has become part of our societies and need to be rooted out. The major audience of this policy advocacy includes employees of both genders, the government especially the agencies involved in policy making, employee unions and employers. The employees need to know of different forms of sexism that exist at the workplace so as to be vigilant in their day to day activities. The social problem of sexism directly affects the women in workplaces (Powell & Laura, 2002).

Men on the other hand, even though they are not the victims of the social problem they have a great extent of participation. Men at all levels at the place of work need to know the importance of respecting women and their right by giving them equal chances.

Creating such awareness among men employees will help eliminate the notion that men will always be preferred against women in any situation. Therefore, both men and women will work hard to ensure that they attain the required level of capability at the workplace on an equal and fairground (Powell & Laura, 2002).

Employers, on the other hand, have a direct influence on sexism at the workplace. Employers are the key decision makers in the affairs surrounding workplace. Therefore, any decision that is made by the employer will either promote sexism or eliminate it. There is need to inform the employers of the importance of ensuring a fair and equal work environment. The employers need to follow the industrial policies that have put in place concerning equal treatment of the employees regardless of their gender. Additionally, the employers also play a major role in formulation and implementation of the policies that can help minimize the issue of sexism at the workplace (Powell & Laura, 2002).

Government including its agencies and policymakers has a key role in formulating the industrial policies that govern all the employees as well as actions of the employers. The government needs to make an effort to emphasize on the policy in place and enforce others as well. The government also has the power to oversee all actions in the labor and employment sector to make sure that rights are not violated. Finally, the labor unions are there to ensure that the rights of employees are protected and their interests are looked after. Therefore, in cooperation with the policymakers, strategies should be designed to help reduce the issue of sexism in the employment sector.

The main information to be communicated in the policy advocacy includes the effects of sexism and the strategies that can be put in place to deal with the social problem. There are many effects that sexism has on female employees in an organization. Women tend to backlash in chasing roles that are associated with higher status. This is because women are usually linked with lower status compared to men who are associated with higher social status (Stamarski & Son Hing, 2015).

Another effect is that women tend to have lower self-esteem. Most women tend to feel as nothing and less worthy when they are discriminated at the place of work. Low self-esteem can result to low job performance and psychological issues such as depression. Another effect is that the mental health of women will be affected as a result of sexism. This will result in increased cost and poor economic performance (Stamarski & Son Hing, 2015).

There are a number of strategies that can be included in the policy governing employee welfare and rights. The first strategy is to form boards to oversee the employer and employee relationships. This means that any employee who feels that her rights have been violated can work directly with the agency and lay her issues on the table. Issues can include such as unfair promotion, discrimination when hiring in a particular occupation and many others. Another strategy is for the labor unions and the government to make sure that they oversee all employee activities and decisions concerning employees. This can include promotion, firing and many others to make sure that an equal ground for achievement is given to both men and women employees.

The communication channel will include mass media including television, newspaper, and radio. These channels will be used to pass the information countrywide. Organizations newsletters and notice boards will also be used to communicate to employees within each individual organization.

References

Powell, G. N., & Laura M. G.( 2002). Women and Men in Management, 3rd ed. Sage Publications, Inc.

Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in Psychology, 6, 1400. http://doi.org/10.3389/fpsyg.2015.01400