Gender Mainstreaming A New Policy For A Company Sociology Essay Example

enhance women's empowerment and ensure their equal participation with men in the development process, as stated by the UN in 1986. The concept of gender mainstreaming was introduced at the 4th United Nations World Conference on Women in Beijing, where member countries were required to develop policies that consider the impact on both women and men before making decisions. This commitment to gender mainstreaming has remained a focal point of discussions in subsequent UN conferences and its entities. One crucial aspect is the Convention on the Elimination of All Forms of Discrimination against Women (CEDAW), which was adopted by the UN General Assembly in December 1979. CEDAW aims to improve women's living conditions compared to men and plays a fundamental role in gender mainstreaming. Currently, according to OHCHR (2009), 186 provinces have ratified CEDAW. However, despite efforts towards gender equality and mainstreaming, concerns about land ownership persist as women still face marginalization and significant disparities.Various statistics demonstrate the extent of gender inequality. Women and girls make up around 60% of the world's poorest individuals, while approximately two-thirds of illiterate adults (876 million) are women. In industries and services, women earn only about 78% of what men do. Despite contributing to about 70% of unpaid care work for their families, women's economic contribution is undervalued. A significant percentage ranging from 10% to 50% of adult women face violence from their partners. During armed conflicts or crises, women disproportionately suffer physically and psychologically. Among the world's 35 million refugees and displaced people, approximately 80%, particularly women and children, are highly vulnerable to sexual violence.

To address these issues, gender mainstreaming is promoted as a development strategy to empower

both men and women. This approach aims to tackle challenges like the HIV/AIDS epidemic in sub-Saharan Africa and the obstacles faced by Palestinian women in the local labor market. According to UNDP (2003), over half of individuals living with HIV/AIDS in sub-Saharan Africa are young women with limited education—highlighting the need for targeted measures to reduce gender gaps and implement policies promoting equality for women.In Palestine, women face obstacles in employment and career advancement due to societal and religious norms. Despite some progress, limitations on working, unequal pay compared to men, and restricted career opportunities still persist. Therefore, it is crucial to further advance gender mainstreaming strategies to address these issues. To effectively incorporate gender mainstreaming, I propose implementing a policy that empowers women while ensuring equal rights for men. Simultaneously initiating this process can empower both genders.

The Department for International Development (DFID) in the UK suggests a twin-track strategy for gender mainstreaming as depicted in the provided diagram. Within our company, adopting this strategy offers two significant advantages. Firstly, it empowers women by restoring their confidence and energy that may have diminished due to lack of required experience for job expectations. This empowerment also brings economic and experiential benefits for women in their professional pursuits.

The implementation of gender mainstreaming strategies promotes equality, trust, and cooperation between men and women at work.This approach ensures equal value for both genders while eliminating bias or discrimination.Some decision makers may question the allocation of resources to gender mainstreaming activities and employee empowerment.However,the advantages of achieving gender equality and inclusivity outweigh the costs involved.Gender mainstreaming emerged as a response to the dissatisfaction of those who have been oppressed for

generations, demanding fair treatment and recognition as important contributors to society. Presently, there is a strong emphasis on democracy and equality in all aspects of society, including employment and promotion. It is crucial for individuals to be treated equally, receive fair salaries comparable to their peers, and have their human rights acknowledged and respected for fairness. Most countries have ratified international human rights conventions like CEDAW and the Universal Declaration of Human Rights, obligating them legally to fulfill these commitments at all levels, including within the private sector (UNDP, 2007). Article 11 of CEDAW specifically addresses gender discrimination in the workforce by encompassing equal job opportunities, fair selection criteria, workplace safety and security, access to benefits and healthcare, and protection against pregnancy-based discrimination. Upholding these principles is advisable since human rights reflect societal progress; hence credibility and accountability are significant factors. A prudent decision-maker will consider gender equality in employment opportunities and promotions alongside other workplace rights. Demonstrating accountability exhibits commitment towards developing both genders as well as the company's involvement in national and global development plans.Recognizing the importance of acknowledging the contributions of both men and women is essential for efficiency and sustainability. Taking a balanced approach that involves both genders in all processes results in more effective outcomes, rather than favoring one side exclusively. Both the long-term development processes and company growth play a role in contributing to sustainable development for both the company itself and the nation as a whole. The benefits of empowerment and equality extend not only to the company but also to employees of both genders and to the overall country. From an economic perspective, empowering both men and

women enhances their quality of life. Having well-paid jobs for both spouses positively impacts the entire family unit. It is important to note that this empowerment not only directly benefits women but also improves their surroundings. Conversely, a negative work environment for women adversely affects those around them as well.

When collaborating with international partners, especially from Western countries, we prioritize implementing gender mainstreaming policies as a demonstration of our commitment to gender equality in any partnership or collaborative projects we undertake. By incorporating gender mainstreaming within our company, we can facilitate our expansion into foreign markets while attracting foreign investments to our country. This chain reaction will lead to genuine and enduring development for our company and community alike.However, when it comes to implementing gender mainstreaming in an eastern community with a different culture, there may be obstacles. These barriers emerge from traditional beliefs that have been passed down through generations. Many families still hold the belief that women working is shameful and that their only role should be homemaking. Moreover, the community rejects the idea of adult females frequently leaving their homes.

In addition, the workforce, especially those in higher positions, often require education and experience that may involve going abroad or being away from home for extended periods - something that our community typically does not accept. Men who work alongside women feel embarrassed and ashamed when their female co-workers are promoted or earn more than them, and they try to prevent such situations from occurring. Furthermore, some men feel ashamed if their wives have higher positions at work than them and may refuse to empower them in the workplace.

Therefore, it is crucial not

to make drastic changes to the community's thoughts and culture. Instead, we should gradually introduce a mainstreaming agenda with specific outcomes while still respecting the community's values and religious beliefs without distorting the concept of mainstreaming itself. As we progressively implement all mainstreaming policies in our company, these social barriers will start to diminish over time. If done correctly, this process will bring about subtle change that eventually convinces all parties involved of its effectiveness over time.
The text explores religious barriers that women encounter, which are often based on misunderstandings or mythical beliefs. Some people believe that women should solely focus on reproduction and raising children, preventing them from leaving their homes for work. There are differing opinions regarding women's involvement in work and decision-making. Certain individuals argue that women should be concealed from men to maintain modesty, thus limiting their interaction with male colleagues. These beliefs advocate for men exclusively holding higher positions of authority while denying women roles of responsibility.

Nevertheless, Islamic scholars challenge these notions and reinterpret women's rights within Islam. Sheikh Mohammad Al-Ghazali addresses the misconceptions surrounding Islamic principles concerning women's rights by asserting that Islam allows them to leave their homes, work, and communicate with men. They even have the right to hold positions such as judges or ministers. Additionally, Sheikh Ali Jom'a states that religion permits women to become presidents.

Despite this religious permission, it remains puzzling why women still face obstacles in gaining promotions and empowerment. From a fiscal perspective, decision-makers may perceive empowering women as an additional expense due to existing costs associated with higher wages and training programs already in place.
To achieve gender mainstreaming, practical steps must be

taken to put the theoretical approach into action. These steps include identifying and addressing gaps that lead to discrimination against both men and women, revising policies to promote equality and bridge existing gaps, enhancing education levels through seasonal courses or scholarships for both genders, and implementing gender mainstreaming principles through training with internal and external experts. These actions are inspired by successful stories of gender mainstreaming overcoming challenges.

All company departments and activities should involve both male and female employees to facilitate the exchange of diverse experiences and ideas. The advancement of deserving women into higher positions within the company should be advocated for. Collaboration between decision-makers, current leaders, and emerging leaders is encouraged to support a new vision that recognizes adult females as leaders in any role until the glass ceiling is broken. Gender-based salary biases can be addressed by implementing integrated reward systems that consider position and experience.Please contribute to national campaigns promoting gender mainstreaming principles within the community, facilitating their effective application within our company while also influencing values, norms, and attitudes related to women in society. It is crucial to encourage legislative authorities to adopt gender mainstreaming across all sectors of the country as laws and regulations play a vital role in addressing this issue. This will create an environment where specific tasks can be catered for without denying men or women the opportunity to pursue any profession due to perceived inability - considering factors such as heavy work accidents or handling chemicals. The special needs of both men and women should be taken into consideration; for example, pregnant and breastfeeding women should have dedicated time for childcare.

Dear Sir,

I am grateful for

your confidence and express my gratitude towards you. I kindly request you to review this draft document and consider its implementation. My efforts in collecting crucial information necessary for establishing a gender mainstreaming strategy within our company are reflected in this document. I firmly believe that we share a common goal of elevating our company's performance to the highest possible level. I am open to any advice or feedback on this policy and fully committed to being an active member of the team during its implementation.

Thank you once again.

Sincerely yours,
Human Resources Manager