Gender Equity Issues
Gender inequality especially among women is the major problem, in this case, considering Jane’s allegations towards most of the activities conducted within the institution. To establish the accuracy of the allegations raised as a group, the factors to ensuring the retrieval of the correct information about the issue in question are the involvement of all members of the administration and integrating all their views in the findings. This is an important step. Therefore, the discussion topic will be as discrete as possible to ensure that there is no further debate after the meeting. Information collection is a progressive process; therefore, it has to start from gathering obvious issues relating to the problem in question.
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From my point of view, the major problem could be the perception women have about men being considered superior to them, which might not be the case. In my opinion, it is not true that men are superior to women, but to some extent, the women are to blame since they do not fight for opportunities that arise as some have ‘traditional mindsets’ that some jobs are for men. They should as well rise and give men a challenge in fighting for any available position that comes their way. I believe that Jane made the right decision by telling Derry her concerns. This voluntary approach is an important principle to addressing gender equity issues as it creates attention for issues not considered crucial. Even with these allegations, it is significant to establish the truth about the matter. In this case, the initial step is to conduct some preliminary investigations into the allegations to establish some ideas before approaching any member of the team as well as the director.
Information retrieved from another person, a third party, in this case, may not be accurate enough to establish a foundation for any matter. Gathering information is the best way to go, and the initial step will be surveying the administration of the institution to determine the ratio of men to women. Given that the entire process requires time and a lot of confidentiality, asking the human resource directorate such records might not be easier. Since it is a confidential investigation, making any follow up with Gerry or approaching the director might not be appropriate. Also, involving members at this initial stage might not be right, as it might create some conflict between Jane and Gerry over a feeling of betrayal. Information gathering is crucial as it gives the details on how these issues were raised by Jane started within the institution. Moreover, it offers clues on how to answer any question posted by either the directors or the leadership team should such arise (Ruben & Jurow, 2012).
During the meetings, it is important to note the frequency at which women air their views to validate Jane’s claims. Another issue to consider during the meeting is whether the members take the views into concern. Notably, sharing the information with others before conducting preliminary investigations might create a heated debate within the institution. This might also risk the integrity of information collection, especially when there was the involvement of bureaucracy while giving opportunities to some people. As a result, the department responsible for choosing employees and locating duties may distort the evidence required to establish the background of the problem. Besides, Jane would feel directly responsible for the discussion caused by the debate. Another risk of sharing information is that it may cause many problems especially when the men given managerial duties are more than the women within the institution (Ruben & Jurow, 2012). At this point, women might begin fighting for equal slots.
After assessing the situation and establishing some information, I will ensure I follow four steps before tabling the issue for discussion. The initial stage is reviewing why this investigation is important. It is essential to review everything that Gerry said before branding one of them as a ‘problem ‘within the institution. After review, it is important to conduct some preliminary investigation to assist in understanding this issue of gender equity. Analysis of the findings will follow to ensure the accuracy of the information retrieved. In the last step, the authentication step, I will decide whether it is worth tabling for discussion based on the outcomes of the analysis.
If Jane’s allegations were to be true, then the first step would be to involve the director of the institution, as the scenario touches on the rights of female workers. This will help create strategies that will ensure the promotion of equal opportunities irrespective of gender or administrative responsibility. Mainstreaming gender issues is crucial. As a result, the long-term strategy of creating equal opportunity is to encourage women to fight for these positions equally as men provided they have the qualifications required (Ruben & Jurow, 2012). To achieve this, it is imperative to formulate shared objectives that seek to promote gender equality in the workplace. Markedly, a short-term way of addressing the issue is to form a task force headed by a woman with equal slots. In this approach, women will establish recommendations to resolve the issue. Additionally, the administration has the responsibility and commitment to spearheading gender mainstreaming within the institution. This would assist to draw various talents and ideas from the pool of available human resources, thus reducing the gender gap within the institution. Fighting for gender equality in the institution will show its commitment to fulfilling the Millennium Development Goals (MDGs) that seek to address gender issues globally.
Ruben, B. D., & Jurow, S. (2012). Reginald Murphy College Case Study: Gender Equity Issues. In Leading in Tough Times Workbook (pp. 34-39). Washington, DC: NACUBO.