Women & Family Issues

Topic 7b

Learning outcomes
At the end of the lecture, students will be able to: 1. Discuss work related issues faced by women 2. Define sexual harassment. 3. Explain ways to prevent sexual harassment at the workplace.

Women at work Malaysia

According to the Labour Force Survey Report for 1st quarter, 2007,
- Total labour force participation rate - 63.1 %
- Labour force participation rate of women 46.1% - They are highest in the 25 -34 years age group.

Womens challenges
Stereotyping women as sex objects even in the working environment. less pay, prestige and potential for promotion non-acceptance from male counterparts sexual harassment combining full-time work with family obligations Discrimination towards pregnant woman.

Sexual harassment defined

Unwelcome sexual advances, requests for sexual favours and other verbal or physical conduct of a sexual nature.

Sexual attention imposed on someone who is not in a position to oppose / refuse.

Deliberate or repeated unsolicited verbal comments, gestures, or physical contact of a sexual nature which are unwelcomed.

Forms of Sexual Harassment

Sexual threats Sexual offers

Hostile work environment

More elaboration on Sexual Threats and Offers

These are also referred as Quid pro quo Harassment. - usually a male denying the female staff of
employment benefits to exact sexual favours.
- asking or forcing an employee to perform sexual favours in exchange for some reward or to avoid negative consequences.

Hostile Working Environment

i.e. the sexual nature of conduct of co- workers and others causes a woman to be very uncomfortable. E.g. pinning up sensational pictures or showing pornographic movies which challenge the dignity of women.

Hostile work environment further elaboration..

Telling lewd jokes, displaying pornography, making sexually oriented remarks about someones personal appearance, and other sex-related actions that make the work environment unpleasant.

Steps to Eradicate Sexual Harassment

Develop and clearly communicate a sexual harassment policy endorsed by top management Use a fair complaint to investigate charges of sexual harassment

Steps to Eradicate Sexual Harassment ( continue.)

When it has been determined that sexual harassment has taken place, take corrective action as soon as possible. Provide sexual harassment education and training to all organizational members, including managers.

Preventing sexual harassment

Sexual harassment prevention programs are to make firms recognize the costs of sexual harassment and take responsibility to prevent it. Its major features are: 1. Developing a firm policy against harassment.

2. Communicating this policy to employees and provide training, where necessary, to secure compliance.
3. Setting up procedures for reporting violations and investigating all complaints thoroughly and fairly. 4. Taking appropriate action against the offenders.

Job discrimination
Comparable worth
This doctrine holds that men and women should be paid on the same scale, not just for doing the same or equivalent jobs but for doing different jobs of equal skills, effort and responsibility. However in the US, courts have not explicitly accepted the doctrine stating that women choose lower-paying jobs as not so demanding.

Wage difference, sex discrimination?

One important issue in understanding comparable worth is whether the difference in earnings between men and women is due to discrimination or whether it results from impersonal workings of the labour market. This would have to be based on the evidence of discrimination.

Family & work

It evolves around the issue of balancing responsibility between family and work life especially for women. Firms must create family-friendly programmes especially to retain good performing women workers though it would be costly.

How to have a more balanced Work Life?

Work Life Balance programmes, practices and Information can enable employees to balance their work and personal lives in order to manage lifestyle commitments especially women in performing their family responsibilities. To reduce and avoid the negative impacts of their participation in employment nowadays. Employees are in control of their working life which can lead to increased productivity, lower absenteesism, increased employees morale and motivation and a happier less stressed workforce.

Initiatives For A Balanced Work Life

Flexible work practices such as part time work, working from home and job sharing

Flexible leave arrangements such as parental leave

Health programmes such as managing stress workshops

Information programmes/ services such as child care referral services and general advice on work life balance