Approaches and Practices to Abolish Gender Discrimination 

Gender biasness is a global issue and is prevalent for a long period of time. Abolition of gender inequality is a tough fight as it is deep-rooted in the mindset of people that women are less efficient and supposed to do only the household work (Kang and Kaplan, 2019). At present women are coming out from home with knowledge and skills, so organisations are getting heterogeneous as well. In this moment any kind of gender biasness hampers the productivity of an organisation because both the male and female employees can produce the same output (Armstrong, Gleckman-Krut and Johnson, 2018). Organisations can take the following approaches to abolish gender inequality in their organisations.

Educating the Workers 

Educating the workers is the first step organisations need to take. They are required to make their employees aware of the issue of gender biasness very clearly, because they will not make any changes until they perceive gender biasness as an issue (We Forum, 2021). Organisation can give some examples or exercises to make the point clear and should also teach them how to avoid it. Along with that organisation should also make it clear that gender discrimination can happen for both genders (Armstrong, Gleckman-Krut and Johnson, 2018). According to Fernández et al (2021), employees will stand up for each other if they have increased awareness about the issue of gender biasness. Abolishen of gender biasness is not an easy task but the issue will decrease as more as it will call out by the upper management of an organisation. 

Standerdisation of Payment and Benefits

Discrimination of payment on the basis of gender is one of the most prevalent issue people faces. It has often observed women get less paid compared to women in organisations. According to Lau et al (2021), in 2022 the uncontrolled gender pay gap is 0.82 US dollars for women compared to every 1 US dollars earned by men in the US. These kind of pay gaps results in dissatisfaction of workers and organisations should effective measures to minimise it. Organisations should standardised their pay structure on the basis of knowledge, skill and performance of an employee and should also give promotions or raises to the productive employees irrespective of their gender (Kang and Kaplan, 2019). By evaluating current compensation trends organisations can take steps to make their salary structure more progressive.