1.

INTRODUCTION

GENDER DISCRIMINATION: Discrimination of gender is the intellectual and tangible limit

or capacity to see fine refinements and see contrasts between articles, subjects, ideas and designs,
or have outstanding advancement of the faculties. Utilized along these lines to recognize excellent
insight since the seventeenth century, the term started to be utilized as a statement of slanderous
racial preference from the 1830s Thomas D. Rice's exhibitions as "Jim Crow".

Since the American Civil War the term 'Discrimination' for the most part advanced in American
English use as a comprehension of biased treatment of an individual dependent on their race, later
summed up as participation in a specific socially unwanted gathering or social classification.
Wisdom has stayed in British English as a term signifying world class status in observation and
understanding, regularly credited to achievement in the speculation back, or anybody with
honorable decision in style, frequently high society pioneers. Prejudicial laws, for example,
redlining have existed in numerous nations. In a few nations, dubious endeavors, for example,
racial portions have been utilized to review negative impacts of discrimination.

DIFFERENT FORMS OF DISCRIMINATION

1. Racial and Ethnic Discrimination

2. Age Discrimination
3. Sex, Gender, Gender Identity Discrimination
4. Caste Discrimination
5. Employment Discrimination
6. Language Discrimination
7. Reverse Discrimination
8. Disability Discrimination
9. Religious Discrimination
1.2 WORKPLACE DISCRIMINATION

Have you at any point been solicited to remain out from a task in light of your rank? Have you
been paid less due to your sex? Or on the other hand have you at any point been precluded from
claiming advancement due to your religion? These inquiries may sound abnormal in any case, in
any case, giving it a more profound however uncovers that numerous individuals confront this sort
of separation at their working environments.

Discrimination, passing by Oxford Concise Dictionary, is only unreasonable treatment against an

individual or a gathering of people dependent on partiality. Separating individuals on premise of
specific qualities like age and sex or on grounds, for example, race and religion is segregation.
Separation at work involves genuine worry for associations everywhere throughout the world.

Separation at work can emerge out of either the representative of from the associate side.
Segregation by associates can happen to new workers. They may confront snide gazes or consistent
burrows made at them by their associates amid starting weeks. Be that as it may, in the event that
it holds on for quite a while, it can influence the worker as well as the business. The impact on the
worker can be immense or pitiful however the effect on association stays for a more drawn out
time. A worker who is being separated witnesses‟ non-participation from companions and negative
criticisms shape subordinates. Separation prompts mental and enthusiastic unsettling influence,
bringing about debilitation and plunge in execution guidelines. It cuts down the general execution,
and fills more segregation, which thusly builds the quantity of holes in a single's work further.
Separation at work environment likewise influences the general public. The financial imbalances
get broadened and social union and solidarity are dissolved. It results in wastage of human ability
and assets.
FORMS OF WORKPLACE DISCRIMINATION

Discrimination at working environment can happen in any shape. Be it based on race, sexual
orientation and religion. Fresher types of predispositions, which are increasingly inconspicuous
and less obvious, similar to age, handicap, hereditary attitude, relocation, HIV/AIDS, sexual
introduction and way of life are likewise developing.

Each expert, be it a sales representative, a writer, an official or a product build, has confronted
segregation and has a story to tell: accounts of provocation and embarrassment; accounts of bad
form and separation, stories of how male partner’s endeavor to confine proficient accomplishment
of their female partners, how one worker is being looked downward on by other worker simply
because he has a place with a lower standing, how one's capacities are straightforwardly made a
decision by one's identity or shading and so forth.

The most widely recognized and common type of segregation is the one dependent on race and
religion. Making a decision about a person by race and not by execution goes under separation.
Such conduct of a business can mortify an individual and put him under pressure and sorrow.
Contrasts in pay bundles between workers on premise of shading or race are likewise an
unfortunate practice. As far as age separation, more youthful specialists are frequently being paid
less for they are thought to be unpractised. Additionally, there is a negative frame of mind among
bosses for enlisting and holding more seasoned specialists. Discussing sex predispositions, ladies
in India still remain the biggest gathering that faces segregation. Ladies today involve just 2 percent
of the aggregate administrative quality in the Indian corporate area. While an ever increasing
number of ladies are uniting the corporate now with better pay rates and even at senior dimensions,
pay value contrasted and their male partners is as yet a frustrating. Transients in Asia are likewise
confronting separation with low wages, modest employments, and exploitative occupations
contracts.
GENDER DISCRIMINATION AT WORKPLACE

Sexism, or sexual orientation separation, is available all over, in each culture, in each nation. The
terms „sexism‟ or „gender discrimination‟ fundamentally implies the biased treatment of a
gathering or an individual because of their sex or sex. It includes a support of conduct and frame
of mind based on generally cliché jobs individuals have in the general public we live in. Sex
segregation can include an entire array of issues, from unequal pay to ladies being depicted as
sexual protests in the media to wives being thrashed by their life partners. While in principle sex
separation can influence the two people, be that as it may, it is ladies who have been in a bad way
through the ages and crosswise over societies, since most societies on the planet are male centric,
or male ruled.

From being explicitly badgering by male associates to ladies getting paid less for similar
occupations to special treatment given by male supervisors to progressively agreeable ladies,
whom they don't think about a risk, to more grounded female partners being undermined for
transparently difficult the customary sexual orientation jobs they should fit in with, to talking about
female associates or making jokes about them in a criticizing way, sex segregation exists somewhat
in many working environments.

As per the United Nations, there is definitely not a solitary society where ladies are not victimized,
or have break even with open doors as men. Indeed, even in nations in the West where ladies'
liberation has bettered the lives of innumerable ladies, regardless they encounter the injustice of
the „glass ceiling‟, wherein ladies simply don't get advanced past a specific dimension. As per the
Glass Ceiling Commission in the U.S., around 95-97 of the senior administrative posts in nation's
biggest enterprises are held by men.
Ladies the world over are still viewed as aloof or feeble or sexual articles. There is as yet far to go
to accomplish sexual orientation equality. Ladies keep on battling for regard, equity, and equity.
Sexual orientation separation must be opposed wherever it exists. Though in the creating scene it
very well may be accomplished by across the board training and monetary freedom, in the created
world, ladies must keep on breaking all the biased based impediment hindrances, to accomplish
rise to equality with men in each field, while proceeding to sharpen men about the issues of sexism
and sex discrimination.

DISCRIMINATION OF WOMEN EMPLOYEES AT WORKPLACE

Women got their voting rights after men. Why? Never mind, it is history, dead and gone. But the
fairer sex empowerment notwithstanding and its capabilities not underestimated, women still have
to get what they deserve. Come to think of it, some of us believe that the age of gender equality
has arrived. Neediness stricken and conventional social orders are credited with having
increasingly number of such work environment discrimination cases. Despite the fact that in
created nations also there are such rates. Much of the time, any place it is, this uniqueness is found
in the wages given to people, first of all. At that point now and again, ladies are not seen fit for
completing a specific errand or dealing with a specific task. People in employments that are by
and large connected with the other sex are made a decision about more cruelly when they commit
errors and are continually in risk of tumbling off a "glass precipice" in the work environment,
specialists said. A gigantic equivalent and evidence for this announcement is a United Nations idea
of Glass Ceiling, which says that there is not really any general public where ladies are at standard
with men. To add to this, In the United States, the Glass Ceiling Commission, a legislature
supported gathering, expressed that "Over portion of every one of Master's degrees are currently
granted to ladies, yet 95 of senior-level administrators, of the best Fortune 1000 modern and 500
administration organizations are men. Of them, 97 are white." Isn't it completely clear then that
these challenging numbers can't be simply unplanned? It noticeably demonstrates that there is a
type of sexual orientation inclination in a world super power as well, and after that what would we
be able to state about the predicament of ladies in the Middle East and African and Asian nations?
In spite of the fact that we may get a kick out of the chance to accept something else, sexism is as
yet widespread in work environments. A few measurements gauge that 72 of ladies specialists
have encountered chauvinist tormenting at work, while 85 of ladies laborers trust that there is a
predisposition towards guys in their work environments. In spite of the fact that there are laws that
secure ladies' business rights, there is still much that must be surrendered over to people and
organizations so as to guarantee that reasonable treatment is stretched out to all specialists.

During a time where we talk about equivalent rights for people, there are still occurrences of
individuals being victimized as a result of their sex. Have you at any point been victimized at work,
on account of your sexual orientation? Have you been forced to bear lustful looks or rude remarks
at the working environment? In the event that truly, you should realize that sex segregation isn't
an issue, which you can disregard or bear quietly. Individuals ought to understand that sexual
orientation separation at working environment is a genuine type of business segregation, which
not to be expelled. Sexual orientation based separation is characterized as unfavorable activity or
differential treatment against an individual that would not have happened if the individual had
been of another sex. It very well may be the men, ladies and furthermore trans-sexual orientations
people in the general public, who confront sex separation. Sex separation is considered as a
genuine type of bias and is unlawful in specific conditions in the greater part of the nations around
the globe

TYPES OF GENDER DISCRIMINATION AT WORKPLACE

There are different ways in which gender discrimination takes place at place of work. Here are
some of the ways in which gender discrimination can take place:

1. DIRECT DISCRIMINATION

Now and again there are examples where individuals treat you contrastingly at work
environment. Coordinate separation incorporates acts like contrast in compensation dependent
on sexual orientation albeit both are doing likewise work, or advancing somebody since they
are single rather than a similarly qualified individual.
2. INDIRECT DISCRIMINATION
Occurrences where individuals are by implication victimized incorporate precedents where a
specific arrangement of principles or laws are made which in a roundabout way suggest that
individuals of a specific sex can't qualify those laws or standards.

3. HARASSMENT AT WORK

This sort of discrimination is maybe the most exceedingly awful of the parcel since it separates as
well as motivations passionate and additionally mental injury for the worker who is victimized.
Sexual or verbal provocation or substandard treatment inferable from sex is incorporated under
this classification.

4. VICTIMIZATION
Unfair or discriminated treatment based on the employee’s gender translates into victimization at
work. This is also a form of employee discrimination based on gender or race.
GLASS CEILING

In financial matters, the term unreasonable impediment alludes to circumstances where the
headway of a qualified individual inside the progressive system of an association is halted at a
lower level in light of some type of segregation, most ordinarily sexism or bigotry. In any case,
since the term was authored, "unfair limitation" has likewise come to portray the restricted
headway of the hard of hearing, gays and lesbians, visually impaired, incapacitated, and matured.

This circumstance is alluded to as a "roof" as there is a constraint blocking upward progression,

and "glass" (straightforward) in light of the fact that the impediment isn't promptly clear and is
regularly an unwritten and informal strategy. This undetectable boundary keeps on existing,
despite the fact that there are no unequivocal deterrents shielding minorities from procuring
propelled work positions – there are no promotions that explicitly say "no minorities contracted at
this foundation", nor are there any formal requests that say "minorities are not qualified" (to a great
extent because of the way that equivalent business opportunity laws restrict this sort of separation,
and open induction of it is profession suicide) – however they do lie underneath the surface. At the
point when an organization practices said segregation, they will as a rule endeavor to utilize an
aberrant avocation, for example, "You are making erratic, automatic developments or sounds that
steamed the clients," instead of straightforwardly saying, "You have Tourette disorder." The
"discriminatory constraint" is recognized from formal hindrances to headway, for example,
training or experience necessities. Principally this imperceptible boundary appears to exist in a
greater amount of the creating nations, in whose organizations this impact is exceptionally
"obvious".

In any case, this unattainable rank will in general influence working ladies the most. The hindrance
anticipates substantial quantities of ladies, ethnic minorities, and sexual minorities from acquiring
and anchoring the most amazing, esteemed, and most astounding netting occupations in the
workforce. This hindrance makes numerous ladies feel as they are not sufficiently commendable
to have these high-positioning positions, yet in addition they feel as though their managers don't
consider them important or really consider them to be potential applicants.
EMPLOYER’S ROLE

Perceiving the way that undesirable regard for any part of a representative debilitates him, hits his
execution level and at last outcomes in misfortune to the worker for the time being and to the
association over the long haul, managers ought to advance a separation free condition inside the
association. To keep up inclination free condition all through the association, representatives at all
dimensions ought to be given intermittent directing to prepare them to draw out the best in their
new partners. All workers ought to be made to comprehend that badgering their partners in a
roundabout way makes misfortune the association and its can effects affect its notoriety.

IMPACT OF GENDER DISCRIMINATION AT WORKPLACE

The most apparent impact of sexual orientation segregation in the working environment reflects in
the execution of the organization. An association in which sexual orientation segregation is wild,
bargains on the nature of work of its representatives. Unquestionably the influenced people can't
work under distressing conditions. For those whose rights haven't been damaged may likewise get
crippled on seeing the organization's lack of care to sexual orientation separation. Likewise as the
negative picture of an organization's biased arrangements spreads, its association with present and
potential customers may likewise be hampered. This is because of the way that separation with
respect to a business is an indication of undesirable business morals. Additionally sexual
orientation separation may result in poor maintenance and the organization may lose potential
representatives because of its negative picture.

HOW TO HANDLE GENDER DISCRIMINATION AT WORKPLACE

Sex segregation is an issue that you have to stay standing for regardless of whether it is you who
is victimized or your associate. The initial step that should be takes in handling sex separation is
to converse with your seniors about it and let them know how you feel. Try not to dither to be
sufficiently straightforward to talk up your brain. On the off chance that your senior is the
blackguard empowering sexual orientation segregation, attempt and approach the higher expert to
investigate the issue. You can likewise talk about this issue with your (HR) chief.
There additionally exist a few associations like exchange associations or even business courts that
help representative rights and investigate matters of work segregation. In the event that talking
things through fizzles you, you can generally fall back on the law to enable you to out. Keep in
mind forget that sex segregation at working environment or anyplace so far as that is concerned
ought not be disregarded or trifled with. It is a rupture of human rights, and also a genuine break
of law.

FIGHT BACK

Be it a chief or agent, an agreement specialist or the person who is on rolls, an individual merits
all the regard and advantages that accompany the post. Each representative has a privilege to a
badgering and segregation free work environment. For whatever length of time that his execution
is meeting the gauges set by the business, he has the privilege to exceed expectations and develop
and choose his vocation way. In the event that a worker feels segregated on premise of physical
appearance, religion, sex, rank or age, he has each privilege to raise his voice against separation
and look for a cure from his manager
1.3 INDUSTRY PROFILE

ELECTRONICS AND INFORMATIN TECHNOLOGY SECTOR

It is the quickest developing fragment of the Indian Industry both as far as generation and fare.
Today, the gadgets business is totally de-authorized except for aviation and safeguard hardware.
Alongside the advancement in outside venture and fare import strategies of the whole economy,
this segment is pulling in significant premium as a huge market as well as a potential generation
base by/for global organizations.

As of late, 'Programming Development and IT Enabled Services' have risen as a specialty open
door for India in the worldwide setting. The Government is finding a way to make India, a
worldwide data innovation superpower and a leader in the time of data transformation. The
Government has reported advancement of Information Technology as one of the main five needs
of the nation and has established a National Task Force on Information Technology and Software
Development. The Indian data innovation (IT) industry has assumed a noteworthy job in setting
India on the worldwide guide.

SERVICE SECTOR

The administration part or the administration business is one of the three financial areas, the others
being the optional segment (fabricating) and the essential division (farming, angling, and
extraction, for example, mining). The administration area comprises of the "delicate" parts of the
economy, i.e. exercises where individuals offer their insight and time to enhance profitability,
execution, potential, and supportability. The fundamental normal for this division is the generation
of administrations rather than finished results. Administrations (otherwise called "immaterial
products") incorporate consideration, exhortation, experience, and discourse. The generation of
data is commonly likewise viewed as an administration, however a few business analysts presently
credit it to a fourth division, the quaternary area.
The tertiary division of industry includes the arrangement of administrations to different
organizations and additionally last shoppers. Administrations may include the vehicle, conveyance
and offer of merchandise from maker to a shopper, as may occur in wholesaling and retailing, or
may include the arrangement of an administration, for example, in irritation control or excitement.
The products might be changed during the time spent giving the administration, as occurs in the
eatery business. In any case, the attention is on individuals associating with individuals and serving
the client as opposed to changing physical merchandise.

Throughout the previous 30 years there has been a considerable move from the essential and
auxiliary parts to the tertiary division in industrialized nations. The tertiary division is currently
the biggest part of the economy in the Western world, and is additionally the quickest developing
segment. Government, human services/doctor's facilities, instruction, saving money,
neighbourliness, general wellbeing, squander transfer, protection, monetary administrations,
lawful administrations, counselling, news media, the travel industry, retail deals, diversifying,
land, deals.

MANUFACTURING SECTOR

Assembling is the utilization of machines, apparatuses and work to deliver merchandise for use or
deal. The term may allude to a scope of human action, from workmanship to cutting edge, however
is most normally connected to mechanical creation, in which crude materials are changed into
completed products on an expansive scale. Such completed merchandise might be utilized for
assembling other, increasingly complex items, for example, flying machine, family unit
apparatuses or cars, or sold to wholesalers, who thus pitch them to retailers, who at that point pitch
them to end clients – the "purchasers". Assembling alternates under a wide range of monetary
frameworks. In a free market economy, fabricating is normally coordinated toward the large scale
manufacturing of items available to be purchased to buyers at a benefit. In a collectivist economy,
producing is all the more every now and again guided by the state to supply a midway arranged
economy. In free market economies, producing happens under some level of government control.
Present day fabricating incorporates every single middle process required for the generation and
mix of an item's parts.
A few ventures, for example, semiconductor and steel makers utilize the term creation. The
assembling area is firmly associated with building and mechanical plan. The growth rate of
manufacturing sector in a country truly reflects its economic potentiality. Most of the developed
countries are strong enough in their manufacturing sector.

In spite of the fact that the administrations part in India has brought quicker monetary achievement,
still the assembling division assumes an essential job on the ground of supportability. In India,
however the assembling part is developing at a quicker pace still it has neglected to some degree
concerning its Percentage (%) share in the aggregate GDP.
 2. BACKGROUND AND OBJECTIVES

Discrimination is one of social marvels that frequently occurs in numerous regions. It

happens when a gathering of individuals is subordinated, underestimated or mistreated.
The segregated gathering may be viewed as that they are week, mediocre and wretched.

Discrimination can happen to a gathering of individuals or individual since they originate

from an alternate race, culture, ethnic, cause, religion or sexual orientation. The segregation
is caused by the sexual orientation, much regularly happen to ladies.

Numerous methodologies had additionally been set up to engage ladies politically,

monetarily and instructively. The central government has additionally set up the national
ladies improvement focus as a parastatal to the bureaucratic service of ladies issues.

Within is basically in charge of research considers on women issues Women still

experience unequal instalment for equivalent task. A few hindrances, established on
attitudinal or hierarchical preference, still present in restricting ladies for making headway
in their association and accomplishing their objective potential. Numerous ladies have kept
on being separated in their working environment, somehow. This exploration will
investigate purposes behind separation in the working environment.

Managers are increasingly realizing the critical significance of maintaining a competitive

edge over their competitors. There are innumerable drains that can reduce an organization’s
success. One great problem is concerned with the gender discrimination in performance
appraisal and promotion process at workplace.

Performance appraisal and promotion are the main aspects in an employee’s career growth.
And if employee’s are discriminated based on their gender irrespective of their capabilities,
then it would lead a number of serious of problems like conflicts, poor productivity, low
motivation levels, low on morale and increase in attrition rate.
 OBJECTIVES

 To understand whether performance appraisal and promotion process is affected by

gender discrimination.
Gender discrimination continues to be a problem in the organization. It is therefore important
that organizations use performance evaluation methods that ensure equal opportunities for men
and women.

 To analyse the impact of gender discrimination in the performance appraisal process at

workplace.
The following are the causes of impact of gender discrimination at work place.
 Individual health issues :
If any person is experiencing gender discrimination at work their mental health issues
often fluctuates. An individual being discriminated against may develop higher anxiety
levels, be more prone to short temper and depression.
 More conflicts :
Discrimination is a form of harassing people, and it has increased the fights in the work
environment. Teen focus shifts from job to the plays of the office.
 Low company morale:
When fights and verbal abuse increases in the office, people feel it the overall morale
of the team falls.
 Less productivity:
With increases in conflicts and morale falling office productivity diminish as well
when people are trying to avoid negative behaviour such as experiencing or witnessing
gender discrimination it can have a significant impact.

 To identify gender discrimination that prevails in the promotion process.

People across the world have many misperceptions about equality we underestimate
women’s experience of sexual harassment and are widely optimistic about when pay
and economic equality will be achieved.
 To suggest possible solutions for gender discrimination issues faced at workplace.
Possible solutions for gender discrimination are: get women on boards, educate senior
leadership, hire and promote, fight biases, evaluate work assignments, practice social
inclusion, help with work /life management, evaluate the evaluators.
 3. LEARNING OUTCOMES

 The research has helped me to understand the concepts and impact of gender discrimination
at workplace in the present scenario.
 It is learnt that there is existence of gender discrimination in workplace to a larger extent.
Contrarily some organizations treat their employees equally and are given equal
opportunities.
 This research has helped to know the fact that gender discrimination has nexus to a
greater extent in performance appraisal and promotion process.
 From the research I also got to understand that majority of the employees are
discriminated by their managers, including supervisors, especially in the performance
appraisal and promotions process.
 It is learnt that majority of the employees feel women are given more relaxed timings as
compared to men for their completion of work.
 This research has helped to understand that majority of the employees feel they are
discriminated by not considering them for higher job responsibilities, generally the
women folk.
 It was very disappointing to know that some companies feel women lack capabilities to
take up higher responsibilities and they also feel that they cannot handle the pressure and
stress associated with higher job responsibilities.
 From the research it is evident that, discrimination at workplace is affecting employees
mentally, hampering their work life. It is also having an effect on their morale,
productivity, motivation, efficiency level and their loyalty towards the organization they
work for.


 4. DATA ANALYSIS AND ANALYTICAL TOOL

Based on the objective of the study, a survey was conducted among the employees of various
sectors from Bangalore so that it would give a clear picture about the discrimination. They were
asked a few questions and questionnaire was provided to them. The feedback of the questionnaire
was analysed and inferences were drawn and the same is presented in the following pages as data
analysis.

SOURCES OF DATA:

The collection of data is an integral part of a project report. The data collected with the help of
questionnaire.

 PRIMARY DATA

Primary data is the original data. The primary data is the first hand collected by
conducting survey on employees for gathering information on gender
discrimination among employees.

 SECONDARY DATA

The secondary data has been compiled from the various publications, different
journals, articles related to the subject under study.

TOOLS FOR DATA COLLECTION

The data is collected through structured Questionnaire. The present study used simple Percentage
(%) method for ascertaining attitude of each employees. The study was done using tables, bar
diagrams and pie chart, and supportive text and materials, indicating the significance of the data
and it has been analyzed to obtain full information accompanied by each table or figures
4.1 Table showing the gender profile of the respondents

GENDER NUMBER OF RESPONSES PERCENTAGE

(%)
MALE 25 50

FEMALE 25 50

TOTAL 50 100

Analysis

The above table describes about the number of responses from different genders. Totally a survey
was taken among 50 respondents where in both male and female were given equal chances.
4.1 Graph showing the gender profile of the respondents

Gender profile of the respondents

120

100

80

60

40

20

0
MALE FEMALE TOTAL

NUMBER OF RESPONSES PERCENTAGE

Interpretation

The above graph states that there were totally 50 respondents in which 25 were male and 25 female.
In this survey they were asked with certain questions regarding gender discrimination. As it
involved people working in different sectors and different industries.
4.2 Table showing Age group of the respondents

NUMBER OF PERCENTAGE
AGE RESPONSES (%)

21-25 25 50

26-30 15 30

31-35 00 0

36-40 08 16

Above 40 02 4

Total 50 100

Analysis

The above table states about different age groups and their responses to the survey. We had youth
responses more in this survey as they were in the initial stages of joining any company as their
responses gave clear picture about gender discrimination. About 80% of the survey was from the
age under 30 years. The other responses were from the middle aged people who had more work
experience.
4.2 Graph showing Age group of the respondents

Age group of the respondents

100
90
80
70
60
50
40
30
20
10
0
21-25 26-30 31-35 36-40 Above 40 Total

NUMBER OF RESPONSES PERCENTAGE

Interpretation

The above graph states about the age group which responded for the survey. As age groups matter
and the survey can get different responses from different age groups. The age of 21-25 were the
more number of responders for the survey. Only a few middle aged people were a part of the
gender discrimination survey.
4.3 Table showing the industry of the respondents

NUMBER OF PERCENTAGE
INDUSTRY RESPONSES (%)

Manufacture 07 14

Software 15 30

Service 28 56

Total 50 100

Analysis

The above graph states about the responses taken from different industries. As there was limited
time for the survey to conduct we took many responses from the people who are working in
different industries. As their responses played a vital role in doing the research. As different sectors
of industries had different responses and individual people had their own responses to the survey
4.3 Graph showing the industry of the respondents

Industry of the respondents

Manufacture Software Service Total

NUMBER OF RESPONSES . PERCENTAGE

Interpretation

From the above graph it is clear that 28 out of 50 respondents constituting 56% of the total
respondents work in the service industry. In this research service industry includes IT, hospitality,
education and banking sectors.15 out 50 respondents constituting 30% of the total respondents
work in the software industry. And the rest 7 out of 50 respondents, constituting 14% of the total
respondents work in the manufacturing industry.
4.4 Table showing the response to the question of whether gender
discrimination exists in workplace

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)

Strongly Agree 11 22
Agree 04 08
Somewhat Agree 21 42
Disagree 11 22
Strongly Disagree 03 06
Total 50 100

Analysis

The above chart states that whether they have seen or experienced gender discrimination in work
place and the question was that whether gender discrimination existed in work place. According
to the survey taken among the respondents the more number of percentage was for somewhat agree
they were not sure whether it is still in existence many female and male respondents had different
opinions among strongly agreeing and disagreeing.
4.4 Graph showing the response to the question of whether gender
discrimination exists in workplace

Gender discrimination exists in workplace

100
90
80
70
60
50
40
30
20
10
0
Strongly Agree Agree Somewhat Agree Disagree Strongly disagree

NUMBER OF RESPONSES PERCENTAGE .

Interpretation

It is evident from the graph that majority of the respondents i.e. above 70% of them feel there is
existence of discrimination at their workplace. It is very important for the companies/organizations
to give a serious look into this issue as to what type of discrimination exists and take the necessary
actions to rectify the same. Discrimination of any sort will lower the employee’s morale,
motivation level and efficiency level which have direct nexus on employee’s performance. Hence
organization should educate the employees and bring in a uniform work culture
4.5 Table showing the response to the question of whether the respondents felt
they were discriminated at any stage of their career life.

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)
Selection Interview 03 6
Training 00 0
Compensation 05 10
Performance
Appraisal 21 42
Promotion 07 14
Employee Facilities 00 0
Work Environment
provided 00 0
None 14 28
Total 50 100

Analysis

The above table states whether the respondents felt they were discriminated at any stage of their
career life. As discrimination is not a part of the society as the people have to develop culture in
such a way that they should not discriminate any one or leave any one to discriminate them as they
have equal rights and opportunities in the society. The above table has certain factors that all
employees have gone through. The major discrimination according to the survey carried out was
for performance appraisal as many casted their votes for performance appraisal it only carried the
major percentage and rest were minimal.
4.5 Graph showing the response to the question of whether the respondents felt
they were discriminated at any stage of their career life.

Whether the respondents felt they were discriminated at any stage of

their career life
120
100
80
60
40
20
0

NUMBER OF RESPONSES PERCENTAGE

Interpretation

From the graph it can be interpreted that discrimination exists to a greater extent in performance
appraisal process. Presence of discrimination in performance appraisal process will have a direct
impact on employee. This can lower employee motivation to work with zeal and confidence. Lack
of motivation may also lead to low morale and boredom. This extends to attrition. As a matter of
fact attrition will lead to huge employee cost. In addition to this, discrimination will take away the
commitment of potential workforce as they are not rightly rewarded. Hence the company should
bring in stringent policy of equal treatment of work force based on actual.

It can also be interpreted from the graph that 28% of the total respondents are of the opinion that
they are treated equally at their workplace, discrimination of any sort and at any stage of the work
life does not exists. This is a good sign and companies are advised to continue the same.
4.6 Table showing the response to the question, from which line of hierarchy
member were they discriminated?

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)
Managers 30 60
Supervisors 06 12
Colleagues 00 0
Peers 00 0
Subordinates 00 0
None 14 28
Total 50 100

Analysis

The above table states that on which hierarchy member they faced the discrimination in the work
place. As many have said that they have faced discrimination from the top level such as managers
and supervisors. And they have not faced any kind of discrimination from their colleagues and
lower subordinates as this shows that the lower work level people show more concern towards the
organization and its employees rather than the higher level professionals.
4.6 Graph showing the response to the question, from which line of hierarchy
member were they discriminated?

From which line of hierarchy member were they discriminated

120

100

80

60

40

20

0
Managers Supervisors Colleagues Peers Subordinates None Total

Number of responses percentage

Interpretation

From the graph it is depicted that majority of the employees are discriminated by their managers,
including supervisors, especially when there is performance appraisal and promotions
considerations. As managers and supervisors are the one who are involved in conduction of the
above process, they tend to discriminate based on their individual validations which leads improper
co-ordination in the execution of the job responsibilities. Hence the organization should bring in
practices where no one is discriminated by anyone and violating such practices should lead to
serious actions. These practices have to inculcate in the work culture of the organization.
4.7 Table showing the response to the question of whether respondents have
been discriminated in performance appraisal process.

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)

Strongly Agree 06 12

Agree 22 44

Somewhat Agree 08 16

Disagree 07 14

Strongly Disagree 07 14

Total 50 100

Analysis

The above table states that whether the respondents have been discriminated in performance
appraisal process. According to the survey most of the respondents have agreed for the factor of
discrimination in performance appraisal process. Only less number have disagreed for the survey.
The company should not discriminate among the employees as it plays an adverse effect on the
performance of the employees and led to the downfall of the organization.
4.7 Graph showing the response to the question of whether respondents have
been discriminated in performance appraisal process.

Discrimination in performance appraisal process

Total

Strongly Disagree

Disagree

Somewhat Agree

Agree

Strongly Agree

0 20 40 60 80 100 120

. PERCENTAGE NUMBER OF RESPONSES

Interpretation

From the graph it can be interpreted that majority of the respondents agree to the point that they
have been discriminated at their workplace in the performance appraisal process. Discrimination
in this area will directly affect the employee’s motivation level and their competency level. This
will lead to conflicts which in turn will spoil the work environment. This will ultimately lead to
increase in attrition rate. Hence any kind of discrimination at work place should be completely
eradicated.
4.8 Table showing the response to the question of whether women are given
relaxed timings compared to men for their completion of work.

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)
Strongly Agree 06 12
Agree 18 36
Somewhat Agree 08 16
Disagree 08 16
Strongly Disagree 10 20
Total 50 100

Analysis

The above table discuss about women are given more time for completion of the work than men.
According to the survey taken people have responded that women’s are given more time than men
as they are bound to emotions and family situations. The survey also states that the leisure for men
are less than women and they are being discriminated in work and more opportunity are given to
women.
4.8 Graph showing the response to the question of whether women are given
relaxed timings compared to men for their completion of work.

Time for completion of work

100
90
80
70
60
50
40
30
20
10
0
Strongly Agree Agree Somewhat Disagree Strongly Total
Agree Disagree

NUMBER OF RSPONDENTS PERCENTAGE

Interpretation

From the graph it can be interpreted that majority (i.e., 64% of the total respondents) agree to the
point that women are given more relaxed timings as compared to men for their completion of work.
This shows an element of discrimination with respect to timings of work is concerned.
Discrimination here depends on the sector an individual is working. If the work requires physical
efforts, then there is definitely a need for discrimination in work timings. However in service sector
this does not holds good as it requires mental efforts where women can be on par with men. So the
organization has to take a rational call on this issue.
4.9 Table showing the response to the question of whether respondents feel they
are discriminated in providing higher responsibilities at workplace.

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)

Strongly Agree 03 6
Agree 22 44
Somewhat Agree 09 18
Disagree 12 24
Strongly Disagree 04 8
Total 50 100

Analysis

The above table states about discrimination in giving equal responsibilities at work place.
According to the survey many have agreed to the point as women are given less responsibilities as
the management thinks that they are not capable of handling the pressure situations. And they lack
in work assigned to them as they are bound to some constraints. The survey also describes that
men are given higher responsibilities than women.
4.9 Graph showing the response to the question of whether respondents feel
they are discriminated in providing higher responsibilities at workplace.

Higher responsibilities at workplace

100
90
80
70
60
50
40
30
20
10
0
Strongly Agree Somewhat Disagree Strongly Total
Agree Agree Disagree

NUMBER OF RESPONSES PERCENTAGE .

Interpretation

It is clear from the graph that majority of the employees feel they are discriminated by not
considering them for higher job responsibilities, generally the women folk. Some companies feel
women lack capabilities to take up higher responsibilities and they also feel that they cannot handle
the pressure and stress associated with higher job responsibilities.

Gender ego also comes into picture here where men may not be liked to be directed by women.
However studies have revealed that women not only possess the skills and capabilities required
for handling higher job responsibilities but emotionally are balanced and have patience to handle
the pressures associated with higher job responsibilities. This invariably depends and differs from
sector to sector and organization to organization.
4.10 Table showing the response to the question of whether gender
discrimination has affected their work life.

FACTORS NUMBER OF PERCENTAGE

RESPONSES (%)
Strongly Agree 10 20
Agree 19 38
Somewhat Agree 12 24
Disagree 02 4
Strongly Disagree 07 14
Total 50 100

Analysis

The above table states that due to gender discrimination the people have affected their work life.
As many people think that gender discrimination does not effect on the people who are open
minded but it actually diversifies the employees in poor performance as it also plays a vital part
on their health and carer of the employee. The organization should take better actions so that there
is no discrimination among the employees so that they can make their work life better.
4.10 Graph showing the response to the question of whether gender
discrimination has affected their work life.

Gender discrimination has affected their work life.

14%
20%
4%

24%

38%

Strongly Agree Agree Somewhat Agree Disagree Strongly Disagree

Interpretation

From the graph it is evident that majority (i.e., 82% of the total respondents) feel that
discrimination at workplace will affect them mentally which hampers their work life. Hence the
company should bring in stringent policy of equal treatment of work force based on actual.
4.11 Table showing the response to the question of which area of work life has
affected due to gender discrimination at workplace.

FACTORS STRONGLY AGREE SOMEWHAT DISAGREE STRONGLY TOTAL

AGREE AGREE DISAGREE
Your
Morale 20 34 20 20 6 100
Your
Motivation 14 54 6 20 6 100
Your
Productivity 14 26 26 26 8 100
Your
Efficiency 6 34 34 20 6 100
Your
Loyalty 34 26 14 20 6 100

Analysis

The above table states that which area of the employees work life has affected due to gender
discrimination at workplace. Due to gender discrimination many companies have lost better
performers and they have let their company down. According to the survey morale, motivation,
productivity, efficiency, loyalty of the employees have decreased over a course of time. As the
discrimination demotivates the employees and reduce their efficiency and maximum number of
respondents have casted their vote for agreeing.
4.11 Graph showing the response to the question of which area of work life has
affected due to gender discrimination at workplace.

Area of work life Affected

100
90
80
70
60
50
40
30
20
10
0
Your Morale Your Motivation Your Productivity Your Efficiency Your Loyalty

STRONGLY AGREE AGREE SOMEWHAT AGREE DISAGREE STRONGLY DISAGREE TOTAL

Interpretation

From the graph it can be interpreted that majority of the respondents feel gender discrimination
affects their morale, motivation, productivity, efficiency level and their loyalty towards the
organization.
 5. Key Findings and Conclusion

Findings have been drawn based on the questionnaire provided to the employees and also
interactions with the employees.

1. After the research it was found that majority of the respondents i.e. above 70% of them feel
there is existence of gender discrimination in their workplace. Discrimination of any sort
will lower the employee’s morale, motivation level and efficiency level which have direct
nexus on employee’s performance.
2. It is found that gender discrimination exists to a greater extent in performance appraisal
process. Presence of discrimination in performance appraisal process will have a direct
impact on employee’s motivation to work with zeal and confidence which extends to
attrition.
3. From the research it is also found that 28% of the total respondents are of the opinion that
they are treated equally at their workplace, discrimination of any sort and at any stage of
the work life does not exist.
4. It is also found that majority of the employees are discriminated by their managers,
including supervisors, especially when there is performance appraisal and promotions
considerations. As managers and supervisors are the one who are involved in conduction
of the above process, they tend to discriminate based on their individual validations which
leads improper co-ordination in the execution of the job responsibilities.
5. It is found that majority of them feel that they are not discriminated in their job description.
However this is marginally more than the others who opine that they are discriminated in
their job description.
6. From the research it is also found that majority (i.e., 64% of the total respondents) agree to
the point that women are given more relaxed timings as compared to men for their
completion of work. This shows an element of discrimination with respect to timings of
work is concerned. Discrimination here depends on the sector an individual is working. If
the work requires physical efforts, then there is definitely a need for discrimination in work
timings. However in service sector gender discrimination does not holds good as it requires
mental efforts where women can be on par with men.
7. It is found from the research that majority of the employees feel they are discriminated by
not considering them for higher job responsibilities, generally the women folk. Some
companies feel women lack capabilities to take up higher responsibilities and they also feel
that they cannot handle the pressure and stress associated with higher job responsibilities.
Gender ego also comes into picture here where men may not be liked to be directed by
women. However studies have revealed that women not only possess the skills and
capabilities required for handling higher job responsibilities but emotionally are balanced
and have patience to handle the pressures associated with higher job responsibilities. This
invariably depends and differs from sector to sector and organization to organization.

8. It is found that majority of the respondents (i.e., 62% of the total respondents) feel they are
discriminated at their workplace in providing of work load. They feel women are given
less workload as compared to men. Some of the employees also feel workload given is less
to those employees who are in good terms with the manager or the supervisor.

9. It is also found that majority of the respondents (i.e., 62% of the total respondents) agree
to the point they are discriminated for promotion at their workplace. It depends to a great
extent on how an individual maintains his relationship with his superiors or mangers.
10. From the research it is found that, around 72% of the total respondents feel that men are
given more prominence during performance appraisal and promotion process. A few
sectors/companies feel men possesses better capabilities to take up higher responsibilities
and they also feel that they can handle the pressure and stress attached with higher
responsibilities.
11. It is found from the research that majority (i.e., 82% of the total respondents) feel that
discrimination at workplace will affect them mentally which hampers their work life.
12. From the research it is found that majority of the respondents feel gender discrimination at
their workplace is affecting their morale, motivation to work with zeal, productivity,
efficiency level and their loyalty towards the organization.
 CONCLUSION

Working environment separation, basically put is said to happen when a worker endures an out of
line or horrible treatment based on race, sexual orientation, religion, standing, nationality and some
different variables.

In this report, it is sexual orientation separation at the work environment that is focused on.
Besides, this may likewise incorporate those representatives who endure retaliations because of
restricting the work put segregation or notwithstanding revealing infringement to the experts. The
Federal law, nonetheless, does not take into account segregation in a few regions associated with
work, from enlistment to work assessments to advancement, preparing and disciplinary activity.
All said and done however, unreasonable treatment may not really mean equivalent unlawful
separation. Infringement of Equal Employment Opportunity laws is said to have damaged just
when the unjustifiable treatment is done on the grounds of essence of secured trademark, more
than the execution or even the identity of the worker. However, this can be exceedingly emotional
and what one may consider as separation would not be considered so by another person.

Within is basically in charge of research considers on women issues Women still experience
unequal instalment for equivalent task. A few hindrances, established on attitudinal or hierarchical
preference, still present in restricting ladies for making headway in their association and
accomplishing their objective potential. Numerous ladies have kept on being separated in their
working environment, somehow. This exploration will investigate purposes behind separation in
the working environment.

In recent years, steps have been taken to prevent discrimination and violence against women. The
non- governmental organizations have conducted various programs to empower women and
involve them in activities other than domestic work. What is remarkable is the active role men
themselves are playing in eliminating violence against women (VAM). NGO‟s and activist
organizations are playing the role of intermediaries to involve men very successfully in this
crusade and men are coming out in vociferous protest against gender violence.
 6. RECOMMENDATIONS

1. The employer can first survey the workplace for signs of gender diversity and forward-
thinking staffing practices. With the help of an employee census report he can sort
employees according to sex, occupational group, salary and tenure. Then he can look for
patterns that can be perceived as gender bias, such as the presence of women in jobs that
have little or no upward mobility (these roles include administrative support, secretarial
and clerical positions). He can also observe supervisor and manager practices in assigning
job duties to ensure they distribute work assignments according to skill set and not gender.
Based on the result the employer can provide training to staff, supervisors, managers and
upper management on how to appreciate the value of gender diversity at workplace.

2. Gender issues that arise in the workplace are sometimes due to lack of communication and
understanding. The management can review the performance standards for all occupational
groups to determine if there exists potential bias in matters such as assigning women to
non-traditional work, barriers that prevent women from achieving professional goals above
the glass ceiling and workplace activities that perpetuate unfair stereotypes about women
in the workforce.

3. Women who want to be considered for promotion can be encouraged to bolster their
resumes and qualifications via leadership training and professional development seminars.
Workplace affinity groups that facilitate networking among career-minded women can be
established. Affinity groups -- such as Women in Engineering Management and Women
in the Legal Profession can be established. However managing in-house affinity groups
would be a difficult task for small organizations as compared to larger organizations.
 4. The onus of guaranteeing correspondence in working environment lies enormously on
the shoulders of the administration. The administration can guarantee that every one of
the strategies of the organization, appropriate from enlistment to benefits for the
workers don't abuse their entitlement to balance. Strict move can be made by the
administration against the individuals who damage sexual orientation balance
arrangements regardless of their situation inside the association.

5. Bosses can give preparing to representatives on work and business laws that deny
segregation in the work environment. It can likewise show official initiative
responsibility to reasonable business practices and equivalent work opportunity. Laws
that restrict segregation dependent on sex incorporate the Equal Pay Act of 1963, Title
VII of the Civil Rights Act of 1964.
6. The management can ensure whether supervisors and managers are aware and familiar
with what constitutes discrimination, unlawful harassment and unfair employment
practices.
7. The administration must be comprehended that the duty of counteractive action of
sexual orientation segregation at working environment isn't simply on the
administration and the businesses yet in addition the representatives themselves who
can avert such infringement of their rights. They can do this by monitoring their rights
as far being dealt with reasonably at their work environment is concerned. Both the
government and state laws expect organizations to guarantee that there is:
 Equal pay for equal work
 Equal treatment at workplace with respect to promotions, pay raises, performance
appreciation and other medical or financial benefits.

Sexual orientation separation in the work environment isn't just hurtful to the expert
development of an individual yet in addition confines the development of business firm. There
are laws to counteract infringement of representatives, be it based on sexual orientation, age or
race.