期刊名称：International Journal on Research and Development : A Management Review
印刷版ISSN：2319-5479
出版年度：2016
卷号：5
期号：2
页码：92-97
出版社：Institute for Research and Development India
摘要：Discrimination between genders at workplace is one of the rising concerns of economies worldwide with unequal male female workforce participation ratio. Gender indifferent approach of human resources policies and planning is an ignored dimension contributing to increased gender gap at workplace. The purpose of this paper is to identify perceptions of employees towards the existence of any gender bias at workplace thus finding out the human resource dimensions which contributes to gender inequality. Data was collected from two organizations of manufacturing sector using a validated and reliable self developed structured questionnaire based on literature review and expert advice. Data reduction technique resulted in identification of five dimensions human resource policies leading to gender bias viz., relating to recruitment, opportunities of work, opportunities of training and development, career development opportunities, and remuneration. An analysis of variance identified a difference of perceptions between the male and female employees with women employees experiencing a gender bias during recruitment, in receiving equal opportunities in training and development as well as career growth. Analysis of variance conducted to identify any difference of perception between married and unmarried female employees towards gender bias resulted in a significant bias perceived by married female employees during recruitment and obtaining equal opportunities of work. The variables considered in the study where ranked to identify that recruitment biases were the most contributing factor to gender inequality at workplace. The study is conducted at just two organizations thus results cannot be extrapolated. Despite the limitations the results will be useful for organizations and management to identify the human resource aspects contributing to gender biases as perceived by the respondents
