The vital and empirically-based assessment of HRM indicates a significant reality about the challenges faced by the HRM while managing gender equality. These include managerial control, increased surveillance and work intensification, weakening of mutual regulation and shifting of substantial risk to employees. Therefore, HRM promises such employment practices which can develop well-rewarded, well-trained, relatively secure, motivated, committed and empowered workforce, unbiased towards sexism and racism.
The HRM organizations are considered as high-commitment organizations. Behavioral and attitudinal commitment are applied to support and increase job performance and to check the rate of turnover, justifying entire investments made in highly trained, highly flexible and high quality employees. A wide range of personnel policies is also applied by the HRM managers to confront the challenges of gender inequality. These policies are directly linked with the employee involvement like communication, job design and leadership style. (Wilson, 2003)
Devolvement of gender management to HRM managers could present a significant opportunity for locating direct responsibility within the remit of most adequate people. Managers could confront many challenges while ensuring gender equality. It includes increasing activities of HRM, conflicting priorities, their deficiencies and lack of accountability regarding equality.
It is essential to search for the ways that could effectively address the issue of gender inequality and develop cultures in which gender equality is ensured. Every individual is free to make his/her optimum contribution. Delegation and devolvement of responsibility to HRM managers can play a vital role. However, it has the huge potential to represent the eventual choice from gender equality. Supportive continuous training, effective leadership, education for managers, vigilance for structure, communication strategies, outcomes and processes are inevitable ingredients to address the grave challenges of inequality present between men and women. (Wilson, 2003)
Attention to ensure gender equality reflects a pure research-based cognizance that organization’s commitment towards resolving this issue is influenced by work and job experience rather than by gender or by personal features. For example, high level of gender equality exists in those organizations where job provides ample scope for self expression and responsibility. Socialization and selection are also viewed as significant aspects while applying the solutions to ensure gender equality. An important example of current application is the organization’s commitment towards gender equality measured by certain inputs such as visible hours and quality of achievement. The willingness and ability to work annualized hours is yet another significant example of current application.
Despite women’s progress, more must be done to increase the participation of women in Olympic and Paralympic sports and to increase the number of eligible women’s events. With the exception of the U.S., most countries support and fund their Olympic Teams. U.S. athletes are funded by donations from corporations and individuals.
After King threatened to boycott the U.S. Open in 1973 over pay disparity, it became the first major tournament to award equal prize money to its male and female champions. Wimbledon, the oldest tennis tournament in the sport’s history, was the last Grand Slam event to follow suit in 2007, after Venus Williams .
Today, thanks to the advocacy of King and other female players’, tennis is one of the few global sports that pays its men and women in major tournaments.
This focus on research and policy is essential to the Women’s Foundation of Minnesota, which strives for changes in laws, regulations and practices to improve the lives of women and girls, not just piecemeal programs or grants to address immediate and specific needs.
The Sharp Center of the Women’s Sports Foundation on the Olympics and Paralympics games, reveals equity gaps in participation and leadership for women.
This film thus focuses on the struggles that the male protagonist faces in trying to compete with the popularity of women's sports and his desire to take part in the world of women's sports....
Before you can change attitudes, you first must know what these attitudes are. One form of WFM research is learning what people think about gender-related issues, how they understand them, and how they impact their lives. The Foundation uses polling and survey data, and has found there is more consensus out there than one might think.
In order to “meet people where they are,” Roper-Batker works to integrate racial, cultural, class, religious and regional dynamics in its work with girls and young women. She acknowledges that effecting social change and promoting gender equity in such a large and varied area as Minnesota is enormously complex. An important first step is good research.
In many references, in fact, the Quran resonates this equality by eloquently repeating "men and women" with ethical and practical qualities throughout the verses, and even emphasizes this ten times in the following verse:
The gender equality has been accepted and acknowledged as human rights’ principles since the adoption of charter of United Nations in 1945. Most of the international agreements such as ‘the Millennium Development Goals (2000)’ and ‘the World Conference on Human Rights (1993) have highlighted and stressed the grave need for nations to take appropriate actions against such discriminatory practices.