WOMEN MATTER

Presented by: Ayan & Nakib

 Internet of Women

“ We’ve heard a lot about the

Internet of Things – I think we
Christine Lagarde
need an Internet of Women.”
Managing Director
International Monetary Fund (IMF)
FACTS on Gender Parity

Source: https://www.mckinsey.com/featured-insights/employment-and-growth/how-advancing-womens-equality-can-add-12-trillion-to-global-growth
Gender
Diversity @
Workplace
Contribution to GDP
GDP Contribution
100% 100%

90% 90%

80% 80%

70% 70%

60% 60%

50% 50%

40% 40%
Global Average

30% 30%

20% 20%

10% 10%

0% 0%
India Middle East & South Asia (excl. Western Europe North America & China Eastern Europe &
North Africa India) Oceania Central Asia
Contribution to Human Wealth
Time Spent in Unpaid Work
Income Gap
Women in
Leadership
Where are the Women Leaders?

Source: https://www.catalyst.org
 What are the possible reasons?
• Stereotyped Men Leadership Roles
• Underrepresentation
• Eroding Ambition
• Perspective Differs
• Greater Obstacles
• Promotion, Hike and Access
• Networking
 Why is it Important?
• Gender Diversity
• Customer Connect
• Working Environment
• Collaboration
• Mentorship
How to Improve?
 Stereotypes & My Experiences
“Male Brains are bigger and less complex than female brain. So Men are smarter”

Male Brain Female brain

On average, male brains are about 10% larger than female brains. "However, bigger doesn't
mean smarter," says Daniel Amen, MD, author of Unleash the Power of the Female Brain. He
studied more than 45,000 brain scans. "And no differences have been found in men and
women's IQs, regardless of brain size."
 Stereotypes & My Experiences
“You are doing a Men’s Job”. Engineering is not for girls. It is only for boy’s because it is
more technical. Girls can not comprehend analytical and theoretical concepts that boy’s
easily do

Men’s Job Women’s Job

 Stereotypes & My Experiences
“Recruit a man. She can not Provide her 100% because she has to take care of her child”
 What is the PAY GAP?
The pay gap is the difference in men’s and women’s median earnings, usually
reported as either the earnings ratio between men and women or as an actual pay
gap, as defined below. The median value is the middle value, with equal numbers of
full-time workers earning more and earning less.
In 2017, median annual earnings in the United States for women and men working full
time and year-round were $41,977 and $52,146, respectively

Earnings Ratio = Women’s Median earnings/ Men’s median earnings

2017 Earnings Ratio = $41,977/ $52,146 =80.499 ≈ 80%

Pay Gap = [Men’s median earnings–Women’s median earnings]/ Men’s median earnings
2017 Pay Gap = 19.501 ≈ 20%
 Women are still paid less in 2018!
According to the “Global Wage Report” world’s average gender pay gap is 21.4%
Differences in Annual pay per gender
Why Women’s salary are lower than men’s?
1. Motherhood Penalty
 Why Women’s salary are lower than men’s?
2. “Anytime Anywhere” corporate model

• The 'anytime, anywhere' model makes it more

difficult for women who face a 'double burden'
• survey of 1,400 executives shows that
combining parenting with top careers is clearly
seen by both genders as more difficult for
women
• Many employers and industries still prioritize
long, continuous, traditional work hours rather
than flexible schedules, a preference that
tends to put women with children at a
disadvantage
 Why Women’s salary are lower than men’s?
3. Occupational segmentation in Early educational experiences

• A study by Cornell University found that the

difference in occupations and job types between
men and women is the "single largest cause" of
the gender pay gap, according to the New York
Times reports.
• An analysis between 1950 and 2000 of the
average salaries and occupations found that
when women enter a field, the wages drop, even
for men in that field, because the career is
considered less valuable when more women do it.
The study shows that when a large number of
women became designers, wages occupation
wide fell by 34 percent. When they became
biologists, wages fell by 18 percent.
Why Women’s salary are lower than men’s?
4. Different jobs
 Why Women’s salary are lower than men’s?
5. Mindset regarding life balance and leadership skills

• 42% of the women believe that their

leadership styles don't fit with the prevailing
models in corporations
• Only 43% of men in senior management
positions strongly agree that women are as
good leaders as men
• 75% of men and women agree that a top-level
career implies 'anytime, anywhere' availability
to work that requires sacrifices in one’s family
life.
 Why Women’s salary are lower than men’s?
6. We think “20 USD barely makes a difference”

• $0.20 comes out to about $10,000 a year on

average, for full-time workers in the United
States. "I don't know anyone in the workforce
who would say $10,000 a year is just play
money," says Miller.
 Why Women’s salary are lower than men’s?
7. sexual harassment

• 1 out of 3 women are sexually harassed at work

place
• 81% women face harassment in verbal form
• A study found that women who reported
having been sexually harassed at work were
6.5 times more likely to change jobs compared
to women who had not been harassed. Often,
those women did not change to a job with a
higher salary or more growth potential
 Current situation in Bangladesh
Wage gap 2018
• According to Human Development Index 2011,
58.7% of women participate in the labor force
compared to 82.5% of male.

• Though gender parity has been achieved in

primary and secondary education enrollment,
drop-out rates are higher for girls than boys

• Bangladesh has the unfortunate distinction of

persistent early marriage (average age of
marriage is 16.4 years) and early child bearing
which often contribute to high fertility and
maternal mortality

• A number of laws exist to prevent violence

against women but the enforcement of those
laws remains a major challenge. The Bangladesh
Cabinet recently approved ‘ The Domestic
Violence (resistance and protection ) Act

• According to Global wage report Gender wage

gap in Bangladesh is the lowest in the globe, as it
came down to 2.2%
Being responsible for HRM, how would we ensure that there is no
mismatch in your company?

An Eco system

Gender Specific policies

Men's engagement

Banning the Use of Prior Salary History

On- board individual responsibilities

throughout the organization
A comprehensive “Eco system” is required to build inclusiveness and diversity in top management.
The ecosystem that has been empirically shown to improve diversity comprises five dimensions for action-

1. CEO and management 2. Transparency and 5. Diversity-enabling

commitment tracking infrastructure
•Go beyond a vocal •Set inclusion targets, track •Make flexibility programs
commitment to diversity by them consistently, share compatible with
cascading a clear business results, and hold leaders promotions.
case for change. accountable to them. •After leaves of absence,
support re-integration of
women through formal
3. Women’s leadership 4. Inclusive mind-sets
return-to-work and
development and processes
internship programs.
•Create formal sponsorship •Increase awareness of
networks to help women unconscious bias with
navigate promotions at formal training programs.
their organizations. •Implement systems to de-
bias recruitment,
evaluation, and promotion
decisions.
 HRM responsibilities
Men’s Engagement Gender specific polices
• A study revealed that nearly one third of men were • Lift up the wages of women in low-wage jobs by raising
unaware that it is often more difficult for women to the minimum wage and ensuring that tipped workers
reach top jobs than for men receive at least the regular minimum wage before tips.
• 28% of men are unaware of women’s difficulties to • Increase the availability of high-quality, affordable
reach the top child care.
• 66% of the unaware think gender diversity programs • Help prevent and remedy caregiver and pregnancy
are unfair to men discrimination against women workers.
• Provide fair work schedules, paid family leave, and paid
sick days so that workers with care giving
responsibilities are not unfairly disadvantaged.
• Ensure women’s access to the affordable reproductive
health care they need.
• Protect workers’ ability to collectively bargain
 What Should An Individual Do Gender Inequality?

•Put it in writing. Record the discriminatory pay practices you believe are taking place. Keep copies of
your salary records, pay stubs, and any other wage-related information.
•Even if you aren’t ready to file a discrimination charge, you can speak with an EEOC (Equal Employment
Opportunity Commission ) counselor about your legal rights.

•Seek help. Check your employee handbook. Your company may have an equal employment officer or
human resources representative who can help you understand the internal grievance procedure, file an
internal complaint, or access other tools to resolve problems

•Get legal advice. Consider speaking with an attorney who has specific experience with sex discrimination
in the workplace.

•Find a support network. Discrimination at work is a difficult thing to face alone and the process of
fighting discrimination can be very stressful. Seek support from friends and family.

•Act quickly. Submit the discrimination lawsuit. Keep up good working and don’t forget to keep records!