Gender Discrimination in Business Ethics.pptx

This presentation explores the concept of Gender Discrimination in Business Ethics, focusing on how ethical principles and human resource management (HRM) practices can promote equality and fairness in the workplace. It examines the various forms of gender bias—such as unequal pay, recruitment bias, promotion barriers, and workplace harassment—and discusses their ethical implications within organizations.

The presentation emphasizes the importance of ethical HR policies that foster diversity, inclusion, and respect for individual rights. It integrates major ethical frameworks including Utilitarian, Deontological, Rights-based, and Justice-based ethics, and analyzes how discrimination violates these moral principles.

A key part of this presentation highlights real-life Indian case studies, including landmark judgments and incidents such as:

Air India Hostess Case (1981) – Gender-based retirement policy declared discriminatory.

Muthamma v. Union of India (1979) – The first woman IFS officer’s challenge against gender bias.

Infosys Case (2018) – Workplace harassment and ethical HR response.

TCS Maternity Case (2015) – Maternity bias and corporate accountability.

Positive corporate practices by Biocon and Wipro promoting inclusive leadership.

The presentation also outlines the legal and ethical framework in India, covering:

Constitutional Provisions (Articles 14–16)

Equal Remuneration Act, 1976

Maternity Benefit Act, 1961 (Amended 2017)

POSH Act, 2013

Companies Act, 2013 (Women Directors)

Through this comprehensive study, the PPT encourages organizations to adopt ethical HR practices such as pay equity audits, gender sensitivity training, flexible work policies, and robust anti-harassment mechanisms. It concludes by reinforcing the role of ethical business leadership in achieving gender justice, corporate integrity, and sustainable development.

Ideal for students, educators, HR professionals, and business ethics learners, this presentation provides a practical and ethical approach to understanding and addressing gender discrimination in modern workplaces.

1. Gender Discrimination in Business Ethics: Ethical Challenges and HR Perspectives Presented by Ms C Keerthana Assistant Professor Department of Commerce with Retail Marketing (ACCA) Sri Ramakrishna College of Arts and Science

2. Meaning Gender discrimination refers to unfair treatment or bias based on an individual’s gender in the workplace. It manifests in hiring, pay, promotions, training, job assignments, and termination. In business ethics, it violates the principles of justice, equality, and respect for human dignity . Gender equality is a key ethical value in modern organizations and an essential part of Corporate Social Responsibility (CSR) and sustainable HR practices .

3. Ethical Perspective Business ethics emphasizes fairness and moral responsibility. Discriminating against employees based on gender breaches: Utilitarian Ethics – Such actions fail to produce the greatest good for the greatest number. Deontological Ethics – Violates moral duties and organizational codes of conduct. Justice-Based Ethics – Denies fair treatment and equal opportunities. Rights-Based Ethics – Infringes upon employees’ right to equality and dignity.

4. Forms of Gender Discrimination in HR 1. Recruitment and Selection Women are often overlooked for certain positions due to stereotypes such as “less capable for leadership” or “family commitments”. Example: Preference for male candidates in sales, manufacturing, or field jobs. 2. Pay Discrimination (Gender Pay Gap) Women receive lower pay for the same work as men. India’s gender pay gap was around 27% (Monster Salary Index Report 2022) . 3. Promotion and Career Advancement The “Glass Ceiling” effect prevents women from reaching top management roles. Lack of mentorship and leadership opportunities contributes to this gap.

5. 4. Workplace Harassment Unethical and hostile work environments affect women’s dignity and morale. Despite legal safeguards (POSH Act, 2013), harassment remains a challenge. 5. Work-Life Balance and Maternity Bias Women are often denied promotions or sidelined post-maternity leave. Ethical HR practices should ensure flexible work policies and equal opportunities. 6. Occupational Segregation Women are concentrated in low-paying, low-status jobs. Men dominate technical, managerial, and decision-making positions.

6. Impact of Gender Discrimination Low morale and job dissatisfaction High turnover among female employees Legal risks and reputational damage Reduced innovation due to lack of diverse perspectives Ethical failure in fulfilling CSR and ESG (Environmental, Social, and Governance) goals

7. Ethical HR Practices to Prevent Gender Discrimination Equal Employment Opportunity Policies Transparent hiring, evaluation, and promotion systems. Pay Equity Audits Regular reviews to ensure equal pay for equal work. Training and Awareness Programs Sensitization workshops on gender bias and diversity. Anti-Harassment Mechanisms Strong implementation of the POSH Act (2013). Inclusive Work Culture Flexible hours, remote work options, and childcare support. Leadership Development for Women Mentorship and training programs for female managers.

8. Legal Framework in India Constitution of India (Articles 14–16) – Guarantees equality and prohibits discrimination. Equal Remuneration Act, 1976 – Mandates equal pay for equal work for men and women. Maternity Benefit Act, 1961 (Amended 2017) – Ensures paid maternity leave and job security. POSH Act, 2013 – Protects women from sexual harassment at the workplace. Companies Act, 2013 – Mandates at least one woman director on corporate boards.

9. Real-Life Indian Case Studies 1. Air India Hostess Case (1981) Issue: Female flight attendants were forced to retire earlier than male counterparts. Ethical Issue: Gender-based retirement policy. Outcome: The Supreme Court of India ruled such policies as discriminatory and violative of equality rights. 2. Muthamma v. Union of India (1979) Facts: C.B. Muthamma , the first Indian woman IFS officer, was denied promotion due to her gender. Judgment: The Supreme Court condemned gender bias and directed the government to amend discriminatory rules. Ethical Significance: Highlighted the ethical duty of equal opportunity in government and corporate employment.

10. 3. Sanchita Banerjee Case (Infosys, 2018) Issue: A female employee alleged workplace harassment and gender discrimination. Ethical Aspect: Corporate HR failed to address her grievance effectively. Outcome: Led to stricter internal complaint mechanisms and POSH policy reinforcement at Infosys. 4. TCS Female Employee Termination Case (2015) Issue: A woman on maternity leave was terminated during a layoff. Ethical Concern: Violation of maternity rights and workplace fairness. Result: Public backlash forced TCS to reinstate her employment and review HR practices. 5. Biocon & Wipro – Women in Leadership Positive Example: Kiran Mazumdar-Shaw (Biocon) and Rishad Premji’s Wipro policies promote gender-inclusive leadership. Both companies have adopted ethical HR frameworks ensuring equal pay, flexible work options, and diversity in leadership.

11. Conclusion Gender discrimination in HR is both an ethical and legal issue . Organizations must go beyond compliance and embed gender equality into their core values . Promoting fairness, inclusivity, and respect enhances both moral integrity and business performance. Ethical HRM should ensure that gender never determines one’s professional destiny.