Gender neutrality in the workplace is a subject that has been debated for many years. Women were frequently barred from or treated unfairly in the employment in the past, when many workplaces had a male predominance. It is cliché to point out that workplace norms, culture, and general laws in India were primarily developed by males, or at least reflect their ideas, while appearing to be “gender-neutral” in many cases. This is demonstrated by the long-delayed adoption of labour laws that focus on women, such as the Maternity Benefit Act of 1961 and the ongoing debates over women’s access to menstruation leave at work.[1] In 2017, MP Ninong Ering also filed a private member’s bill named “The Menstruation Benefits Bill, 2017” that would have given women two days of paid menstruation leave. Periodical leave has been implemented by corporations in their individual capacities. For instance, Zomato has implemented a ten-day menstruation leave policy. Similarly, Swiggy provides 2 days of period leave each month for their employees.
However, the notion of gender neutrality in the workplace has evolved along with changing social views and practises over time. The Equal Pay Act, which was put into effect in the United States in 1963 and sought to ensure that women were paid the same as men for doing the same job, is one of the early instances of gender neutrality in the workplace. This was a significant step towards making the workplace more egalitarian for women, and it paved the door for more actions to support gender neutrality. With initiatives to lessen gender prejudice and advance equality for men and women, the idea of gender neutrality in the workplace grew in popularity throughout the 1970s and 1980s. Affirmative action programmes, which intended to boost the presence of women and minorities in the workforce, and the adoption of laws outlawing discrimination based on gender were examples of such measures.
The emphasis switched to encouraging inclusiveness and diversity in the workplace in the 1990s and 2000s, which included initiatives to develop more accepting policies and procedures for transgender and non-binary workers. This includes programmes to assist educate staff members on the value of respecting and appreciating diversity, as well as measures like gender-neutral toilets, dress rules, and pronoun use. Today, a lot of businesses are actively promoting gender equality at work because they understand that doing so is both morally right and practical from a commercial standpoint. Companies may boost employee happiness, boost productivity, and improve their image as a socially responsible employer by building a more inclusive and diverse workforce. Following the passage, the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act in 2013 was also passed in which all employers with more than 10 workers are required to set up internal complaints committees to investigate and address sexual harassment claims. Employers that disregard the Act’s requirements may be subject to fines. The Indian government has also made efforts to encourage women’s employment. Launched in 2001, the National Policy for the Empowerment of Women seeks to advance gender equality and raise women’s involvement in economic activities. A few government initiatives have also been started to support women’s business and skill advancement.
In spite of these attempts and legal protections, women in India still encounter several obstacles in the workplace. Many women work in the unorganised sector, where discrimination and harassment are common and where labour regulations aren’t consistently upheld. Over the past few decades, women have made considerable advancements in the job, but discrimination against them is still a problem in many fields and nations. Despite having legal safeguards, women frequently encounter obstacles to promotion and receive less pay than men for doing the same work. The gender wage gap is one of the most important instances of discrimination against women in the workplace. India ranks 140th out of 156 nations in terms of the gender pay gap, with women making only 62.5% of what men make, according to World Economic Forum research. By industry and occupation, there are different gender wage gaps in India. For instance, the gender pay gap is around 34% in the IT business and approximately 24% in the banking industry. Compared to males, women in lower-paying industries including domestic work and agricultural labour experience large wage discrepancies. Women with fewer than five years of job experience make 77.8% of what males do, although this percentage decreases after five years. Numerous programmes have been started to close the gender pay gap in India, including the Equal Remuneration Act, which mandates that men and women be paid equally for equivalent work. To truly achieve gender equality in the workplace, there is still a long way to go. Employers must be held accountable for making sure that all their employees get equitable compensation.
The “glass ceiling” phenomenon, when women are barred from ascending to higher positions in the organisation, is another instance of discrimination against women in the workplace. This is sometimes brought on by preconceptions and unconscious biases that perpetuate the idea that women are less capable or devoted to their work than males. Despite possessing the required skills and experience, women may be passed over for promotions and leadership roles.
In conclusion a more inclusive and fairer workplace can be achieved in part by ensuring gender neutrality in labour regulations. Even while there has been recent movement in this direction, there is still a long way to go before labour laws are gender neutral. Gender-neutral regulations have not yet been adopted in many nations, and in some situations, the rules that are in place are not adequately implemented. A lot more must be done to address the numerous other types of discrimination that women and other marginalised groups experience, since gender neutrality is only one step towards attaining gender equality in the workplace. Employers, legislators, and society at large must continue to place a high priority on gender equality and gender neutrality in the workplace. This may be accomplished through promoting gender neutrality and eradicating prejudice in all its manifestations through education, awareness-raising campaigns, and legislative initiatives.
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