Introduction
Gender, stereotypes, and identity are highly relevant topics within contemporary organizations. These topics influence how employees are hired, promoted, and treated within the workplace. They impact how employees interact with each other and with customers or clients, as well as how the organization is perceived by the public (Morgenroth et al., 2021). In many organizations, gender stereotypes and biases can impact how people are treated and viewed by their colleagues and superiors. Organizations that actively work to address these issues and create a more diverse and inclusive workplace are likely to have higher employee engagement and retention rates, as well as a more positive public perception (Tabassum & Nayak 2021). Therefore, organizations need to recognize the impact of gender, stereotypes, and identity and take proactive steps to address these issues within their workplaces. In this essay, I will explore the extent to which gender, stereotypes, and identity are relevant topics within contemporary organizations focusing on the United Kingdom healthcare industry.
Gender is a highly relevant topic within contemporary organizations. Despite advances in gender equality, there are still significant disparities between men and women in the workplace. Women continue to be underrepresented in leadership positions and are often paid less than their male counterparts for the same work. In the healthcare industry, gender is also a crucial topic as it affects the delivery of care and the experiences of both patients and healthcare providers (Tabassum & Nayak 2021). Historically, healthcare has been a male-dominated field, with women underrepresented in leadership positions and facing discrimination and bias. However, there has been progress in recent years, and more women are now entering the healthcare workforce. It is essential for healthcare organizations to promote gender diversity and inclusivity, ensuring that women have equal opportunities to advance and are treated with respect and dignity.
Women continue to be underrepresented in leadership positions and are often paid less than their male counterparts for the same work (Cameron, 2005). Moreover, gender stereotypes continue to influence how women are perceived and treated within the workplace. For example, women are often viewed as emotional and nurturing, which can lead to them being excluded from decision-making processes or not being taken seriously. Additionally, women who exhibit assertive or aggressive behavior are often viewed as being “bossy” or “difficult,” while men who exhibit the same behavior are often viewed as being “strong” or “assertive.” These gender biases can lead to women being passed over for promotions or not being given the same opportunities as their male colleagues.
Stereotypes also play a significant role in contemporary organizations. Stereotypes are generalizations that people make about certain groups of people based on their race, gender, age, or other characteristics. They can lead to discrimination, prejudice, and exclusion, as people are judged based on their perceived characteristics rather than their merits referring to Minehart et al., (2020). In the workplace, stereotypes can affect everything from hiring and promotion decisions to team dynamics and work assignments. Stereotypes are also a significant issue in the UK healthcare industry. Stereotypes can lead to bias and discrimination, affecting how patients are diagnosed, treated, and cared for according to Walsh (2016). For example, stereotypes about gender, race, and age can affect the way healthcare providers interact with patients, potentially leading to misdiagnosis or inadequate care. To combat stereotypes, healthcare organizations must be proactive in promoting diversity and inclusivity, challenging stereotypes when they arise, and providing training for healthcare providers to recognize and overcome their own biases.
Identity is another relevant topic within contemporary organizations. Identity refers to how people see themselves and how they are perceived by others. Identity can be influenced by a variety of factors, including race, ethnicity, gender, sexual orientation, and religion. Identity is also a critical topic in the healthcare industry, as it impacts how patients are treated and how healthcare providers interact with their colleagues and patients. Identity can be influenced by factors such as race, ethnicity, religion, sexual orientation, and disability (Alvesson, Lee Ash &Thomas, 2008). For example, patients may feel more comfortable discussing sensitive issues with healthcare providers who share similar identities. Similarly, healthcare providers who identify with underrepresented groups may face discrimination and bias in the workplace. Healthcare organizations must be aware of the diverse identities of their workforce and patients, creating environments that respect and celebrate these differences.
To address these issues, contemporary organizations are increasingly implementing diversity and inclusion initiatives. These initiatives aim to create a more diverse and inclusive workplace by actively recruiting employees from diverse backgrounds, providing training on unconscious bias and stereotypes, and creating a culture that values diversity and inclusion. For example, some organizations have implemented blind hiring practices that remove identifying information such as name, gender, and ethnicity from job applications to reduce the impact of unconscious bias. In the UK, the National Health Service (NHS) has recognized the importance of gender, stereotypes, and identity in the healthcare industry. The NHS has set a goal to become the most inclusive employer in the UK, promoting diversity and inclusivity at all levels of the organization. The NHS has also implemented initiatives to address gender, stereotypes, and identity, such as the Workforce Race Equality Standard and the NHS Equality and Diversity Council.
Conclusion
In conclusion, gender, stereotypes, and identity are highly relevant topics within contemporary organizations. These topics impact how employees are hired, promoted, and treated within the workplace, as well as how the organization is perceived by the public. Organizations that actively work to address these issues and create a more diverse and inclusive workplace are likely to have higher employee engagement and retention rates, as well as a more positive public perception. Organizations need to recognize the impact of gender, stereotypes, and identity and take proactive steps to address these issues within their workplaces. By addressing these issues, healthcare organizations can create environments that are inclusive, and supportive, and provide quality care to patients.
Bibliography
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Tabassum, N. and Nayak, B.S., 2021. Gender stereotypes and their impact on women’s career progressions from a managerial perspective. IIM Kozhikode Society & Management Review, 10(2), pp.192-208.
Walsh, C., 2016. Gender and discourse: Language and power in politics, the church and organizations. Routledge.
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