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1) The document discusses the issue of inequality in industries, with certain jobs discriminating against people based on gender. 2) It references a passage called "The Future of Gender Equality" that argues companies would benefit from assessing people based on skills rather than gender. 3) Implementing online recruitment and training recruiters to be objective could help address this issue and open opportunities for overqualified workers of all genders.

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Roybren Bautista
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7K views

Reaction Paper

1) The document discusses the issue of inequality in industries, with certain jobs discriminating against people based on gender. 2) It references a passage called "The Future of Gender Equality" that argues companies would benefit from assessing people based on skills rather than gender. 3) Implementing online recruitment and training recruiters to be objective could help address this issue and open opportunities for overqualified workers of all genders.

Uploaded by

Roybren Bautista
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as DOCX, PDF, TXT or read online on Scribd
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Roybren G.

Bautista
Inequality in Industries
It is without a doubt that a discerning inequality is present within the aspect of
employment. A plethora of stories have been told multiple times regarding missed opportunities
of people who are more than capable of taking up certain jobs, if not for a certain gender
requirement. The discrimination that mostly women but men alike face in the modern world is
unnecessary but relevant as mentioned in the text “The Future Gender Equality” written by the
founding partner of the award-winning recruitment company responsible for the Cititec Gender
Development Programme, Robert Grant.
The passage discusses the prevailing issue of inequality as it continues to affect people
and companies alike. There is truth within Grant’s statement in speaking up on the matter as it
suggests the benefits of equal and strategic recruitment. It would be better to assess a person’s
skills rather than challenge an aspect of their character that is unchangeable and in addition,
gender should be secondary if not tertiary in assessing someone’s capabilities.
Furthermore, Robert’s insight and analysis on finding the source of the issue was
relevant. Training recruiters to become objective-based is a plausible course of action and
showing them the statistics and trends will be enough proof for them to take heed of the quality
people they lose in exchange for underqualified personnel. Numerous overqualified workers of
are lost due to this one step.
Moreover, technology is a helpful tool in confronting this issue. The narrative’s concept
of closing any diversity barriers within the IT systems’ recruitment procedures should be made
real as it applicable in today’s world. Meeting in person for interviews are still present but are
highly discouraged due to health protocols and risks therefore a distanced and no contact
approach would be for the best. Implementing online programs would be a substantial idea for
the company itself.
Another long-term issue that has been tackled is the inequality and discomfort within the
working environment. After reading the passage, it is uplifting to hear companies that work
together to resolve these certain issues – that even two minority groups in the working industry,
the elderly and women, have shown a 33% increase in employment in the company that
implemented a Flexible Working Policy; further proving that employee comfort is necessary for
an enhanced workforce.
Overall, Robert Grant’s “The Future Gender Equality” has been an informative way of
showcasing a certain aspect on the spectrum of gender inequality. The way it explores the
disadvantages that people should not have to face is excellent and overjoying as it displays the
improvement once this barrier is removed. Hopefully, a multitude of people will realize and take
a hint or two from this.

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