Pathways to Equality: The Role of Men and Women in Gender Equity

"Pathways to Equality:
The Role of Men and Women in
Gender Equity"
Presentation by-
Atharv Pravin Kurhade
Reg no: MITU20BTFT0020
MIT ADT UNIVERSITY
MIT SCHOOL OF FOOD TECHNOLOGY

Gender Sensitivity:
• Gender sensitivity is the process by which people are made aware of
how gender plays a role in life through their treatment of others.
Gender relations are present in all institutions and gender sensitivity
especially manifests in recognizing privilege and discrimination
around gender; women are generally seen as disadvantaged in
society.
• Gender sensitivity is the process of being aware of how gender affects
life through how others are treated. It involves recognizing and
considering gender differences, issues, and inequalities, while also
understanding and taking into account socio-cultural norms and
discriminations. Gender sensitivity can help to acknowledge the
different rights, roles, and responsibilities of women and men in a
community.

Gender Inequality and its Impact on Men and Women
• Gender inequality affects both men and women, albeit in different ways, perpetuating harmful
stereotypes and limiting individual potential. While women often face discrimination in access to
education, employment, and decision-making roles, men also experience societal pressures and
expectations that can be detrimental to their well-being.
• Statistics reveal the extent of gender disparities globally. For instance, women earn approximately 77
cents for every dollar earned by men, reflecting unequal pay for equal work. Additionally, women are
disproportionately affected by poverty, with nearly 60% of the world's illiterate adults being women,
highlighting systemic barriers to education.
• However, gender inequality also impacts men, particularly in areas such as mental health and fatherhood.
Men are less likely to seek help for mental health issues due to societal norms around masculinity,
leading to higher rates of suicide among men compared to women. Moreover, traditional gender roles
often limit men's involvement in caregiving and parenting, depriving them of opportunities for nurturing
relationships and work-life balance.
• Addressing gender inequality requires challenging ingrained stereotypes and promoting gender-sensitive
policies that benefit both men and women. By dismantling restrictive gender norms and fostering
inclusivity, we can create a society where all individuals can thrive regardless of their gender.

Understanding the notion of citizenship entails recognizing the inherent rights and responsibilities that come
with being a member of a community or nation. However, the violation of women's rights as citizens and
individuals persists globally, hindering progress towards gender equality. According to a UN report, approximately
1 in 3 women worldwide have experienced physical or sexual violence, highlighting the urgent need for systemic
change.
Gender inequalities manifest in various forms, often denying women access to resources and positions of power.
In many societies, women still face barriers in education, employment, and political representation, limiting their
opportunities for socio-economic advancement. For example, only 25% of parliamentary seats worldwide are held
by women, illustrating the persistent gender gap in political leadership.
Access to and control over resources and positions of power remain skewed towards men, perpetuating gender
disparities. Despite women comprising nearly half of the global population, they own only about 1% of the
world's wealth. This disparity underscores the structural barriers that prevent women from fully participating in
economic and decision-making processes.
Addressing these issues requires concerted efforts to dismantle patriarchal systems and promote gender-sensitive
policies that empower women as equal citizens and individuals. Only through collective action can we create a
world where all individuals, regardless of gender, enjoy full rights and opportunities.

Understanding patriarchy of Biological Sex and
Socially Constructed Gender
Patriarchy is a social system in which men hold primary power and predominate in roles of political leadership, moral
authority, social privilege, and control of property. It perpetuates gender inequality by reinforcing traditional norms
and expectations that favour men over women in various aspects of life.
Biological sex refers to the physical characteristics that define male and female bodies, whereas socially constructed
gender encompasses the roles, behaviours, and identities that society attributes to individuals based on their sex. These
constructs are deeply intertwined with patriarchy, as societal norms often dictate how individuals should conform to
gender roles, leading to unequal distribution of power and opportunities.
Statistics show the pervasive impact of patriarchy and gender norms. For instance, women globally spend
approximately 2.5 times more unpaid care and domestic work than men, reflecting entrenched gender roles that limit
women's participation in the workforce and decision-making processes. Moreover, women are significantly
underrepresented in leadership positions, comprising only 7.4% of Fortune 500 CEOs and 23% of national
parliamentarians worldwide.
Understanding patriarchy and the distinction between biological sex and socially constructed gender is crucial for
dismantling oppressive systems and promoting gender equality. By challenging traditional norms and advocating for
inclusive policies, we can work towards a more equitable society where individuals are not constrained by rigid
gender roles and expectations.

Femininity and masculinity are socially constructed concepts that prescribe certain behaviours, traits, and roles to
individuals based on their perceived gender. These stereotypes often reinforce traditional notions of femininity as
nurturing, emotional, and submissive, while masculinity is characterized by strength, assertiveness, and dominance.
Gender stereotypes have a profound impact on individuals and society, perpetuating inequality and limiting
opportunities for both men and women. For example, boys are discouraged from expressing vulnerability or emotions
other than anger, contributing to mental health issues and interpersonal difficulties. Similarly, girls may face barriers
in pursuing careers in male-dominated fields due to stereotypes about their abilities and interests.
Breaking gender stereotypes is essential for achieving gender equality and liberation for all genders. When
individuals are free to express themselves authentically, regardless of societal expectations, they can reach their full
potential and contribute meaningfully to society. Initiatives promoting gender equality benefit men as well,
challenging rigid gender roles and promoting healthier, more fulfilling relationships and lifestyles.
By challenging gender stereotypes and fostering inclusivity, we can create a more equitable society where individuals
are valued for their unique qualities and talents, irrespective of gender. This liberation benefits everyone, paving the
way for a more just and harmonious world.

Contributing to Prevention of Sexual Harassment
Contributing to the prevention of sexual harassment requires understanding what constitutes
such behaviour and taking proactive steps to address it. Sexual harassment encompasses
unwelcome advances, requests for sexual favours, or other verbal or physical conduct of a
sexual nature that creates a hostile or intimidating work or social environment. It can occur in
various settings, including workplaces, educational institutions, and public spaces.
Statistics reveal the prevalence and impact of sexual harassment. For instance, a survey by
the International Labour Organization found that 1 in 3 women worldwide has experienced
sexual harassment in the workplace. Additionally, LGBTQ+ individuals and people of
marginalized genders are disproportionately affected by sexual harassment, highlighting the
intersectionality of this issue.
Understanding what is and is not sexual harassment is crucial for fostering a culture of
respect and accountability. Behaviours such as unwanted touching, sexual comments, and
explicit imagery constitute harassment, while consensual interactions do not. Creating clear
policies, providing training, and promoting bystander intervention can help prevent and
address sexual harassment, ensuring safe and inclusive environments for all.

Legal Provisions about prevention of Sexual Harassment
Legal provisions for the prevention of sexual harassment are essential for ensuring
accountability and protection for victims. Many countries have enacted laws and regulations
that mandate employers to create a safe working environment free from harassment. For
instance, in the United States, Title VII of the Civil Rights Act of 1964 prohibits sexual
harassment in the workplace and requires employers to take prompt and appropriate action
in response to complaints.
Additionally, international conventions such as the Convention on the Elimination of All
Forms of Discrimination Against Women (CEDAW) and the Istanbul Convention outline
obligations for states to prevent and address sexual harassment. These legal frameworks
often require employers to establish anti-harassment policies, provide training, and conduct
investigations into complaints.
Statistics underscore the importance of legal provisions in combating sexual harassment.
For example, studies show that only a fraction of sexual harassment incidents are reported,
often due to fear of retaliation or disbelief. Effective legal mechanisms can encourage
reporting and hold perpetrators accountable, ultimately contributing to a safer and more
equitable society for all.

Prevention of sexual harassment at workplace
Preventing sexual harassment in the workplace requires a multifaceted approach that involves clear policies,
comprehensive training, and a supportive organizational culture. Firstly, establishing robust anti-harassment policies is
essential. These policies should define sexual harassment, outline reporting procedures, and specify consequences for
offenders. Having a zero-tolerance policy sends a clear message that harassment will not be tolerated and empowers
employees to come forward with complaints.
Secondly, providing regular and mandatory training to employees is crucial. Training sessions should educate staff about
what constitutes sexual harassment, how to recognize it, and what steps to take if they witness or experience it. Training
also helps foster a culture of respect and professionalism, where harassment is seen as unacceptable behavior.
Additionally, creating channels for reporting and addressing complaints is vital. Employees should feel confident that their
concerns will be taken seriously and that appropriate action will be taken. This may involve establishing a dedicated
reporting mechanism, such as a confidential hotline or an HR representative, to handle complaints promptly and
impartially.
Moreover, promoting a supportive organizational culture is key to prevention efforts. Leadership should set the tone by
modeling respectful behavior and demonstrating a commitment to addressing harassment. Encouraging open
communication, providing resources for support, and fostering an inclusive environment where all employees feel valued
and respected contribute to a workplace free from harassment.
By implementing these strategies, organizations can create a safer and more conducive work environment where
employees can thrive without fear of harassment. Prevention of sexual harassment is not only a legal obligation but also a
moral imperative to uphold the dignity and well-being of all individuals in the workplace.

Roles of Men’s in POSH
1. Set an example by promoting respectful behaviour and treating all colleagues with dignity and professionalism.
2. Speak up against inappropriate comments or actions witnessed in the workplace.
3. Support and believe victims of sexual harassment, and encourage them to report incidents.
4. Take responsibility for educating oneself and others about what constitutes sexual harassment.
5. Advocate for comprehensive training programs on sexual harassment prevention for all employees.
6. Actively participate in creating a culture of zero tolerance for harassment within the organization.
7. Hold fellow male colleagues accountable for their actions and attitudes towards harassment.
8. Use one's privilege and influence to amplify the voices of those who may be marginalized or silenced.
9. Engage in discussions and initiatives aimed at addressing systemic issues that contribute to sexual harassment.
10. Foster positive relationships and respectful communication with all colleagues, regardless of gender.
11. Support policies and procedures that promote a safe and inclusive work environment.
12. Challenge traditional notions of masculinity that may contribute to or excuse harassment.
13. Refrain from engaging in or condoning behaviours that objectify or demean others.
14. Encourage participation in bystander intervention training to empower colleagues to intervene safely in instances of harassment.
15. Promote gender equality and diversity in leadership positions and decision-making processes.
16. Advocate for equal opportunities and fair treatment for all employees, regardless of gender.
17. Recognize the importance of empathy and active listening in supporting victims of harassment.
18. Take personal responsibility for fostering a workplace culture where harassment is not tolerated.
19. Support initiatives that address the root causes of harassment, such as gender inequality and power imbalances.
20. Continuously reflect on one's own attitudes and behaviours towards gender and sexuality, and strive to be an ally in the fight against sexual harassment.

Culture and tradition: Culture can simply be defined as the way of life of a particular society or ethnic group, and tradition is
the custom or belief of a society. Honestly, Culture and tradition can cause gender inequality. In order to see both the female
and male gender as equal, there should be a serious revival in some cultures and traditions.
Religion: In the world of today, so many people have developed bias attitude toward religion because they recently found out
that so many religious groups are causing harm to human race instead of making it a better place for all. Some teachings in
some religions has cause more pains than peace to the world. It is good to belong to a religious group and better if you know
what is right to do as an individual irrespective of any religious group.
Lack of Empowerment: Women are still regarded as nothing in some parts of the world because there are no women
empowered. Understanding the importance of youth empowerment where more attention will be paid in empowering most
female gender will curb the issue of female gender inequality. The government of every country should understand the
importance of training and development and make effort to train the female which then will “give birth” to proper
development; and hence reduces female gender inequality.
Mentality: Many people are still going on with certain archaic (outdated) mentalities that never will any lady or woman rule
them in any organization. This old mentality is one of the key causes of the less respect given to women in some societies.
Also, many women have the mentality that it is not possible for them to occupy top positions in politics and other areas. They
have the mentality that leaders are only meant to be men and not the women. This old mentality induces fear in them and
makes them reluctant instead of working hard to be registered as big boss of some top companies.
Lack of proper education: There is a saying: “education is power to success”. Based on this topic, lack of proper education is
the cause of gender inequality as nobody can go far in this modern world without good education. Yes, it is hard for any female
to be recognised without proper and adequate education given to her. It is painful that many families do not pay good attention
to their female children because the families do not see them as being very valuable to them when compared with the male.
Causes of Gender Inequality & discrimination

Steps to prevent gender inequality and discrimination
1. Talk to women and girls: A fundamental reason we have not yet achieved gender equality in every realm is that
women and girls’ voices are too often excluded from global and national decision-making. When programmes and
policies are designed without women’s needs central to their foundation, we’re setting ourselves up to fail. So we
should talk to women & girl
2. Stop child marriage and sexual harassment: In Bangladesh and elsewhere, child marriage is a major impediment to
girls’ education. In Bangladesh more than 50% of girls are married before the age of 18, and about 30% of girls 15 to
19 already have one child. If we want girls to be able to complete education we have to end child marriage.
3. Make education gender sensitive: There has been much progress in increasing access to education, but progress has
been slow in improving the gender sensitivity of the education system, including ensuring textbooks promote positive
stereotypes. This is critically important for girls to come out of schools as citizens who can shape a more equal
society.
4. Raise aspirations of girls and their parents: One of the key strategies must be to change how girls, families and society
imagine what girls can be and can do. We need to give girls images and role models that expand their dreams. We also
need parents to see that there really are opportunities for their daughters, that their only security is not just to be good
wives and mothers.
5. Empower mothers: We have learned that through empowering women on the community level you will also enhance
girls education. When mothers are educated and empowered to make choices in their lives, they enable their
daughters to go to school.
6. Give proper value to ‘women’s work’: We need a concerted campaign for equal pay for equal work worldwide. 7.
7. Get women into power: A proven way to overcome many systemic barriers to a woman’s success has been increased
participation by women in local, regional and national legislation as empowered change agents. 8.
8. Encourage women into non-traditional vocations: Supporting women in non-traditional jobs is crucial in not only
making long-lasting change in their lives but also help break social taboos

INTERNATIONAL LAWS
United Nations Rule of Law
Gender based discrimination permeates all cultures, and is often manifested in the
laws, policies, and practices of institutions. For example, in many countries women are not
afforded the same inheritance rights and property rights as men, nor are they allowed to testify in
court. Even where constitutional guarantees provide for equality and protect women’s rights,
discriminatory practices by law enforcement and security services, courts, lawyers and social
services can serve as major obstacles to women’s security and access to justice. Customary and
traditional norms and practices, including informal justice mechanisms, may perpetuate gross
violations of the rights of women and girls.
The UN rule of law approach seeks to realize international human rights norms and
standards related to gender, in particular the Convention on the Elimination Of All Forms Of
Discrimination Against Women(CEDAW).

CEDAW provides a definition of discrimination that emphasizes de facto improvements in women’s
lives, and requires state to “embody the principle of equality of women and men in their national
constitutions or other appropriate legislation.” Legal reform must involve not only removal of
discriminatory provisions from existing laws, but also the drafting of new laws needed to support
measures to achieve gender equality. Effective implementation of laws requires training and
awareness-raising of those responsible to enforce and uphold the rule of law, and the provision of
necessary financial and human resources.
European Union
Equality between men and women is one of the fundamental principle of Community
Law. The EU objectives on gender equality are to ensure equal opportunities and equal treatment for
men and women and to combat any form of discrimination on gender grounds. The EU has adopted a
two-pronged approach to this issue, combining specific measures with gender mainstreaming. The
issue also has a strong international dimension with regard to the fight against poverty, access to
education and health services, taking part in the economy and in the decision-making process,
women’s rights and human rights.

DISCRIMINATION- ITS MODES
1. UNEQUAL PAY
USA:
• Women in New York earn 84% of what men earn and jobs traditionally held by
women pay significantly less than jobs predominantly employing men.
• The wage gap is more severe for African-American and Hispanic women, who earn
79% and 64 % of that earned by non-Hispanic men in NYS, respectively.
• 61% of private sector employees in the US report that they are discouraged or
prohibited from discussing wage and salary information. If a women does not know
how much her male colleagues earn, it’s extremely difficult to determine whether she
is a victim of pay discrimination.

Wage Rates of Regular Wage/Salaried Employees and Casual Laborers
(source NSSO 68th round)
At all-India level, average wages received by regular wage/salaried employees was Rs. 396 per day. This
was Rs. 299 in rural areas and Rs. 450 in urban areas.
In the rural areas, wages received per day by a regular wage/salaried employee was Rs. 322 for males
and Rs. 202 for females, indicating the female-male wage ratio as 0.63. In the urban areas, this was Rs. 470
for males and Rs. 366 for females, indicating female-male wage ratio as 0.78.
Daily wages received by casual labors engaged in works other than public works was Rs. 139 in rural
areas and Rs. 170 in urban areas. In the rural areas, wage received per day was Rs. 149 for males and Rs.
103 for females. In the urban areas, corresponding rates were Rs. 182 and Rs. 111 for males and females
respectively.
Daily wages received by casual labors of rural areas engaged in public works other than MGNREG public
works was Rs. 121. this was Rs. 127 for males and Rs. 111 for females. Daily wages received by casual
labors of rural areas engaged in MGNREG public works was Rs. 107. this was Rs. 112 for males and Rs. 102
for females.

2. SEXUAL HARASSMENT
USA:
Sexual harassment disproportionately affects women in the workplace. In 2011, women filed 75% of all
sexual harassment complaints with the NYS Division of Human Rights.
83% of all EEOC complaints of sexual harassment were filed by women.
INDIA:
• An overwhelming majority of women(90%) who experience sexual harassment do not register a police
complaint. Majority of them do not do so as they don’t think it would serve any purpose revealing abysmal
faith in law enforcement agencies.
• Almost 70% of the women said they had been subjected to lewd comments or songs from groups of men.
About a quarter of them had been groped or molested by men. Stalking was reported by just 8%. Alarmingly,
in over 90% of the incidents people around did not respond to help the women.
• Article 15(1) of India’s Constitution prohibits discrimination based on gender
• 17% of working women in India have experienced some form of sexual harassment at work.
• In 2013, India passed the Anti-Sexual Harassment of Women at Workplace Act. The act defines sexual
harassment in the workplace and intends to minimize any bias or influence by people in positions of authority
to intervene in cases of sexual harassment.
• In a recent ICRW an UN Women Survey, 95% of women and girls feel unsafe from unwanted sexual
harassment in public spaces in the city of Delhi.
• 63% of women in Delhi survey were afraid to go out after dark alone and 21% stated they do not go out at
all.

3. FAMILIAL STATUS DISCRIMINATION
USA:
• State law protects against familial status discrimination in housing and credit, but not employment.
• Women with children are less likely to be recommended for hire and promotion, and more likely to
receive less salary than similarly situated men.
• An average women loses $434000 over a 40-year career due to the motherhood penalty.
INDIA:
GENDER, AGE, MARITAL STATUS
One of the most remarkable features of the mobile phone manufacturing workforce is it’s youth. Sal comp
employed 3600 workers in India, 95% of whom are women between the ages of 18 and 25 years. Foxconn
had a total of 6000 workers in two production units near Chennai. Of the total 1700 were women. At
Flextronics the ration of men to women was 60-40 and at Nokia it was 40-60. the average age of the
workers at both factories was 22 years. Some job advertisements specified the desired age category as being
18 to 24 years. Nokia denied having an upper age limit while acknowledging that most of their workers
were between the ages of 18 and 24 years. All the workers contacted in the course of research were in their
early 20s.

4. DOMESTIC VIOLENCE
USA
• Women are disproportionately affected by intimate partner violence, with more than one in three women
experiencing rape, physical violence and/or stalking by an intimate partner in their lifetime.
• Nationally, 11% of evictions involve victims of domestic violence who are evicted due to abuse.
• An order of protection is a court order directed to the offending party and prohibiting the respondent from
contacting the protected party. New York has seen an increasing number of arrests of protected parties
when a respondent violates an order of protection, or when a protected party appropriately contacts a
respondent.
INDIA:
309,546- crimes against women reported in 2013
118,866- domestic violence
70,739- molestation
51,881- kidnapping
33,707- rape
34,353- other

According to the last exhaustive family survey done by the government, more than 54% of men and
51% women said it was okay for a man to beat his wife if she disrespected her in-laws, neglected her
home or children, or even over something as trivial as putting less- or more- salt in food.
Lawyer Monika Joshi says, because the scales are tilted so heavily against women and unless there
is “total equality” between the genders, home will remain “the most dangerous place” for many
Indian women.
5. HUMAN TRAFFICKING
USA:
• Because trafficking is often committed behind closed doors, statistics are hard to come by. Whether
trafficked into labor or prostitution , women and girls are profoundly harmed by this brutal crime.
• Since New York state first recognized human trafficking as a crime in 2007, few perpetrators have
been held accountable, and far too many victims have been denied protection or have been
revictimized by USA justice system due to gaps and loopholes in their current laws

India’s custom made discrimination
According to the latest UN Gender Equality Index, India has one of the worst gender differentials
in child mortality of any country, ranking 132 out of 148 nations, worse than Pakistan and
Bangladesh.
In much of India, a preference for male children is built into cultural ideology. Sons are
traditionally viewed as the breadwinners who will carry on the family name and perform the last
rites of the parents- an important ritual in many faiths.
Female economic power also enhances the “wealth and well-being of nations.” Women who
control their own income tend to have fewer children, and fertility rates have shown to be
inversely related to national income growth. In turn, a woman’s level of education affects her
decision-making process when it comes to questions about contraception, age of marriage,
fertility, child mortality, modern sector employment and earnings.

“ We’ve begun to raise daughters more like sons… but few have the courage to raise our
sons more like our daughters.”
-Gloria Steinem
“A woman is human, she is not better, wiser, stronger, more intelligent, more creative, or
more responsible than a man. Likewise, she is never less. Equality is given. A woman is
human.”
-Vera Nazarian,
"Gender sensitivity is the cornerstone of equality, reminding us that understanding and
valuing diverse gender identities is essential for a fair and just society.“
- Emma Watson

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