GENDER-BASED VIOLENCE IN THE WORKPLACE: ANALYZING THE EXPERIENCES OF FEMALE EMPLOYEES IN THE CORPORATE SECTOR

GENDER-BASED VIOLENCE IN THE WORKPLACE: ANALYZING THE EXPERIENCES OF FEMALE EMPLOYEES IN THE CORPORATE SECTOR.

Chapter One: Introduction

Background of the Study

Gender-based violence (GBV) in the workplace is a pervasive issue that affects female employees across various industries, including the corporate sector. This form of violence includes a range of harmful behaviors, such as sexual harassment, verbal abuse, physical assault, and discriminatory practices, all of which undermine the safety, dignity, and professional growth of women in the workplace (McDonald, Charlesworth, & Graham, 2015). The corporate environment, often characterized by power imbalances and competitive pressures, can create conditions where GBV is either normalized or overlooked, leading to significant negative impacts on victims' mental and physical health, career progression, and overall well-being (Fitzgerald, Drasgow, & Magley, 2016).

 

Despite global and national efforts to address GBV in the workplace, including the implementation of policies and legal frameworks, the problem persists, particularly in corporate settings where reporting mechanisms may be inadequate or victims fear retaliation. Studies have shown that GBV in the workplace not only affects individual victims but also has broader implications for organizational culture, employee morale, and productivity (Cortina, Kabat-Farr, Leskinen, Huerta, & Magley, 2013). Moreover, the corporate sector's response to GBV often reflects societal attitudes towards gender equality and the empowerment of women, making it a critical area of study for understanding and combating gender-based violence in broader society.

 

In many corporate environments, the hierarchical structure and male-dominated leadership can perpetuate a culture of silence and impunity regarding GBV. Female employees who experience violence or harassment may feel powerless to report incidents due to fear of career repercussions, lack of support from management, or inadequate enforcement of existing policies (Bondestam & Lundqvist, 2020). This study aims to analyze the experiences of female employees in the corporate sector regarding GBV, focusing on the prevalence, types of violence encountered, and the effectiveness of organizational responses. By examining these factors, the research seeks to contribute to a deeper understanding of the challenges women face in corporate environments and to inform strategies for creating safer and more equitable workplaces.

 

Statement of the Problem

Gender-based violence in the workplace represents a significant barrier to achieving gender equality and fostering inclusive work environments. Despite the presence of policies and regulations designed to protect employees from such violence, female employees in the corporate sector continue to face various forms of GBV, including sexual harassment, intimidation, and discrimination. The problem is compounded by the reluctance of victims to report incidents due to fear of retaliation, stigmatization, or skepticism about the effectiveness of reporting mechanisms (Fitzgerald et al., 2016).

 

The corporate sector, often characterized by rigid hierarchical structures and a predominantly male leadership, may inadvertently foster environments where GBV is tolerated or inadequately addressed. This creates a culture of impunity, where perpetrators may feel emboldened, and victims are left without recourse or support. The lack of robust organizational responses to GBV not only undermines the well-being and career progression of female employees but also perpetuates gender inequalities within the workplace (Bondestam & Lundqvist, 2020).

 

The persistence of GBV in the corporate sector indicates a critical need for more effective interventions and a reevaluation of current policies and practices. This study seeks to address this problem by analyzing the experiences of female employees in the corporate sector, with a focus on understanding the prevalence and impact of GBV, as well as the effectiveness of organizational responses. The findings will be instrumental in informing policy changes and promoting a safer, more inclusive work environment for all employees.

 

Objectives of the Study

To examine the prevalence and types of gender-based violence experienced by female employees in the corporate sector.

To assess the effectiveness of organizational policies and reporting mechanisms in addressing gender-based violence in the workplace.

To explore the impact of gender-based violence on the career progression and mental well-being of female employees in the corporate sector.

 

Research Questions

What is the prevalence and nature of gender-based violence experienced by female employees in the corporate sector?

How effective are organizational policies and reporting mechanisms in addressing gender-based violence in the workplace?

What are the impacts of gender-based violence on the career progression and mental well-being of female employees in the corporate sector?

 

Significance of the Study

This study holds significant relevance for various stakeholders, including corporate leaders, policymakers, human resource professionals, and gender equality advocates. For corporate leaders and human resource professionals, the study provides insights into the prevalence and impact of GBV in the workplace, helping them to develop more effective policies and interventions to protect employees and foster a positive work environment. Policymakers can use the findings to strengthen legal frameworks and regulatory oversight to ensure that corporate organizations are held accountable for preventing and addressing GBV. Gender equality advocates and researchers will find the study valuable in advancing the discourse on workplace violence and contributing to broader efforts to achieve gender equity in all sectors of society.

 

Scope and Limitations of the Study

The study will focus on the experiences of female employees in the corporate sector, with a particular emphasis on large multinational companies and prominent national corporations. Data will be collected through surveys and interviews with female employees, human resource professionals, and organizational leaders. The study will also involve a review of organizational policies and reporting mechanisms related to GBV.

 

Limitations may include:

Response Bias: Participants may be reluctant to disclose their experiences of GBV due to fear of retaliation or concerns about confidentiality.

Generalizability: The findings may not be generalizable to smaller organizations or those in different sectors, where the dynamics of GBV may differ.

Access to Participants: Gaining access to corporate environments and securing the participation of employees in sensitive discussions about GBV may pose challenges.

 

Definitions of the Study

Gender-Based Violence (GBV): Any form of violence or harassment directed at an individual based on their gender, including sexual harassment, physical assault, verbal abuse, and discriminatory practices.

Corporate Sector: Refers to large business organizations, including multinational companies and prominent national corporations, that operate in various industries such as finance, technology, and manufacturing.

Organizational Policies: The rules, procedures, and guidelines established by a company to govern the behavior of employees and address issues such as workplace harassment and violence.

 

References

Bondestam, F., & Lundqvist, M. (2020). Sexual harassment in higher education–a systematic review. European Journal of Higher Education, 10(4), 397-419.

Cortina, L. M., Kabat-Farr, D., Leskinen, E. A., Huerta, M., & Magley, V. J. (2013). Selective incivility as modern discrimination in organizations: Evidence and impact. Journal of Management, 39(6), 1579-1605.

Fitzgerald, L. F., Drasgow, F., & Magley, V. J. (2016). Sexual harassment in the workplace: A case of high impact training and intervention programs. In Handbook of Gender Research in Psychology (pp. 431-454). Springer, New York, NY.

McDonald, P., Charlesworth, S., & Graham, T. (2015). Developing a framework of effective prevention and response strategies in workplace sexual harassment. Asia Pacific Journal of Human Resources, 53(1), 41-58.