What is needed is 15 pages of literature review

Running head: GENDER BALANCE IN WORKPLACE 0

Women in Public and Private Sector in Saudi Arabia

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Institution

Introduction

The main aims and objectives of the research is to examine the gender balance in the working places particularly on the women in Saudi Arabia. We will seek to know how the women are treated in Saudi Arabia particularly in the public and private by looking at how they have participated.

• To reduce the problem of gender imbalance in Saudi Arabia workplace especially the women.

• To increase the productivity and individual performance among the women in the workplace.

• To reduce the problem of gender-based violence against women in the Saudi Arabia workplace.

• To change the old perception of the division of labor according to sex in Saudi Arabia.

• To show the importance of gender balance in the workplace in Saudi Arabia.

Importance of gender balance

When there is gender balance, it means there will be no any sidelining with any gender. The gender balance in the workplace will help in making good sense decision. In a company where there are males only, the shape and the culture of the company are not one of the best (Al-Ahmadi, 2011). With the gender balance in the company, it means that the shape and the company culture will be maintained. For successful activities in any workplace, there should be a good culture that will be brought about by the gender balance.

Scope of gender balance in a workplace

Workplace gender equality in Saudi Arabia can be achieved when women can access and enjoy the same rewards, resources, and opportunities regardless of their gender. Gender balance will also be achieved if the women employees in Saudi Arabia earn the same amount of reward. The gender balance will be achieved if there will be the removal of barriers to the full and equal participation of women in the workforce (Metcalfe, 2008). Achieving the gender equality is important to form workplaces not only because it is fair and the right thing to do but because it is also linked to Saudi Arabia’s overall economic performance.

Literature review

Gender imbalance is a term used to describe the discrimination that is there when it comes to deal with both females and the males. The issue of gender inequality has been addressed in many places starting from schools to even workplaces. It is an issue if not well handled, it will make the performance, and the productivity of employees goes down. The problem can be solved if there is equal representation of gender when it comes to activities. Also recruiting the same number of both genders will help in curbing the problem especially when it comes to working places (Al-Ahmadi, 2011). Achieving the gender balance will be the key to success and achievement.

Saudi Arabia women are for the most part offered employment in three principle ranges which are; medication, education, and administration. The general set of working responsibilities of women in Saudi Arabia in the governmental segment for the most part incorporates; apportioning staff, the capacity to sort out her specialization in the length of its attentiveness toward an everyday errand (Metcalfe, 2008). Then again men' is, basic leadership, management, and approach setting, segregation and contracting and, likewise planning and assessing the long term objectives.

There are three reasons that emerge among the numerous financial variables that a few analysts call attention to with respect to why there is no gender balance particularly for women

• The patriarchal structure of states in the region

• Dominant public sector employment and frail private sector jobs

• And an aloof business condition for women as a result of the preservationist way of sexual orientation roles and the absence of support for conceptive and family costs.

Firstly, the socio-economic disheartens women from working in spite of urging them to get an education, particularly in oil-rich Gulf countries. Oil and oil-related incomes sustain patriarchal family structures on the grounds that the state itself is the "patriarch" of its nationals, utilizing them and giving them prepared salary (Al-Ahmadi, 2011). This implies natives don't need to search for approaches to profit outside of state support, and may simply strengthen already existing preservationist gender orientation roles where women remain at home. Oil and oil-related incomes likewise structure the economy far from female-escalated segments.

Secondly, patriarchal state establishment frameworks often imply feeble, department private sectors that would prefer not to or can't stand to expect the cost of women's reproductive roles. This genuinely thwarts women's pragmatic and strategic cooperation in labor force. Thirdly, the cold business environment in the private sector demoralizes women to work. No Arab nation has a legitimate share for the rate of women it must incorporate on corporate sheets. Just Djibouti and Morocco have laws against sex segregation in hiring and for equivalent compensation for equivalent work (Metcalfe, 2008). Algeria has likewise ruled in favor of equivalent pay for equivalent work.

Transportation and legal confinements issues like in Saudi Arabia where women are not permitted to drive, and additionally gender orientation standards on the sorts of employments a lady can have has prompted numerous women to work in the public sector rather than the private sector (Metcalfe, 2008). Occupations are steadier in the public segment as is the wage, and the working hours are regarded socially adequate.

Marriage in Saudi Arabia is a watershed occasion as far as women's capacity to keep on working in the private sector. This is not the situation for women out in the public employment and non-wage employment, where their prospects proceed to rise well after marriage. Thus, the possibility that public sector occupations are the best employments for women who need to get married is strengthened (Al-Ahmadi, 2011). Without a solid private sector that is boosted to contract more women, they will keep on competing in a losing fight for the restricted public segment occupations with every one of the men in a patriarchal state that favors them.

It's critical to note, in any case, that regardless of female labor cooperation rates in the Gulf States being lower than other high economy nations around the globe, Kuwait, Qatar, Bahrain, and the UAE have a portion of the most astounding rates of working women than other countries in the region (Al-Ahmadi, 2011). This is maybe because of the pervasiveness of greater public sectors in these nations, where, once more, most Arab women want to work.

Saudi Arabia is the main exemption, where female labor investment is assessed to be around 21%, as per the Women, Business, and Law 2016 report. Saudi Arabia loses an expected 27% of wage because of the gap in women's labor drive participation (Metcalfe, 2008). Saudi Arabia can only recover these misfortunes by changing the monetary models to empower a more grounded private sector, make more employments, and make it simpler and all the more socially satisfactory for women to join its labor market.

References

Al-Ahmadi, H. (2011). Challenges facing women leaders in Saudi Arabia. Human Resource Development International, 14(2), 149-166.

Metcalfe, B. D. (2008). Women, management and globalization in the Middle East. Journal of Business Ethics, 83(1), 85-100.