No AI Generated Content
Promoting Rights and Justice through Advocacy Assignment sample
Get Free Samples Written by our Top-Notch Subject Expert Writers known for providing the No.1 Assignment writing services in Australia
Human rights are all about a person-centered way of work to ensure that views, perspectives, and needs are fully considered. On the other hand, advocacy mainly strives for the individual persons involved in the plan for personal development. Additionally, human rights and social advocacy are essential for social justice. The study evaluates in detail gender inequality issues that are associated with the abuse of human rights and its impact on society. In this context, human rights play a crucial role to eliminate social problems in society for social welfare.
Critical review of the social issue
Gender inequality is a significant factor that is prevailing in the workplace in various nations. Additionally, it can be claimed that gender inequality in the workplace includes the unequal distribution in the salary of the people along with the disparity in the promotions of the people. The factor of gender inequality is majorly prevailing within the nation of the UK since the women employees are not getting appropriate opportunities as men despite having proper skills. In the country of the UK the average working age of women is 40% less as compared to males. There are several prevailing issues in the context of gender inequality in the concerned nation since the women are not given the chance in the full time jobs that is 45% whereas in men the percentage is 61% (Ifs, 2021). Moreover, it can be stated that the women are provided with extra responsibilities in the household work, and for this reason, they are not able to focus on the work. Additionally, it can be stated that despite having the same skills as men women are not provided with the higher positions in their workplace. In the huge majority of the self-effacing in the combination in the various types of earnings in the past 25 years has been increased. The inequalities in all the components of the “labor market earnings” include the working hours, hourly wages along with employment. As per the year 2019, the earnings of women is still at 19% which is less per hour as compared to men (Lse.ac, 2021). The gaps of all the three components are very much linked as well as the women also have career breaks. The hourly wages are also less for the women of the nation as compared to the men. On the other hand, it can be claimed that there are various effects of gender discrimination in the workplace in the UK such as increased conflicts within the workplace due to the decreased pay of the employees. Moreover, it can be stated that female employees are not treated in a proper manner despite having the same qualifications as men. Additionally, it can be stated that improvised policies needed to be made in order to overcome from the issue in the workplace. On the other hand, it can be stated that the development of the new policies increases the productivity of the various organisations of the UK.
At present, the UK government has undertaken such essential consequences to deal with the gender inequality issue severely. The existence of the “Human Rights Act 1998”, and “Equality Act 2010” and the development of strategic visions for gender equality are beneficial to deal with these issues most effectively (Parliament, 2020). “Gender Equality Policy Map” has been developed in this context as well through which it can be possible to maintain the equality standards most adequately. Additionally, it can be stated that the incorporation of the new policies assists to provide appropriate guidance to the concerned country in order to work in a proper manner.
Human rights implications of the social problem
Reason behind the social issue represents the abuse of human rights
The issue of gender inequality is responsible for causing strong abuse of human rights as it is gender-based violence that undermines a particular individual's sense of self-worth along with self-esteem. Freedom from violence is considered as a fundamental human right although the inability to do so is responsible for affecting both physical and mental health strongly. In the viewpoint of Dalingwater (2018, p.23), gender inequality in the workplace is responsible for causing a strong assault on human dignity that also deprives people of basic human rights. In this context, it can be stated that gender inequality in the workplace is responsible for representing an abuse of human rights by affecting the basic rights of the individuals. Focusing on the UK, it has been identified that major gaps are presented here in the equality laws severely. The existence of the "equal pay legislation" is not well fit here for the purpose as well and there is a strong need to take such specific actions to change the workplace culture as early as possible.
As per the above figure, 1,470 companies in the UK pay women more whereas 8,090 companies in the UK pay men more which show a high difference in the pay structure (Ft, 2020). As stated by Baum and Hai (2019, p.375), employment in the tourism industry of the UK is responsible for raising fundamental concerns about maintaining basic human rights. The presence of the low pay scale is mainly responsible to affect the human rights that need to be taken under consideration adequately.
Gender-based violence is responsible for causing a direct impact on the economic cost that is also quite heavy as it makes people less motivated and dissatisfied for which less productivity can be observed (Coe, 2022). Based on the research, it has been identified that the UK government has a strong need to publish reliable action plans on the "gender pay gap reporting" as well as to maintain the real transparency on the pay structure to reduce the gender inequality in the workplaces. Gender discrimination is considered as the illegal one and each of the workers has the basic right to work in a safe and "discrimination free environment". From this aspect, gender inequality is a serious issue in the social context and it is responsible for affecting society's growth as well. As propounded by Eikhof et al (2019, p.845), gender inequality in the UK screen sector is observed on a strong aspect although it is changing in the present context. Women are struggling to make themselves comfortable enough in the "hostile employment system" and it presents the core context that changes need to be articulated here effectively to gain the best possible outcomes.
Discussion on the abuse of particular human rights
As per the “Universal Declaration of Human Rights” by the United Nations, it can be stated that different human rights have been abused through the aforementioned social issue such as gender inequality in the workplace. The initial one which is affected in this regard is that “all human beings are born free and equal in dignity and rights” (Un, 2022). The main reason behind abusing this human right is that gender inequality is associated with the context of unequal dignity along with rights towards the individual. Another human right that is also abused in this regard is that "everyone is entitled to all rights and freedoms without any discrimination of race, color, language, gender, and others". Gender inequality in the workplace is responsible to cause strong discrimination against gender and thus, it abuses the human rights strongly. Next one human right that is abused strongly due to the gender equality is that "all are equal before the law and must be entitled without any type of discrimination to the equal protection of the law". In the case of gender inequality, it is not possible to provide equal protections as women face most of the harassment in this regard (Bruckmüller and Braun, 2020, p.470).
Human rights regarding “everyone has the core right regarding freedom of opinion and expression” are also affected due to the social issues. It is mainly caused by female workers being often dominated by their male co-workers while expressing their opinions regarding a particular fact or having to state decisions. Moreover, even after having the capability, they are often limited to lead in a small context rather than the male workers and higher authority provides them less important as well. Gender inequality in the workplace is also responsible for abuse the of human rights regarding “Everyone without any types of the discrimination has the core right to get equal pay for the equal work” (Un, 2022). As per the below figure, 50% of men in the UK work for the companies that maintain a pay gap of more than 10.0%, and 88% of men earn more by 60% than the female workers (Ft, 2020). These human rights need to be protected properly in order to gain the best possible outcomes.
Success and failure to advocacy related to the issue
Advocacy helps to promote equality, social justice for social well-being, social inclusion as well as human rights. The main purpose of social advocacy is to make things directly as well as empowering. It is essential for individuals to develop self-advocacy, and speak out against the wrong things for personal development. Advocacy helps to explore the right option against social issues. The study evaluates how advocacy worked on gender inequality issues to eliminate from society for social welfare.
Gender inequality in the workplace environment is crucial for the firm to build a competitive organization to recruit and retain expertise skills for the overall success of the business. In this context, social advocacy helps to develop equality as well as diversity to make positive workplace cultures. Social advocacy in the workplace environment guides the organization to establish an environment that is supportive of women which is significant for the organization to naturally engage their employees in the firms to boost higher productivity for business growth. Over the past decade, most women in the workplace environment have faced obstacles due to gender business issues (Sánchez-Monedero et al. 2020, pp. 460). Social advocacy shows the importance of human rights to develop equality in workplace culture to gain a competitive edge for business success. Promoting advocacy in the workplace environment which is significant for the management to work over the unconscious bias gives a negative impact on the economy as well as creates negative workplace cultures.
Advocacy shows the importance of emphasizing a diverse workforce that helps to boost productivity to maximize the profits of the business in international markets (Patel, 2019, pp.112) In recent times advocacy has successfully promoted the development of cultures to support and hire women to increase the efficiency of the business as well as help to eliminate gender inequality in the workplace environment. In recent times 70% of women are involved in an academic institution to provide proper lessons for student betterment. For example, in the UK most education institutions have 70% of women to create a positive workplace culture. As stated by Peisah et al. (2021. pp, 235) it is easier for the organization to hire more women in the workplace environment but it is also important to retain them for a longer time for organizational development. Social advocacy successfully promotes that to give support to individual women and emerging leadership roles which may help to improve gender equality in the workplace environment. Organizations need to eliminate the male dominant demographic from the organization and develop equality to support both men and women and establish a positive workplace environment. Advocacy shows the importance of enhancing high potential employees and providing adequate resources to reach the desired outcome of the organization in an equal manner. Social advocacy successfully promotes providing proper knowledge and lessons related to gender equality and human rights at initial levels of studies. It may help to eliminate gender inequality from society as well as helps to remove gender equality from society. Advocacy successfully increased social presence and promoted not to underestimate the women's united power which is significant for the organization to increase business efficiency to achieve organizational success. The organization needs to provide positions to their employers based on their skills and talent instead of gender pReferences. The organization must encourage and empower the employee's brands and enhance advocacy programs in the workplace culture which may help to eliminate gender inequality issues and develop positive workplace cultures.
Gender inequality in workplace cultures creates a negative workplace environment as well as it gives a negative impact on the business economy. Advocacy takes a lot of time which is one of the major disadvantages that most organizations are incapable of following all the policies of advocacy to eliminate gender inequality and establish positive workplace cultures for organizational development. As stated by Denedo et al. (2021. PP, 1203) it is quite difficult for people to follow all the policies and take necessary actions as per the requirements. As commented by Lawson, and Beckett (2022, pp. 349), it is difficult for women in male dominant organizations to take support from the higher authority to resolve the issues based on gender inequality in the workplace environment. On the contrary Cotula (2019, pp. 473) the organization has failed to successfully enhance advocacy programs to develop equality at various stages to establish a positive workplace culture for the overall success of the business. Emphasizing advocacy programmed in the workplace culture which is beneficial for the firm to eliminate the polarized climate from the organization can establish a better work environment where each of the staff gives their best to increase higher revenue of the business. Moreover, most employees are afraid to raise their voices against gender inequality which may escalate the gender inequality issues in the workplace environment.
It can be recommended that there is a strong need to develop the existing gender equality policies in the workplaces of the UK to protect human rights severely. Moreover, it is also essential to provide equal learning as well as development opportunities for each of the workers in the workplace to reduce gender biases strongly (Bilan et al. 2020, p.190). By facilitating the empowerment of female workers in the workplaces in the UK, it can be possible to reduce the concept of gender inequality from a strong aspect. Advocacy gaps that are observed here need to be mitigated with the help of effective legal aspects. It is also essential to undertake the holistic approach in this regard in order to promote diversity along with inclusion within the workplace. With the help of the above stated recommendations, it can be possible to deal with the gender inequality context appropriately.
On a concluding note, the study highlights the importance of human rights in the workplace environment which may help to remove gender inequality from firms and make positive workplace cultures. The study evaluates the pros and cons of social advocacy based on gender equality issues. Employee advocacy in an organization guides the management to provide equal chance and privilege to all employees to develop a positive work environment. The study highlights self-advocacy which is crucial for the individual to speak against the wrong things as well as help to deal with complex situations.
- Baum, T. and Hai, N.T.T., (2019). Applying sustainable employment principles in the tourism industry: righting human rights wrongs?. Tourism Recreation Research, 44(3), pp.371-381. DOI:10.1080/02508281.2019.1624407
- Bilan, Y., Mishchuk, H., Samoliuk, N. and Mishchuk, V., (2020). Gender discrimination and its links with compensations and benefits practices in enterprises. Entrepreneurial Business and Economics Review, 8(3), pp.189-203. https://eber.uek.krakow.pl/index.php/eber/article/view/944/626
- Bruckmüller, S. and Braun, M., (2020). One group’s advantage or another group’s disadvantage? How comparative framing shapes explanations of, and reactions to, workplace gender inequality. Journal of Language and Social Psychology, 39(4), pp.457-475. doi:10.1177/0261927X20932631
- Coe, (2022). Why-is-gender-based-violence-a-problem. Available at: https://www.coe.int/en/web/gender-matters/why-is-gender-based-violence-a-problem- [Accessed on 22nd August, 2022]
- Cotula, L., 2019. Between hope and critique: Human rights, social justice and re-imagining international law from the bottom up. Ga. J. Int'l & Comp. L., 48, p.473.:doi.org/10.7916/D8513ZFG;
- Dalingwater, L., (2018). Neo-liberalism and gender inequality in the workplace in Britain. Revue Française de Civilisation Britannique. French Journal of British Studies, 23(XXIII-1). DOI:10.4000/rfcb.1802
- Denso, M., Thomson, I., and Yonekura, A., 2019, January. Ecological damage, human rights, and oil: local advocacy NGOs dialogic action and alternative accounting practices. In Accounting Forum (Vol. 43, No. 1, pp. 85-112). Routledge.:doi.org/10.1016/j.accfor.2018.09.001
- Dixon, J., Laing, J., and Valentine, C., 2020. A human rights approach to advocacy for people with dementia: A review of current provision in England and Wales. Dementia, 19(2), pp.221-236.:doi.org/10.1177/1471301218770478
- Eikhof, D.R., Newsinger, J., Luchinskaya, D. and Aidley, D., (2019). And… action? Gender, knowledge and inequalities in the UK screen industries. Gender, Work & Organization, 26(6), pp.840-859. https://nottingham-repository.worktribe.com/index.php/preview/913371/GWO_resubmission3_proof.pdf
- Ft, (2020). Gender-pay-gap-UK. Available at: https://ig.ft.com/gender-pay-gap-UK/ [Accessed on 22nd August, 2022]
- Ifs, (2021). Women-and-men-at-work. Available at: https://ifs.org.uk/inequality/women-and-men-at-work/#:~:text=The%20average%20working%2Dage%20woman,it%20was%2025%20years%20ago. [Accessed on 22nd August, 2022]
- Lawson, A. and Beckett, A.E., 2021. The social and human rights models of disability: towards a complementarity thesis. The International Journal of Human Rights, 25(2), pp.348-379.:doi.org/10.2174/1745017901410010080
- Lse.ac, (2021). Why-we-should-still-be-concerned-about-gender-inequality-in-the-uk. Available at: https://blogs.lse.ac.uk/socialbusinesshub/2021/11/15/why-we-should-still-be-concerned-about-gender-inequality-in-the-uk [Accessed on 22nd August, 2022]
- Mapp, S., McPherson, J., Androff, D. and Gatenio Gabel, S., 2019. Social work is a human rights profession. Social Work, 64(3), pp.259-269.:DOI: 10.1093/SW/swz023
- Parliament, (2020). Gender-equality-policy-map. Available at: https://www.parliament.uk/mps-lords-and-offices/offices/commons/scrutinyunit/gender-equality-policy-map/#:~:text=Key%20laws%20and%20policies%20include,Female%20Offender%20Strategy%202018 [Accessed on 22nd August, 2022]
- Patel, N., 2019. The human rights-based approach to applied psychology. European Psychologist, 24(2), p.113.:doi.org/10.1027/1016-9040/a000371
- Peisah, C., Byrnes, A., Doron, I.I., Dark, M., and Quinn, G., 2020. Advocacy for the human rights of older people in the COVID pandemic and beyond: a call to mental health professionals. International Psychogeriatrics, 32(10), pp.1199-1204.:doi.org/10.1017/S1041610220001076
- Sánchez-Monedero, J., Dencik, L. and Edwards, L., 2020, January. What does it mean to solve the problem of discrimination in hiring? Social, technical, and legal perspectives from the UK on automated hiring systems. In Proceedings of the 2020 conference on fairness, accountability, and transparency (pp. 458-468).:doi.org/10.1145/3351095.3372849
- Smeloans.co, (2021). Gender-discrimination-in-the-workplace. Available at: https://www.smeloans.co.uk/blog/gender-discrimination-in-the-workplace [Accessed on 22nd August, 2022]
- Un, (2022). Universal-declaration-of-human-rights. Available at: https://www.un.org/en/about-us/universal-declaration-of-human-rights [Accessed on 22nd August, 2022]