Impact of Gender Discrimination on The Commitment of Employees in Banking Industry

In this, the banking sector is one of the most prominent sectors of UK economy. This sector generates various opportunities for an individual to enhance the career opportunities. There are a few large banks like HSBS, Lloyds Group etc. but the case study is based on HSBS bank. In UK, the share of women as a manager is just 32% and 28% of senior executives. Due to different barriers, the women employees are being discriminated on diverse basis which will be further discussed in this research paper (Abd Rahim and et.al., 2016).

Research aim and objective

Aim

The aim of the present study is to critically evaluate the Impact of gender discrimination on commitment of employees in the banking industry: A study of HSBC bank. The aim of this paper is to identify different types of discrimination which are being faced by the employees. As a result, discrimination may have huge impact on the commitment level of the employees towards work.

Objectives

The current investigation is being conducted with an object to critically evaluate the Impact of gender discrimination on commitment of employees in the banking industry: A study of HSBC bank. In order to gain a clear understanding the objectives are about to bifurcated so that the views of different authors can be seen. Following objectives are mentioned below.

• To examine the concept of Gender discrimination
• To analyse the meaning of employee commitment
• To evaluate the terminology of employee performance
• To critically investigate the impact of gender discrimination on commitment of employees in the banking industry (Abd Rahim and et.al., 2016).

Research questions

• What is the concept of gender discrimination?
• What is the meaning of employee performance and commitment in the organization?
• Explain the impact of gender discrimination on commitment of employees in the banking industry.

Concept of Gender discrimination

According to (Abd Rahim and et.al., 2016), discrimination is an act of treating someone unfair in terms of caste, gender, sex and age. Although, discrimination can be categorised in two i.e. direct discrimination and indirect discrimination. The stated concept occurs at the workplace which results in affecting the performance of an individual. On contrary to this, (Bezbaruah, 2015) stated that discrimination can also be explained as the concept explains about the inequality between the man and women.

As a result, the concept of gender gap is raised between men and women. At the time of promotions and for higher positions, men are given the priority as compare to the women. This results in gender discrimination. There is another explanation over gender discrimination as per (Sharma and Mani, 2012) where gender discrimination is a process in which leads to create gender disparities between a man and women in terms of growth and success.

Employee commitment

As per (Gupta, 2012), employee commitment is the dedication of employees towards work and the organization as well. The employee commitments are of two types i.e. affective commitment and normative commitment. However, a committed employee is an asset for an organization because their work interest is higher towards the operations. On contrary to this, (Bezbaruah, 2015) stated that employee commitment consist of the structure energizing employees by engaging with them and assure that the employees believe in the organization's goals and know that they are a key part of execute these goals.

This concept can remain useful for the companies in order to measure the performance of the organizations. If the employees are engaged with the work then they will give their hundred percent towards the company. The commitment of the employees is one of the most positive outcome for the company. It helps the company to attain their task and operations in an effective manner. Although, the management of the companies can measured their commitment by comparing their work performance. It will allow the organizations to identify the position of the employees and their demands ad well. Therefore, the organization needs to focus on improving the employee commitment so that the company performance cane be improved (Abd Rahim and et.al., 2016).

Employee performance

According to (Wilson, 2015), employee performance can be explained as the executions of the skills and knowledge of an individual in order to attain the company tasks and operations. There are different companies who access the performance of the employees on annual and quarterly basis. It is an important factor on which a firm needs to focus and analyse the same. It is the duty of the management keep measuring the employee performance so that it can help them to motivate time to time.

It is not possible for an employee to maintain consistency in is or her performance all the time. Besides this, (Sharma and Mani, 2012) stated that employee performance is the process of work done or use of roles and responsibilities for the attainment of company tasks and objectives. Although, employee performance plays an essential role in the success of an organization. If they are working well and in defined manner then it will assist the organizations to attain their goals and objectives in terms of profits and sales. The performance of the employees can be measured with the help of annual appraisal. This ensures the management to identify the actual performance of their team and its members (Bezbaruah, 2015).

Impact of gender discrimination on commitment of employees

As per(Gupta, 2012), gender discrimination may or may not impact the commitment of the employees. It can have both positive or negative aspects on the commitment of the employees in banking industry. As per the present data, it is seen that UK economy has more male candidates than of female in financial services. Additionally, at top level male candidate are found as compare to the female candidate. As a result, it impact a lot on the performance of the women employees. They may feel discriminated and not be able to give their maximum as they could. On contrary to this, (Madera, 2013) criticized that discrimination sometimes may not affect the commitment of the employees because some of the employees are dedicated towards their work. This does not affect their position and they keep self motivating themselves.

Analysis

With the consideration of above review, it is analysed that gender discrimination has huge impact on the commitment of the employees in banking industry. In this sector, there are different opportunities for the growth and career expansion. As per the statistics, it is seen that banking is even more male dominating sector where the males get higher chances of being promoted and get success. In UK economy, the female managers in banking sector is equal to domestic average.

Only, 11% of the ladies are the managers and gained the top positions in UK banking sector. There are different barriers which are being faced in the organizations which leads to affect the career. With the help of survey, it is evaluated that 48% of the barriers exist in the organization itself. At this point 36% of the males in UK are agreed with the female discrimination on the banking sector (Sharma and Mani, 2012)

In context to above, statistics shows both man and woman feels banking sector lacks opportunities in order to get flexible working (Abd Rahim and et.al., 2016). With the help of above diagram it clearly shows that earlier women candidate were not allowed to get proper opportunities. But the graph is depicting the increaser in women on boards. Additionally, with the changing time there is no difference remained between a man and a woman.

But still there are some areas where female faces discriminations. Comparatively they are not getting higher paid in banks than of man. This has resulted in affecting their efficiency and effectiveness towards the work done. These practices decreases their satisfaction and motivation level. This leads to turnover ratios of women candidates in bank is increasing (Sharma and Mani, 2012).

Conclusion

From above review and analysis, it can be stated that gender discrimination affects the commitment of the employees in banking industry. It tends to decrease the motivation and interest level of the employees. This affected the commitment level in term of employment. The banking organizations needs to adapt proper discrimination acts in order to equate both and and woman on same level. It is the responsibility of the management to offer equal opportunities to both of them. As per the results, it has been concluded that gender discrimination have huge impact on commitment of employees. It results in decrease in satisfaction and motivation level.

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References

• Abd Rahim, N.A and et.al., 2016. Relationship between Performance Based Reward and Organizational Commitment in Banking Industry. Acta Universitatis Danubius.
• Bezbaruah, S., 2015. Banking on Equality: Women, Work and Employment in the Banking Sector in India. 
• Bezbaruah, S., 2016. Gender Equality and Women’s Employment in the Banking Sector in India1. Women Workers in Urban India.
• Carter, S., Mwaura, S., Ram, M., Trehan, K. and Jones, T., 2015. Barriers to ethnic minority and women’s enterprise: Existing evidence, policy tensions and unsettled questions. International Small Business Journal.
• Gupta, V., 2012. Scenarios for gender inclusivity in corporate India. NEW PARADIGMS OF GENDER INCLUSIVITY: THEORY AND BEST PRACTICES.

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