1.Introduction and mathematics (STEM) majors. “Women in

1.Introduction

1.1 Aim

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The aim of this report is to compare
two different government intervention methods of reducing gender inequality in
the workplace in Saudi Arabia in regard to reducing the pay gap between men and
woman. a final recommendation will be made based on the analysis made

1.2 Gender Inequality in Saudi Arabia

Saudi Arabia is a developing country the
middle east with a population of around 32 million (BBC, 2017). Furthermore,
the economy of the Saudi Arabia is expected to grow 1.3 percent next year
(Townsend, S 2017). Despite the rapid economic growth, the average level of
education of the general population isn’t very high. According to the (human development reports,
2017), 33.5% of its population doesn’t have secondary education and the unemployment rate (total),
female to male ratio is 6.9 (aged more than 25) Causing a gap between men and
woman in the workplace. Therefore, the government ought to make actions to
decrease the gender gap in the workplace.

2.0 Background

One of
the main problems in Saudi Arabia is the inequality of amount payed to men and
woman. In Saudi Arabia, the nation tied
for the second-largest gap in expectations between men and woman
.only 21% of women work or are seeking work (Jeff Kauflin ,2017). Secondly, the second dilemma in Saudi Arabia is the
significant unemployment rate and the gap between men and woman in the
workplace. the unemployment rate (total),
female to male ratio is 6.9 (aged more than 25) (human development reports,
2017).  This year, Saudi Arabia’s Crown Prince, Mohammed bin Salman, allowed woman driving . As a result, higher
female participation in the workforce is expected. (Chris Stevenson 2017).

 

 

3.0 Presentation of solutions:

3.1 Getting more woman into science majors

In order to
close the pay gap between men and woman, it is required to increase the number
of woman enrolling to science, technology, engineering and mathematics
(STEM) majors. “Women in STEM are under-represented at management and technical
levels across the world, but even more so in the Middle East” (Yara al-Wazir,
2017). The solution is publishing guides for schools to raise awareness. This could
decrease the gap between men and woman and change the traditional path of
majors of men and woman. This will lead to more woman in higher paying jobs
decreasing the wage gap.

 

3.2 requiring companies to provide
data about gender pay

 The second solution
is to require companies to provide data about their pay of their employees. If
that contradicts with equal pay for both genders, certain measures should be done
to solve this issue. This will lead to companies proving that they aren’t
paying their employees unequally. As a result, the gender gap will be reduced
in companies.

4.0 Requirements

4.1 Effectiveness

When looking at gender equality regulations and rules, it is
important to consider the effectiveness of the solutions. Effectiveness is
defined as “The degree to which something is successful in producing a
desired result” (oxforddictionaries, 2017). Furthermore, the effectiveness of a solutions is important to
make sure that gender equality is being enforced in the workplace.

4.2 Public Acceptance

Public acceptance has a significant impact on the gender
equality rules and regulations in the work place. It is important to consider
public acceptance to change the views of the society in order to reduce the
gender gap. In definition public acceptance is “The process
or fact of being received as adequate, valid, or suitable in the view of the
society” (oxforddictionaries, 2017).  

                                                    

5.0 Comparison of options

5.1 Effectiveness

Based on the criteria of effectiveness, getting more woman
into science majors is the preferred option. In the terms of effectiveness, the
most efficient and fasted way to close the wage gap is to increase the number
of women in STEM subjects. In Saudi Arabia, from 2011 to 2016 the number of
women STEM graduates in science, material science, arithmetic and math and IT
has expanded. However, with regards to Engineering and design the numbers have
remained transcendently male subjects (Rachidi, S 2017). Furthermore, according
to (Jacobs, P 2014) after graduation, students who have majored in science or
math in university have a higher work rate and salaries than different non-stem
majors. As a result, the most effective strategy to solve this problem is to increase
the numbers of woman enrolling to STEM subjects

On the other hand, requiring companies to provide data about
gender pay is effective as well. If companies are enforced to provide date
about gender equality, it will subsequently decrease the wage gap. For example,
UK organizations with at least 250 representatives should distribute
their gender pay salaries in the following year under another legitimate law. Bbc,
2017).

 Overall, despite the
merits of the second option, it is more effective and suitable for Saudi Arabia
to increase the number of woman in science majors. As this option will tackle
the wage dilemma directly. As the statistical data shows that in the middle
east woman are altogether underrepresented in the science, math and arithmetic
fields (Rachidi.S 2017).

 

 

5.2 Public Acceptance

Based on the criteria of public acceptance, getting more
woman into science majors is the preferred option. In the terms of public view
of Saudi Arabia, females who majored in STEM, are around 22 percent of the
general number of female understudies in all majors in government colleges in
Saudi Arabia. (Rachidi.S 2017). As a result, changing the view of the
public eyes could tackle the issue by educating females about the offered STEM
majors in colleges of Saudi Arabia. For example, according (alarabiya.net,
2016) UNESCO’s are promoting gender equality by encouraging more women to enter
STEM-related studies and jobs. Subsequently by this solution, the social restriction
and the traditional path of woman not entering STEM majors can be tackled.

On the other hand, in terms of public acceptance, companies providing
data about equal pay of genders also can affect the general view of the public.
For example, In the UK by requiring gender pay gap data providing. These requirements
will enable managers to recognize the holes in their associations and make to
move to close their pay gap hole (gov.uk, 2017)