Flexible working in Malaysia does not benefit women

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The title of the article is ‘Flexible working in Malaysia does not benefit women’. The article was published on 7 March 2022. The article discussed about the challenges or limitations in the implementation of flexible working arrangements in Malaysia, particularly regarding its impact on women.

            Gender inequality in the workplace adversely affects employees in various ways. Women often face limited career opportunities and face barriers to promotion and leadership positions. Women often face a gender pay gap, where they earn less than their male counterparts for the same roles and responsibilities. This disparity can lead to financial challenges and hinder economic empowerment for women. Other than that, self-esteem and confidence may drop for women who are subjected to gender inequality. This may have an impact on their inclination to express opinions, take on leadership roles, and speak up.

            Workplace gender inequality has a negative impact on employee performance. People become less motivated and experience lower levels of engagement and job satisfaction when they encounter gender-based discrimination and unequal opportunities. The strain of dealing with discrimination based on gender can exacerbate mental health problems by affecting concentration and cognitive function. The underutilization of talent resulting from gender disparities hinders the organization's ability to effectively leverage diverse skills. Team cohesion is disrupted when it becomes difficult to retain top talent. Work-life imbalance increases stress and has an adverse effect on overall job performance, especially for those who have caregiving responsibilities.

            Workplace gender inequality has serious consequences for companies, affecting many facets of their performance and efficacy. Organizational culture suffers when gender gaps continue, which raises turnover and lowers morale. A leadership team lacking in diversity can stifle creativity and make it more difficult for the company to adjust to a business environment that is changing quickly. Organizations that tolerate gender inequality may also find it difficult to draw in and hold on to top talent, which will disadvantage them in the highly competitive job market.

Organizations should put in place comprehensive strategies that support diversity, equity, and inclusion in order to address gender inequality in the workplace. This entails establishing and upholding policies that prohibit discrimination, guaranteeing pay parity, and carrying out routine audits to find and address any discrepancies based on gender. Leadership commitment is essential; senior management must publicly support the development of an inclusive culture. By giving them direction and chances for growth, mentorship and sponsorship programs can support women's professional development. Both men and women can gain from flexible work policies as they help address issues related to work-life balance. Fair practices and increased awareness can be achieved through training programs on unconscious bias and diversity.


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