Perspective of women and men

Gender perspectives on organisational culture and conduct

Is there a difference in the perspective of women and men towards conduct and culture in an organisation?

Although we strive to accommodate fair and equal treatment in organisations, we cannot turn a blind eye to the fact that there may be diverse perspectives and experiences. For instance, is the perspective of women and men the same when it comes to ethical conduct and culture in the workplace?

Our results indicated that both men and women have the same perspective when it came to observing unethical conduct in the organisation. This is expected as observed misconduct is usually an objective and visible dimension. However, perceptions of ethical culture in the workplace did differ for men and women. Women tend to view the ethical culture of their organisations as poorer (i.e., less mature) than men.

There were two dimensions that differed substantially across genders namely unfair treatment of employees and ethics accountability and responsibility. Women tend to view these dimensions as poorer in the organisations they work in compared to their male counterparts. This can be associated with how there is a difference in socialisation and experience of men and women in the workplace.

Broadly speaking women tend to view their organisations as:
– Less fair and equitable
– Rifer with inconsistent treatment of employees
– Less consistent when it comes to holding employees accountable for their actions

Although these differences in perception may be down to speculation, it is possible that women are either (a) more sensitive to these factors, or are (b) treated less fairly and equitably in the workplace. More research is needed to identify the causes behind these differences.

Overall, creating a culture of ethics and promoting ethical behavior requires understanding and addressing the diverse perspectives and experiences of all employees. Ensuring employees are fairly treated and are held accountable for their behaviors and decisions requires ongoing efforts to address issues of discrimination, bias, and inequality, and to create policies and practices that promote fairness, transparency, and respect for all employees.