Gender and Business Ethics Module 12

Gender and Business Ethics Module 12

• Module covers gender influences on ethical decision-making in business, gender-based discrimination and harassment in the workplace, importance of gender diversity in corporate governance and its impact on ethical practices and company performance.

Group Members

• Jhellene Federes
• Andrea Bantolo
• Annethasya Lanuza
• Mark Dhaniel Pacheco
• Ma. Mae Panonce
• Joice Ann Pantollano
• Rosie Joy Dizon
• Beatrice Budta

Learning Outcomes

• Understand how gender influences ethical decision-making in business contexts
• Identify and analyze different forms of gender-based discrimination and harassment in the workplace.
• Recognize the importance of gender diversity in corporate governance and its impact on ethical practices and company performance.

Ethics Definition

• Ethics is the moral standard a person uses to determine if a choice is right or wrong.
• Ethical decision-making is a cognitive process considering ethical principles, rules, and virtues, or maintaining relationships to guide or judge individual or group decisions or intended actions.

Gender and Ethical Decision-Making

• Women are considered more ethical than men due to higher sensitivity, less involvement in illegal activities, and better decision-making in odd business practices.
• 59% of the gender gap in economic opportunities has been closed globally (2016), with projected closure in 170 years at the current rate.
• "Women are just as good as men. Businesses should value gender diversity not only because it is the right thing to do, but also because gender diversity brings more abilities and experiences to the workplace.” - Louise Antonas, Head of Talent Acquisition at PlayPlay.

Designing Inclusive Products and Services

• Diverse Design Teams: Hiring individuals from various backgrounds, including women and gender-diverse people, with diverse perspectives into the design process improves design.
• Gender-Neutral Design: Avoid using gender-specific color schemes, imagery, or language to not alienate certain groups.
• Inclusive Language: Avoid making assumptions about users' gender identities or sexual orientations, instead use inclusive language respecting individuality.
• Cultural Sensitivity: Consider local customs, traditions, and values to avoid any unintentional offense or misunderstandings.
• Accessibility: Adhere to accessibility guidelines like WCAG to ensure products are used by everyone irrespective of abilities.
• Feedback and Iteration: Prioritize user feedback and make necessary adjustments to create truly inclusive products and services.

Addressing Gender-Based Discrimination and Harassment

• Workplace Culture: Creating a culture of respect and equality is vital for a safe work environment.
• Establishing a clear, comprehensive human rights policy.
• Conducting human rights due diligence.
• Providing training and education on human rights.
• Promoting diversity and inclusion in the workforce

Steps to Prevent and Address Gender-Based Discrimination/Harassment

• Develop clear policies.
• Provide education and training.
• Establish safe reporting mechanisms.
• Investigate and resolve complaints promptly.
• Promote an inclusive workplace culture.
• Monitor and evaluate progress.

Resources Available for Employees

• Human Resource Department
• Department of Labor and Employment
• National Labor Relation Commission
• Commission on Human Rights
• Legal Counsel

Gender Considerations in Corporate Governance

• Companies that understand the importance of gender diversity in the workplace perform better financially and culturally.
• Gender diversity brings varied perspectives, ideas, and experiences to the table, making decision-making more comprehensive and innovative.
• Diversity in boards and leadership teams improves financial performance (increased profitability, better stock market returns, greater long-term value creation).

Promoting Gender Diversity on Boards of Directors

• Fostering an Inclusive Culture: Creating a welcoming environment where everyone feels valued and respected.
• Actively Seeking Qualified Women Candidates: Expanding the search for board members and finding qualified women.
• Collaborating with External Organizations: Partnering with groups promoting women in leadership to access resources and expertise.
• Creating a More Equitable and Representative Boardroom: Companies can create more equitable and representative boardrooms.

Strategies to Ensure Women and Gender Diverse in Corporate Decision-Making

• Implement Quotas: Mandate a minimum percentage of women on corporate boards.
• Mentorship Programs: Connect women and gender-diverse individuals with mentors.
• Inclusive Policies: Create policies supporting work-life balance and equality.
• Leadership Development: Offer training programs for leadership roles.
• Transparent Recruitment: Ensure recruitment processes are fair and unbiased.

Benefits of Balanced Boardrooms

• Diverse Perspectives: Balanced boardrooms bring together varied experiences and viewpoints, leading to more comprehensive and innovative decision-making.
• Enhanced Reputation: Companies prioritizing gender diversity build positive reputations attracting top talent and investors.
• Improved Employee Morale: Seeing diverse representation boosts employee morale, fostering an inclusive workplace culture, and leading to higher employee satisfaction.