Introduction
In the issue of globalization and development, most of the countries are looking for the competitive people that can demonstrate the advantages. It only means that effective people should be part of an organization in order to stabilize the business’s effectiveness whether in manufacturing industry or service industry. Although most of developed countries are aware about the contribution of women, still many countries that are usually under the category of developing countries are in reluctance about the rights and contribution of women in terms of human capital.
Background and Problem Statement
Tanzanian government ratified in 1987 the Convention on the Elimination of All Forms of discrimination Against Women (CEDAW) that provides the International standards for the protection and promotion of the equality of women in civil, cultural, economic, political and social life (WIC, 2003). Within this context Tanzanian government provides the utmost effort in giving value for the women in terms of their participation in the community, development, and employment. The commitment of the government in highlighting the importance of women and their contribution leads to their corporate proficiency in various organizations. But in the true nature of management within the country, how does the so-called employment applied in women?
Research Aim and Objectives
The aim of the study is to detail the application of the Employment Equity or Equality among the groups of women within the management of a Tanzanian Organization. In order to lock the attention of the study in its aim, there are four core objectives supporting the purpose of the study. As a guide of the study in achieving its goals, the objectives are enumerated as follows:
(1) To understand the principles behind the employment equity provided for women
(2) To recognize the efforts or programs settled by the government to bring the power and right to women
(3) To determine the extent of provided opportunities for women in supporting their socio-economic status
(4) To measure the impact of employment equity in women, in Tanzanian Organizations, and in the entire country
Research Questions
In the continuation of the study in the investigation of employment equity in Tanzania, there are three questions that can serve as the engine of the study in targeting the objectives. These questions are included in the applied method procedure of the study which is expected to deliver the various aspects in employment equity of women.
(1) What is the importance of employment equity in both sexes, in the society, and in the national economy?
(2) What are the affected areas of employment equity in terms of the macro-economic development of women in Tanzania?
(3) What are the recognized challenges and benefits in implementing employment equity in the organizations?
Literature Review
Employment equity is part of the gender equity that usually focuses on the well-being of women and their families, through the fairness at work and/or good business practices (HMC, 2010). With the help of equity, women can achieve the advantages in terms of political and economic intervention. The efforts of Tanzanian government highlight the four critical areas such as enhancing the women’s legal capacity; political rights and decision making; economic empowerment against poverty; and accessibility in education, training and employment (WIC, 2003). Through the application of employment equity among the organizations, there are measurements that can emphasize to remove the discrimination coming from the workplace. Organizations are expected to encourage the employment through the positive action plans for women (UBC, 2008). Women is believed to fill the half of the workforce and by that fact, management should support them in some degree (TBS, 2000). The problem in Tanzania is that there were so many women without husbands who are affected by the poverty because they are lacked in socio-economic support (Benjamin and Fancy, 1998).
Methodology
The suggested method in the study is the use of the comparative case studies that elaborates the application of Tanzanian Organizations regarding the provision of employment equity. Through reviewing the facts involved in the employment equity, the study can measure the various interventions included in an organization to emphasize the contribution of women.
Conclusion
For the last few decade, there are changes the elaborately developed to meet the key strategic needs of a country. The essential aspects are welfare, equity, anti-poverty, efficiency and empowerment. In the world dominated by men, it seems that all the women are lacking the said key aspects. The challenge in the gender mainstreaming is how to apply the practical terms and strategy regarding the concept of employment equity.
References:
Benjamin, J.A., & Fancy K., (1998) “The Gender Dimensions of Internal Displacement: Concept Paper and Annotated Bibliography”, Office of Emergency Programs, UNICEF, Accessed 24 May 2010, from http://www.forcedmigration.org/sphere/pdf/watsan/WCRWC/unicef_idpgender_1998.pdf
HMC, (2010) “Towards Pay and Employment Equity: A Self-Assessment and Monitoring Tool”, Human Rights Commission, Accessed 24 May 2010, from http://live.isitesoftware.co.nz/neon/documents/Final%20Pay%20Equity%20report.pdf
TBS, (2000) “Employment Equity for Women…still matters”, The Treasury Board of Canada Secretariat (TBS), Accessed 24 May 2010, from http://dsp-psd.pwgsc.gc.ca/Collection/BT43-101-2000E.pdf
UBC, (2008) “Frequently Asked Questions Employment Equity and Census Questionnaire”, (UBC) University of British Columbia, Accessed 24 May 2010, from http://www.equity.ubc.ca/assets/pdf/publications/brochures/equity_census_faqs.pdf
WIC, (2003) “Ministry of Community Development, Gender and Children – Gender Briefing Report”, Women’s Information Centre (WIC), Accessed 24 May 2010, from http://www.mcdgc.go.tz/reports/gender_briefing_report.pdf
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