Gender issues related to work

Tokenism occurs when a woman is included in a committee or position merely to show representation, but her views do not influence the decision-making process. Therefore, option A is correct. Options B, C and D describe genuine inclusion because they provide power, participation and support. Exam tip: Inclusion means meaningful influence in decisions, not just physical presence.

Denying maternity benefits to a woman on a temporary contract indicates a lack of social security and maternity protection. Such benefits support health, income security and necessary leave around childbirth. Respectful behaviour at the workplace is important, but it is not the central issue in the denial of maternity benefits. Exam tip: In questions on maternity benefits, focus on social security and employment protection.

Bias links career choice with gender instead of ability. In exams write non-stereotyped guidance.

Fear of retaliation makes a complaint system ineffective. In exams write safe complaint rights.

Economic agency includes control over income and decision power. In exams write agency and income control.

A safe culture is built through participation of all employees. In exams write sensitivity training.

If domestic burden does not reduce after paid work time poverty increases. In exams write paid and unpaid work together.

Structural change occurs in policy and process. In exams write system along with awareness.

Speaking less may not be only an individual confidence issue. Workplace and power-related factors—such as being interrupted, getting fewer chances to speak, having ideas ignored, or fearing negative reactions—can also reduce participation. Therefore, option A is correct. Options B and D are discriminatory assumptions, while C is incorrect because communication is important in many workplace roles. Exam tip: Mention both individual factors and workplace culture or power relations in your answer.

Male dependence for credit can limit women entrepreneurship. In exams write financial inclusion.

Gender-neutral language gives opportunity to all qualified people. In exams identify discriminatory language.

Home-based women workers are often dispersed and may be unable to negotiate fair wages with contractors or employers on their own. In this situation, collective organization increases their bargaining power and helps them challenge low pay, delayed payment, and unfair conditions together. Fair wages, transparent payment, and clear records are beneficial, but they do not themselves create the need for organization. Exam tip: Link collective organization with “collective bargaining power.”

Limiting role despite ability is gender bias. In exams remember customer-facing roles as an example.

Equal access for all genders shows inclusion, while safe transport and an active grievance mechanism provide safety at the workplace or training site. Therefore, option A includes both inclusion and safety. Lower pay, exclusion from training, and a men-only committee are all forms of gender discrimination. Exam tip: Look for equal opportunity together with safety and grievance-redressal measures.

Work culture and facilities may be behind resignation rate. In exams write retention factors.

Family and safety barriers should be addressed in design. In exams write access support.

Insulting comments harm workplace dignity and safety. In exams write respectful workplace.

Intersectionality means that gender interacts with factors such as class, caste, age, location, disability, and social position to shape a person's opportunities and experiences of discrimination. Therefore, option A is correct. Looking only at gender or assuming that all women have the same experiences ignores these combined effects. Exam tip: state that inequalities operate together, not in isolation.

Decision platforms are necessary along with training. In exams write participation beyond training.

Registration can give identity even to informal workers. In exams write formal recognition.