Answer the following questions in about 150 words each: (c) Do you think that the formal workspaces are free of gender bias? Argue your case.

Persistent Gender Bias in Formal Workspaces

Despite the existence of laws and corporate diversity initiatives, formal workspaces are demonstrably not free of gender bias. This bias manifests in several interconnected ways, affecting women's professional journeys significantly.

• Gender Pay Gap: A primary indicator of bias is the persistent gender pay gap. Globally, women earn approximately 20% less than men. In India, a 2023 report by Azim Premji University indicated that salaried women earn an average of 76% of what salaried men do annually, with self-employed women earning only 40% of what men do. This gap is not solely due to choice but is often a result of outright discrimination and devaluation of women's work.
• Underrepresentation in Leadership Roles: The "leaky pipeline" phenomenon illustrates how women, despite strong entry-level representation, face declining numbers as they ascend the corporate ladder. A 2024 report based on LinkedIn data revealed that only 18.3% of senior leadership positions (managerial levels and above) in corporate India were held by women, despite their overall workforce participation increasing. This disparity is often attributed to patriarchal organizational structures, lack of mentorship, and biases in promotion decisions.
• Subtle Discrimination and Unconscious Bias: Beyond overt discrimination, women encounter subtle biases daily.
  • Recruitment Bias: Preferences for male candidates over equally or more qualified female candidates, or even direct exclusion based on marital status or perceived family responsibilities (e.g., the Foxconn controversy regarding hiring married women) remain prevalent.
  • Evaluation Disparities: Women are often judged on past performance, while men are evaluated on potential, impacting promotion decisions.
  • Maternity Penalty: Working mothers frequently experience career setbacks, pay cuts, or reassignment to less desirable roles after maternity leave. An Aon 2024 study found that 75% of working mothers reported career setbacks of one to two years after maternity leave, and nearly 40% faced a negative impact on pay.
• Sexual Harassment: Formal complaint mechanisms exist (e.g., POSH Act, 2013), yet sexual harassment remains a stark reality. India consistently reported over 400 sexual harassment cases at work every year from 2018 to 2022, according to NCRB data. A 2024 Aon study found that 6% of professional women in India experienced sexual harassment, with less than half officially reporting it, highlighting a fear of retaliation or lack of faith in redressal systems.
• Work-Life Balance and Double Burden: Societal expectations often place the primary burden of domestic and caregiving responsibilities on women. This "double burden" impacts women's availability for demanding roles, networking opportunities, and career advancement, with many workplaces still operating on models that assume minimal family responsibilities for employees.

Government and Corporate Responses to Gender Bias

While gender bias persists, significant efforts are being made by governments and corporations:

• Legal Frameworks: The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act) mandates Internal Complaints Committees (ICCs). The Companies Act, 2013, requires listed companies and large public companies to appoint at least one woman director on their boards.
• Policy Initiatives: Schemes like Beti Bachao Beti Padhao aim to address gender discrimination from an early age. The Code on Wages, 2019, includes provisions for non-discrimination on grounds of gender.
• Corporate Initiatives: Many organizations are implementing diversity and inclusion (D&I) training, mentorship programs, flexible work arrangements, and pay equity audits to foster more inclusive environments.