Volume 03 Issue 02-2023
5
International Journal Of History And Political Sciences
(ISSN
–
2771-2222)
VOLUME
03
I
SSUE
02
Pages:
05-07
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
6.
713
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
ABSTRACT
This article will consider the strategic goals and objectives of ensuring women's employment based on the experience
of different countries. Studies the factors that influence the success of initiatives to increase the number of women in
the workforce and studies the best practices for the development and implementation of effective policies. The study
is based on a variety of sources, including surveys, reports, and existing policies. In doing so, the focus is to emphasize
the need to reduce the imbalance in achieving quality employment, provide better job opportunities for women and
form a culture of inclusion. In conclusion, it highlights problems and potential solutions that help women become full
participants in the labor force.
KEYWORDS
women's employment, strategic goals, job security, wage equality, gender discrimination, participation in the labor
market, flexibility in the workplace.
INTRODUCTION
Empowering
women
through
employment,
meaningful and sustainable careers that are
economically and socially supportive has become an
important issue in recent decades. As countries seek to
ensure economic growth and development, the issue
of women's economic participation cannot be ignored.
This article discusses the fundamental importance of
women's employment globally and explains the
strategic
goals
and
objectives
of
women's
employment.
THE MAIN RESULTS AND FINDINGS
For starters, it is important to determine the level of
participation of women in the global workforce,
especially in business and politics, as it gives us a sense
Research Article
STRATEGIC GOALS AND OBJECTIVES OF ENSURING WOMEN'S
EMPLOYMENT
Submission Date:
February 14, 2023,
Accepted Date:
February 19, 2023,
Published Date:
January 24, 2023
Crossref doi:
https://doi.org/10.37547/ijhps/Volume03Issue02-02
Fatima K. Jumanazarova
Independent Researcher, National University Of Uzbekistan, Tashkent, Uzbekistan
Journal
Website:
https://theusajournals.
com/index.php/ijhps
Copyright:
Original
content from this work
may be used under the
terms of the creative
commons
attributes
4.0 licence.
Volume 03 Issue 02-2023
6
International Journal Of History And Political Sciences
(ISSN
–
2771-2222)
VOLUME
03
I
SSUE
02
Pages:
05-07
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
6.
713
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
of the progress made in the past years, as well as how
much attention is being paid to women. Global female
labor force participation rates continue to rise, but
gender gaps remain wide, according to a 2017 study by
the International Labor Office. The overall labor force
participation rate for men was 79 percent, while for
women it was only 49 percent [1].
In addition, women remain underrepresented in
leadership positions in corporate settings. The
percentage of women on the boards of directors of
Fortune 500 companies increased from 11.2 percent in
2010 to 19.6 percent in 2019. However, it has been
found that female recruitment increases during
economic downturns, but disappears again during
economic growth [2].
This indicates the need to explore the strategies that
should be used to ensure women's economic
participation globally. It is important to ensure that
women are given the opportunities they deserve and
are recognized in terms of pay and career
advancement. In this regard, a comprehensive plan for
the promotion of women in the global labor force
should be developed. This article explores in depth the
ways in which strategic goals and objectives can be
implemented to ensure women's employment. The
aim is to highlight the crucial role that governments,
employers and other philanthropic organizations play
in these efforts.
Ensuring the employment of women is a key factor in
achieving gender equality in the workplace. Ensuring
the employment of women is a complex task that
requires different strategies and tasks. This article
discusses some of the strategic goals and objectives
needed to ensure women's employment.
One of the main strategic objectives to be addressed in
order to ensure the employment of women is the
creation of jobs and policies that ensure gender
equality in the workplace. This goal requires
workplaces to create opportunities for employment of
female workers and workplace management policies
to balance gender roles in the workplace [4]. This
includes implementing anti-harassment policies,
providing mentoring and leadership opportunities for
women, and ensuring equal pay for equal work.
Creating a workplace free of gender bias and
discrimination is key to ensuring employment for both
sexes [6].
Another strategic goal to be addressed is targeted
support and assistance to women who are
unemployed or underemployed. This goal aims to
provide targeted assistance to female workers who
face gender-based barriers to entering and remaining
in the workforce [7]. This support may include
providing financial assistance and child care services to
women in need, as well as providing career guidance
and training opportunities tailored to women's needs.
Finally, it is important to address the gender pay gap
that exists in many workplaces. Without closing this
gap, women will continue to experience workplace
discrimination and earn less than men [4]. This task
requires the development of policies to address the
pay gap and the enforcement of these policies.
Ensuring
women's
employment
requires
the
implementation of a number of strategies and tasks.
Key to this is creating a workplace free of gender bias
and discrimination, empowering women who face
gender-based barriers to employment, and closing the
gender pay gap. By addressing these challenges and
creating workplaces that promote gender equality,
organizations can ensure that opportunities for
success are available to all.
Volume 03 Issue 02-2023
7
International Journal Of History And Political Sciences
(ISSN
–
2771-2222)
VOLUME
03
I
SSUE
02
Pages:
05-07
SJIF
I
MPACT
FACTOR
(2021:
5.
705
)
(2022:
5.
705
)
(2023:
6.
713
)
OCLC
–
1121105677
Publisher:
Oscar Publishing Services
Servi
Increasing women's employment is an important goal
for countries around the world. From social equality to
economic growth, it is essential that women have the
same opportunities as men to contribute to society
and their own lives. To ensure women's employment,
governments and organizations must set clear,
strategic goals and objectives for success and support.
First, governments should try to create policies and
legislation that promote women's employment. This
means that employers must offer equal pay and
benefits to women, regardless of gender, and provide
necessary accommodations to ensure a safe and
secure workplace. For example, the United States
passed the Equal Pay Act to ensure that women are
paid the same as men for the same work. In addition,
policies that increase child care coverage and related
subsidies allow more women to enter the workforce
and balance the equal distribution of the workload
between men and women.
Second, governments should invest in developing
strategies and programs that create pathways for
women to enter traditionally male-dominated fields.
This includes initiatives that provide internships,
mentoring
programs
and
higher
education
opportunities. Governments should also encourage
businesses to develop diversity and inclusion policies
that aim to create a work environment conducive to
the success of female employees.
Women should invest in preventive measures to
drastically reduce the prevalence of gender-based
violence by making it safer for them to participate in
the workplace. Strategies such as ensuring access to
affordable housing, providing safe transportation
options, and increasing access to education and
employment services not only provide safety and
security, but also create conditions that increase the
likelihood of women's participation in the workforce.
CONCLUSION
In conclusion, governments and organizations should
invest in comprehensive measures to ensure women's
employment. Creating policies and programs such as
equal pay and child care subsidies, developing
pathways for women to enter traditionally male-
dominated fields, and investing in preventative
measures to reduce gender-based violence are all ways
to ensure equal opportunities for women in the
workplace. are important tasks of provision.
REFERENCES
1.
United States Department of Labor. “Equal Pay
Act of 1963.” U.S. Dep
artment of Labor,
https://www.dol.gov/agencies/ofccp/about/la
ws/epa
2.
U.S. Department of Labor Women's Bureau.
“Roles of Employers.” U.S. Department of
Labor,
https://www.dol.gov/wb/resources/role_empl
oyers.htm
3.
Dutch
Government.
“Women
in
the
workplace
.”
Government.nl,
https://www.government.nl/topics/women-in-
the-workplace
4.
Almer, E. D. (2018). Gender ish haqi farqini
tushunish. Oksford jurnali yilnomalari, 8.
5.
Xazanchi, D. (2018). Ish joyida gender tengligini
ta'minlash strategiyalari. Biznes va etakchilik
jurnali, 1.
6.
Tagger, A., Strassberg, A., Reivers, S. va King,
R. (2018). Jins va ish: bilishingiz kerak bo'lgan
narsa. Garvard Business Review, 135.
7.
Valentin, A. va O'Konnor, K. (2020). Supporting
Women's Labor Force Participation and
Employment During the COVID-19 Pandemic:
What Can Be Done? World Bank Development
Center.
