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This padlet will be exploring the business ethics issue of gender inequality and discussing gender pay gap prevalent in workplace settings. The related journal article I chose is "Addressing workplace gender inequality: Using the evidence to avoid common pitfalls". The Sustainable Development Goal related to this discussion is gender equality (SDG5).In the business environment, ethics plays an essential role. It is the foundation for building trust, ensuring sustainability, and fulfilling social responsibilities. Ethical behavior in business not only affects the internal operations and culture of an organization but also has a significant impact on its external relationships with stakeholders. When it comes to gender equality, the ethical decisions of enterprises directly affect the rights and career development of employees as well as the long-term viability of the enterprises themselves. For example, if a company discriminates against women in terms of pay or promotion opportunities, it not only violates the rights of female employees but also risks losing valuable talent and damaging its reputation. Therefore, examining the ethical issue of gender equality in the business environment is of great significance for both enterprises and society.

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The ethics issue of gender inequality and the gender pay gap prevalent in workplace settings, as discussed in the journal article, is a significant factor affecting the practical implementation of SDG5. The article highlights the various challenges and pitfalls in addressing gender equality in the workplace. These issues directly impact the achievement of gender equality in the workplace, which is crucial for the practical implementation of SDG5. If gender inequality persists, it will hinder the progress towards gender balance and the empowerment of women and girls, as envisioned by SDG5. The journal article serves as a reminder of the complexity of the issue and the need for more comprehensive and effective strategies to address gender inequality in the workplace, thereby facilitating the practical implementation of SDG5.

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Addressing workplace gender inequality: using the evidence to avoid common pitfalls

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Addressing workplace gender inequality: using the evidence to avoid common pitfalls

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The article “Addressing workplace gender inequality: using the evidence to avoid common pitfalls”, was written in 2022 by. Ryan. The article focuses on missteps in addressing workplace gender issues. It mentions four common errors: overemphasizing numbers, trying to fix women instead of systems, being overly optimistic, and lacking intersectionality. Overemphasizing numbers means that organizations may focus too much on statistical data such as the proportion of women in the workforce or in leadership positions, without truly understanding the underlying causes of gender inequality. Trying to fix women instead of systems implies that instead of addressing the structural and systemic barriers that prevent women from achieving equality, efforts are directed towards changing women's behavior or skills. Being overly optimistic can lead to a false sense of progress, where small improvements are mistaken for significant achievements, while ignoring the remaining challenges. Lacking intersectionality means failing to consider the different experiences and needs of women based on factors such as race, ethnicity, or disability. It relates to gender equality as it highlights the complexity of workplace gender inequality. By identifying these pitfalls, it offers guidance for more effective strategies to achieve true gender equality, crucial for SDG5.

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International Labour Organisation and World Economic Forum 

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International Labour Organisation and World Economic Forum 

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The International Labour Organisation (2022) offers data and research on labor market issues, including gender disparities in employment and pay. This is relevant to the SDG5 as it provides evidence of the challenges in achieving gender equality in the workplace. The data shows that despite some progress, significant gender gaps still exist in many aspects of employment, such as access to certain occupations, career progression, and pay levels. It ties to the ethics issue as it highlights the unfairness of gender inequality and pay gap in the workplace. The existence of such disparities indicates a lack of ethical behavior in the labor market, as it violates the principles of fairness and equality. It validates the conclusion that efforts should be made to eliminate such inequalities for a more ethical and sustainable working environment. World Economic Forum (2022) details the current state of gender equality across various aspects such as economic participation, educational attainment, and political empowerment. It is related to SDG5 as it measures the progress and gaps in achieving gender equality. The report shows that while there have been some improvements in certain areas, there are still significant challenges to be overcome. It connects to the ethics issue as it reveals the extent of gender inequality and its implications. The report highlights the importance of addressing gender inequality not only for ethical reasons but also for the sake of social and economic development. It reinforces the conclusion that addressing gender inequality is essential for overall social progress and the achievement of SDG5.

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Padlet discusses three main elements: the business ethics issues of gender inequality and the gender pay gap in the workplace, a related journal article, and the Sustainable Development Goal (SDG) of gender equality. It also mentions the corresponding moral theories. Globally, achieving gender equality is crucial for sustainable development as it can promote economic growth, reduce poverty, and promote social justice and a more inclusive society. When women have equal access to education, employment, and other opportunities, they can contribute more effectively to the economy. This leads to increased productivity and innovation, which in turn drives economic growth. Moreover, when women have equal pay and opportunities, families are more likely to be lifted out of poverty. Gender equality also promotes social justice by ensuring that everyone is treated fairly and equally, regardless of gender. Finally, it creates a more inclusive society where everyone's voices and perspectives are heard and valued.

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International Labour Organisation. (2022). Pay transparency legislation: Implications for employers’ and workers’ organizations. https://www. ilo.org/wcmsp5/groups/public/---ed_protect/---protrav/---travail/documents/publication/wcms_849209.pdf

Ryan, M. K. (2023). Addressing workplace gender inequality: Using the evidence to avoid common pitfalls. British Journal of Social Psychology, 62(1), 1 - 11. https://doi.org/10.1111/bjso.12606

World Economic Forum . (2022). Global gender gap report.https://www3.weforum.org/docs/WEF_GGGR_2022.pdf

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Utilitarianism, Rights theory, and Ethic of care

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Utilitarianism, Rights theory, and Ethic of care

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I think the relevant moral theories include Utilitarianism, Rights theory, and Ethic of care. Firstly, Utilitarianism is related to gender inequality and the gender pay gap prevalent in workplace settings because gender inequality and pay gap cannot maximize overall happiness. It is related to the article because it reflects the unequal distribution of benefits, and it is related to SDG5 because it hinders the achievement of gender equality for overall well-being. Secondly, the Rights theory is also relevant because this inequality violates women's rights as ends in themselves. It is related to the article because it shows a lack of respect for women's rights in some initiatives, and it is related to SDG5 because it emphasizes the need to protect rights for gender equality. Finally, the Ethic of care is also applicable because it requires considering women's special needs. It is related to the article because it emphasizes ignoring women's situations, and it is related to SDG5 because it promotes caring for women's well-being for gender equality.