(Waters, 2010). Duddy (2008) says “women have assumed increasingly indispensable roles in the economy and their contribution to family income has enabled poor families to cope with financial hardship.” Robbins (1999, p. 354) argues that “women do two-thirds of the world’s work, receive 10 percent of the world’s income and own 1 percent of the means of production.” Caraway (2007) also says that despite the huge influx of women in the workplaces as a result of globalization, the gender inequalities at work have remained largely in tact. Tatchell (cited in Paton, 2005) identifies that unless businesses change their discriminatory attitude towards women, men will continue to dominate and a huge pool of talent will go wasted. More women are working than ever before, but they are ever more likely than men to get low-productivity and vulnerable jobs, with no social protection and basic rights. (International Labor Organization, 2008). Mehrotra (2010) says that in case of increased feminization of workplaces, children may feel neglected and seek stimulation outside the house. Regarding the increase in the number of women in the workforce, work attendance is at chance to be negatively affected since women also have primary responsibility for home and family matters. (Heathfield, 2007). Disagreeing, Joachim (2005) says that the rate of working women who can also be admirable mothers is growing now and it is unfair to suggest that they prioritize their jobs over families.
According to Waters (2010), women run many of the world’s great companies, from PepsiCo in America to Areva in France. Feminization has extended from the once infinitesimal feature to a quite considerable and imposing feature obvious in the workplace settings. The increasing encouragement shown from side of the employers to the women is a positive and appreciable trend that no doubt, on one