Gap

Abercrombie & Fitch and the Gap are premier men’s and women’s clothing retailers in the United States and around the world. Both companies possess long histories of success and have their fair share of failures. I will compare and contrast how each company has their own distinct characteristics that set it apart from the other, which allows each of company to target specific markets. Via my presentation, I intend to analyze for the reader how each company gains their customers through advertising, target markets, brand segmenting, and pricing strategies, so that the reader may gain a better understanding of each respective company.

Marketing the Brands

Abercrombie & Fitch

Abercrombie & Fitch is a leading specialty retailer encompassing three distinct product segments: Abercrombie & Fitch, abercrombie kids and Hollister Co. The company focuses on providing high-quality merchandise that compliments the casual, classic American life style.

The brand was established in 1892, and sold under the name David T. Abercrombie Co., a small waterfront shop in downtown New York City owned by David Abercrombie. Abercrombie, born and raised in Baltimore Maryland, was a true outdoorsman; as well as an inventor and an ingenious tent and rucksack designer. His love of the great outdoors inspired him to begin Abercrombie & Co., a shop dedicated to selling only the highest quality camping, fishing and hunting gear. His clientele consisted mostly of professional hunters, explorers and trappers, as well as a man named Ezra Fitch.

Ezra Fitch was a successful lawyer in Kingston, New York, who loved to spend his free time hiking the Adirondacks and fishing in the Catskills. In search of exceptional outdoor gear, he had come to rely upon David Abercrombie’s shop and became one of its most devoted customers. Fitch was so devoted to the brand that in 1900 he convinced Abercrombie to let him buy into the business and become a partner. By 1904, the store was incorporated and the name was officially changed to Abercrombie & Fitch. The store changed locations at this time moving from the waterfront to downtown Broadway, in the heart of New York City.

David Abercrombie and Ezra Fitch were both stubborn, hot tempered men, who held vastly different views about the future of their business. Abercrombie was more conservative, he was content how the store was, selling professional gear to professional outdoorsmen. On the other hand, Fitch was more of a visionary; he believed that the two should take the business and expand, selling the “outdoorsmen” way of life to the general public. The two partners could never come to a conclusion about their business, inevitably the partnership came to an end, and David Abercrombie resigned in 1907.

Under the sole leadership of Ezra Fitch the store’s focus was expansion. Fitch decided to change the shop so that it would not be an ordinary sporting goods shop, he was determined that the store have an outdoor feeling. Through his imagination and creativity he set up a shop where stock was not hidden behind glass, instead it was displayed as if in use. Displays were set up to feel as if the customer were in the middle of the Adirondacks, with a campfire blazing in one corner and an experienced guide in attendance.

The clerks hired by Fitch were not professional salesman, but true sportsmen who listened and talked with the customer, and who sold the products only on the customers’ insistence. By 1913, the store moved again, this time to a more fashionable and easily accessible midtown address, off Fifth Avenue. At this time the store expanded its inventory to include sport clothing, becoming the first store in New York to supply such clothing to men and women.

Fitch, shortly after Abercrombie’s resignation, decided to begin selling merchandise through a catalog. This catalog featured 456 pages of outdoor gear and clothing as well as camping, hunting and fishing advice to over 50,000 prospective customers around the world. Orders started coming in across the globe, thus bringing international status to the store.

As the store continued to expand, it needed more and more space to occupy its increasing inventory and product lines. By 1917, Abercrombie & Fitch moved to Madison Avenue and 45th Street, where it occupied an entire twelve story building. At this time A&F, had become the largest and most impressive sporting goods store in the world. Both the inside and the outside of the store were amazing, a sign proclaiming “Where the Blazed Trial Crosses the Boulevard”, was placed in front of the shop and a log cabin was built on the roof, which Fitch used as his townhouse. Next to the cabin he had a casting pool installed where serious fishermen could sample the store’s collection of rods and flies while in the basement he set up an armored rifle range for hunters.

Fitch capitalized on all of his innovative ideas, a golf school was set up, a floor dedicated solely to completely set-up camps, and a dog and cat kennel as well. Not wanting to miss any opportunity to grow, Fitch decided to capture the more exotic sporting goods equipment; hot air balloons, yachting pennants, portable trampolines, treadmills for exercising dogs, throwing knives, and everything a person could possibly need for falconry, were brought into the store. This made Abercrombie & Fitch a true sportsmen’s haven (Hoover’s 10-15).

Not only did Abercrombie & Fitch outfit the general publics’ outdoor needs, it outfitted many great hunting and exploration expeditions, such as Theodore Roosevelt’s trips to the Africa and the Amazon and Robert Peary’s expedition to the North Pole. The famous clientele did not stop with these two men, Ernest Hemingway brought his guns there, Presidents Hoover and Eisenhower relieved on A&F for the best fishing equipment. Other famous clientele included Amelia Earhart, Presidents Taft, Harding and Kennedy, the Duke of Windsor, Bing Crosby, Howard Hughes, Katherine Hepburn, Greta Garbo and Clark Gable.

After twenty four years creating and expanding Abercrombie & Fitch, Ezra Fitch decided to retire from the business to enjoy the outdoors life. When Fitch retired the store continued to grow, with stores opening up in Chicago and San Francisco. But by the late 1960’s the store begin to falter and went bankrupt in 1977. A Houston, Texas based company, Oshman’s Sporting Goods, brought the company but business was not good. The company eventually sold it to The Limited Inc, in 1988, which repositioned the company into a more fashion-oriented casual apparel business with around 25 stores.

Michael Jeffries, the current CEO of Abercrombie& Fitch, took over the company in 1992 and transformed the still money losing chain into an outfitter for college students. He micromanaged the company, issuing a 29 page handbook on everything from how A&F salespeople must look to exactly how many sweaters can be placed in a stack. This strategy worked and the company began to see profits in fiscal year 1995. The company went public in 1996 with more than 110 stores (Hoovers, 1-5).

Today, Abercrombie & Fitch has been repositioned as a lifestyle brand, targeted at college students and is focused on high quality casual apparel in a classic American style. It targets preppy college students and makes them feel at home in its stores by hiring a college aged sales staff and decorating its stores with posters of twenty-something models. A&F’s image as the clothier for a social elite class has, in some circles, earned its clientele the nickname “Aber-Snobbies”. The concept behind targeting the college age student is that by doing so Abercrombie & Fitch will attain a much broader customer base. “The younger high school age children aspire to be college kids. And then if you are targeting a young, active lifestyle that attracts older customers as well, people want to think of themselves as active and young.” Seth Johnson, Executive Vice President and COO of Abercrombie & Fitch.

The Abercrombie & Fitch lifestyle is portrayed not only through company management, but also through the celebrities that patronize the brand. Many high profile celebrities wear A&F, thus giving free advertisement to the brand. These contemporary trendsetters, in terms of sports personalities, actors, actresses and musicians wear the Abercrombie label and thus people see these trends and want to become a part of them. Since the retail outlets are easily accessible in major malls in every state, these “trendy” and “luxurious” are now readily available to common folk, at a premium market price.

Abercrombie & Fitch sells the lifestyle across three distinct brands: Abercrombie & Fitch, abercrombie and Hollister. Currently there are over 597 stores throughout the United States across the three brands, and this number is increasing, in 2002 alone the company opened 112 new stores. Each brand is geared to a different age set, this way as the individual grows up, Abercrombie & Fitch is there to clothe all of the stages. The children’s store, abercrombie kids (with a lower case A) was introduced in 1997 and targets the age group of 7-14 year olds. Today there are over 170 abercrombie stores located in malls throughout the United States. The newest concept, Hollister, is based on the West Coast lifestyle and is geared toward the high school age, 14-17 years old.

It is also priced significantly less than its parent store, Abercrombie & Fitch. Introduced in July of 2000, Hollister already has 129 stores and Abercrombie & Fitch plans to open at least 70 more stores in the next year. In 2002, Hollister improved its sales productivity and gross margin, and the business is now making a solid profit contribution. Hollister is doing so well that projections indicate Hollister to be a 600-800 store business. As the individual becomes ready for college, Abercrombie & Fitch is there. Today the namesake operates 352 stores across the United States, gearing its brands, as mentioned above to the college age set, 18 years and older. Through the use of three separate brands, Abercrombie & Fitch is able to smoothly transfer brand loyalty and retain customers of all ages.

Abercrombie & Fitch stores are placed amongst high end trendy stores, with established brand names. It would be unusual to find an Abercrombie store nestled in a far away corner of a mall, next to a food court. Typically it is located in a high customer traffic area, around other designer stores which also serve to enhance its reputation and face value. Placing its stores in these key areas brings Abercrombie & Fitch the exposure and type of customer it is targeting.

Abercrombie & Fitch not only sells through its 597 stores, but also via the internet as well as the A&F Quarterly. The internet and the A&F Quarterly made up 4.7% of 2002 net sales and have steadily been increasing since the introduction of the two sales mediums (A&F Annual Report, 6). The online experience for Abercrombie & Fitch not only offers e-commerce, but provides entertainment features that seek to mimic virtual store shopping.

The website includes downloadable features including wallpaper and photos that can be found in retail stores as well as the ability to download songs that are heard in the stores. The online changing room allows for mixing and matching throughout the store without the hassle of real fitting rooms, hangers and lines. As far as payment is concerned, checkout is hassle free by using the A&F credit card or any variety of credit cards. Delivery is as efficient as payment, since teaming up with UPS; orders can be processed and delivered within 24 hours. The internet has proved an important medium for gaining and retaining customers for Abercrombie & Fitch, coupled with the A&F Quarterly, combined sales will steadily grow and become a significant amount of total sales for the three brands over the next ten years (A& F Annual Report, 8-11).

The Company’s catalogue, the A&F Quarterly, appeared in late 1997, and became an immediate success as a marketing tool. The first catalogue “Naughty or Nice” Christmas was so popular that sales rose by 27%. A&F sells around 300,000 copies a year charging around seven dollars an issue, the company is able to make a sale even if the customer only looks at the catalogue, which is also considered to be a magazine. The Quarterly is a mixture of feature articles, pages displaying the product and page upon page of nearly naked twentysomethings photographed by the famed photographer Bruce Weber. “Much like Vogue and GQ, the Quarterly serves as a means of aspirational and inspirational living for young men and women all over the country” (Johnson, 4).

The company has created quite a stir with the introduction of the catalog as a marketing medium, when the Quarterly comes to circulation four times a year, it usually becomes the talk of parents, Religious Groups, the news media etc., bringing more attention to Abercrombie & Fitch. The company has found a way to combat this negative image, by only allowing persons over the age of 18 to purchase the magazine as well as producing a “cleaner” catalogue. This “cleaner”, free catalogue only shows the clothing in a straightforward manner, minus the photography of Bruce Weber and the articles. Abercrombie & Fitch uses both catalogs to gain customers and show the “lifestyle” through its models. “This publication is meant to be the voice of the American youth, a chronicle of the college experience. It conveys the image of the brand – it is sexy and beautiful and healthy and energetic”- Hampton Carney A&F spokesman (Nolan, 2).

Spring Catalogue Cover 2002

Abercrombie & Fitch understands and is able to target its specific markets through a variety of ways. The company sends out around 30 staffers each month to visit college campuses to chat up students about what they play, wear, listen to and read, whereas store managers visit fraternities and sororities to recruit “brand representatives”, who work as few as five hours a week. These brand representatives, must all have the all American look, blond, blue-eyed and preppy, pervasive in its stores, catalogues and websites. “Brand representatives are ambassadors to the brand, we want to hire brand reps that will represent the Abercrombie & Fitch brand with natural classic American style, look great while exhibiting individuality, project the brand and themselves with energy and enthusiasm, and make the store a warm, inviting place that provides a social experience for the customer”- Tom Lennox A&F Communication Director (Greenhouse, 2).

Abercrombie & Fitch is a lifestyle brand; it is targeted in such a way as to make people want to belong to it and show loyalty to the brand. “A&F shrewdly understands that teens want to belong, and therefore has captured their dollars by making sure they want to belong to the beautiful, exclusive world that the Abercrombie image projects”. By continuously pursuing this marketing strategy it is clear to see that Abercrombie & Fitch will be in the marketplace for a long time.

GAP Inc.

Gap Inc. is a leading international specialty retailer offering clothing, accessories and personal care products for men, women, children and babies under the Gap, Banana Republic and Old Navy brand names. The company’s stores aim to offer a shopper-friendly environment with an assortment of casual apparel and accessories that emphasize style, quality and good value.

Gap Inc. was founded in 1969 by Donald Fisher and his wife Doris. The couple named their store after the “generation gap” and concentrated on selling Levi’s jeans. When Gap first opened its doors it was unique and new. It prided itself in having the “individual style”. At this time the Gap’s hottest seller was its “basic look”, which consisted of its signature blue jeans and white cotton t-shirts.

The first store was opened near what is today San Francisco State University and the second store was opened in San Jose, California, by the end of 1970 there were six Gap stores. The Gap went public six years later (Hoovers, 1).

In the beginning the Fishers catered almost exclusively to teenagers, but in the 1970s they expanded into activewear that would appeal to a larger spectrum of customers. Nevertheless, by the early 1980s the Gap, which had grown to about 500 stores, was still dependent upon teenagers but less dependent on Levi jeans, because of its growing emphasis on private label makers (Levy, 1-3).

In a 1983 effort to revamp the company’s image, Donald Fisher hired Mickey Drexler, a former president of Ann Taylor as the Gap’s new president. Drexler changed the old clothing lines of plain blue jeans and white t-shirts so as to concentrate on sturdy brightly colored cotton clothing. He also consolidated the stores’ many private clothing labels in to the Gap brand. Lastly, Drexler replaced circular clothing racks with white shelving so clothing could be neatly stacked and displayed.

During this time Gap Inc. bought Banana Republic, one its three distinct brands the company owns. At this time the brand was a unique chain of jungle -themed stores that sold safari clothing. Gap expanded the chain, which enjoyed tremendous success in the mid 1980s but slumped after the novelty of the stores wore off late in the decade. To counter this slump, Drexler introduced a broader range of higher priced clothing and got rid of the safari lines in 1988. By 1990 Banana Republic was again profitable.

In 1985, the first GapKids opened in 1985 after Drexler could not find clothing that he liked for his son. During the late 1980s and early 1990s, the company grew rapidly, opening its first stores in Canada and the UK. In 1990 it introduced babyGap in 25 GapKids stores, featuring miniature versions of its GapKids line. Also during this time the Gap announced it would no longer sell Levi Jeans and would sell nothing but private label items (Hoover’s, 2-8).

During the early 1990s earnings fell because of Gap division losses brought on by low margins and high rents. The company rebounded by opening Old Navy Clothing Co., named after a bar Drexler saw in Paris. The company also opened two Banana Republic stores outside the United States in Canada.

For the last couple of years, the Gap had begun to stray away from its former vision of classic clothing, and during this time the company had hit a record sales slump. Gap’s CEO Drexler seemed to have lost his touch, since he did most of the merchandising for the company he choose clothing with flair and design: bolder colors, low rider jeans, small form fitting tops, and stretchy materials. Gap went from casual to very trendy, alienating and displeasing many of its core customers. In May 2002, Drexler decided to salvage the company and thus began a “Back to Basics” campaign. Drexler wanted to bring back the old apparel, the old ads, and the old management style. He wanted to bring back everything that was once Gap Inc. and its identity (Gap Annual Report, 10-15).

Today Drexler is no longer the head of Gap Inc. but his “Back to Basics” campaign still lives on through the current CEO, Paul Pressler, the former Chairman of Walt Disney’s Global Theme Parks. The company is bringing back all of what made Gap unique when it first opened. It is reemphasizing the basics and promoting its classic fit jeans, signature khakis and cotton tops, as well as simplifying its mix of colors and fabrics and remembering that 90% of the tops it sold were the color blue. Through this campaign the Gap has regained some of its previous customers and plans to evolve from this point (Levy, 1-3).

Gap Inc. must remember who its target market is, the family, and their market strategy is such that from babies to adults Gap has something for everyone. This target marketing is seen through the three distinct brands Gap Inc. operates: Gap, Banana Republic and Old Navy. All three brands target different price ranges and different styles; from chic stylish apparel to everyday relaxing pants Gap Inc. has a product for everyone.

Banana Republic was bought by the Gap in 1983, and it is known for casual luxury with high quality apparel for men and women. It has also introduced a sophisticated line of seasonal collections of accessories, shoes, personal care products, intimate apparel and gifts for the home. Today there are over 430 stores in the United States and Canada. The brand caters to the 30 years and older consumer who is more affluent and fashion-oriented. Banana Republic stores are primarily located in major cities, however the introduction of the catalogue has enabled the brand to expand its consumer reach to cities without a store location. The brand also has its own website and high-image advertising that help promote the idea of the high profile Banana Republic lifestyle.

Old Navy, launched in 1994, was created to capture an even broader audience then the Gap with its moderate prices. It has quickly become the Gap Inc.’s portfolio star. Old Navy’s strategy differs from the Gap because it offers a product mix with an edgier fashion look but with a broader fashion range. Old Navy makes shopping fun and fashion affordable to the whole family. The stores sell everything from basic denim, khakis and graphic tees to casual clothing for work and play. Today the company has more than 840 locations in the United States and Canada and customers can also shop around the clock.

The Gap stores sell through a variety of namesake stores including Gap, GapKids, babyGap and Gap Outlet. With 2,608 stores throughout the world, the company strives to be the world’s headquarters for khakis. Customers expect classic styles from the Gap for the whole family, by having different segments of the Gap, the brand is able to grow up with the consumer and gain brand loyalty. The Gap is also easily accessible through its website, which only offers e-commerce (Brady, 112-113).

Gap Inc. prides itself on the individual, and constantly challenging itself to think about what the customer wants instead of what other stores are selling. Under the guidance of Pressler, Gap Inc. is no longer targeting teens, who change their minds rapidly, but rather its initial target the family as individuals. Gap wants to win back the trust of the customers it had lost. Through advertising the Gap is emphasizing the individual and that everyone no matter what age, color, sex, or ethnicity the Gap has something for them. “Gap is a brand people can make their own, and now Gap Inc. is offering a chance for everyone to be in one of the Gap print ads. They are looking for individuals who personify the Gap brand-intriguing people with personal style” (Levy, 3-6).

Gap Inc. is one of the most successful retailers in the world and now that it has gone back to its target market will continue to gain market share through its three distinct brands.

Conclusion

Abercrombie & Fitch and the Gap Inc. are both highly respected international brands that hold large market shares in the retail industry. Each company targets different markets through different mediums. Abercrombie & Fitch focuses on the younger age groups with sexy, more stylish clothing while the Gap targets to the family with basic, sturdy clothing. Both companies have three distinct brands which cater to individuals in their target markets, whereas A&F’s segmentation is more age based, Gap Inc. is more monetarily segmented. Looking towards the future both companies seem to understand what they have failed to accomplish in the past and are looking toward the future on how to improve their marketing strategies to their target markets to gain sales and brand loyalty.

Gap and Ann Taylor are both big companies involved in the clothing industry. Both are considered as a well-known brand that had been patronized by the American society. However, both companies have differences on their marketing strategies. Gap Inc. has four brands that the company has developed to cater to the different sectors of American Society (www. gapinc. com, 2008). The company does not have any gender preference it caters to both the male and the female. The brand Gap represents the typical American Style that caters to all ages. Banana Republic represents a luxurious picture of the American, this brand is considered a luxury to own.

Old Navy is the brand that goes for trendy stuff. Lastly, Piperlime is the brand that caters for the online ordering of shoes for GAP Inc. On the other hand, Ann Taylor provides the woman style, versatility, elegance and brings out her feminine side (www. anntaylor. com). The company has products like apparel, beauty products and shoes. Unlike Gap, Ann Taylor’s products are specially made for the females. The collection of Ann Taylor has two types of store the “Ann Taylor” and the “Ann Taylor Loft”. The Ann Taylor competes with the affordable brands of its competitors.

On the other hand the Ann Taylor Loft competes in a higher priced market. Both companies had been successful in promoting their products in the American society. The success of the company is evident from the number of stores that the companies had built all over the world. A difference in their styles of product is that recently Ann Taylor had decided to promote an apparel chain for the baby boomer generation. Gap had failed in this area with their stores Forth and Towne, however, Ann Taylor decided to take on the challenge of getting the market of the baby boomer generation Both companies use the internet to promote their products.

GAP Inc believes in social responsibility. It promotes social responsibility and its products in activities that concerns the environment, communities and in its factories. Aside from these, GAP had also partnered with the music industry like MTV to promote their products. Other promotions of the company include sales announcements and trends from GAP. Ann Taylor promotes its product through the use of the Internet, same as with GAP, the company believes in supporting the different causes that matters to the modern woman. An example of the supported organization of Ann Taylor is The Breast Cancer Foundation.

The company gives help to the children, the environment and its business partners and clientele. In order to promote its products on sale, the company also uses its website to show its product on sale, and the new arrivals that would send the trend. One of the factors in marketing strategy is the place where the products are sold and the different channels of distribution being used by the company. Ann Taylor distributes its sales through its website, email and stores around the United States, Columbia and Puerto Rico. The Ann Taylor Brand has 386 stores and the Ann Taylor Loft has 483 store locations (www. anntaylorstorecorp. com, 2008).

The company also has Ann Taylor Factory stores where the stocks are sold at factory price. The company’s website shows the details on how to avail its free shipping promo. Gap has 3,100 stores in the United States, United Kingdom, Canada, Japan and other locations all over the world. GAP also uses the Internet for a store locator. (www. academia. emporia. edu, 2007) In terms of Pricing, both Ann Taylor and Gap had created a brand for the upper priced items and the affordable items. Ann Taylor and Gap also posts its sale items in their website to show all the items that they have for sale.

REFERENCES:

Gap Inc. (2008) More About Our brands. Retrieved last 18 March 2008 from Gap Inc. Website: http://www. gapinc. com/public/OurBrands/brands. shtml Ann Taylor, (2008). About Us. Retrieved last 17 March 2008 from Ann Taylor. Website: http://www. anntaylor. com Woollard, D. (14 August 2007) Ann Taylor To Go After The Baby Boomers. Retrieved last 18 March 2008 from StyleDash. Website: http://www. styledash. com/2007/08/14/ann-taylor-to-go-after-the-baby-boomers/ Khokhar, S. (2001) Gap Inc. Retrieved last March 15, 2008 from Emporia State University. Website: http://academic. emporia. edu/smithwil/001smmg443/eja/sarg. html

The launch of the Americana khakis for the young professional, in other to reconnect with the Identity of what GAP Inc. Comfortable, stylish, quality, strong American brand. Ill. Description of product or service. Gap Inc. And Its preppy khakis feel more comfortable, lightweight, wrinkle worry free, excellent fit, resistible, washes and finishes, with best quality fabric for an average rice point of $54. 5. They are durable and last longer, also with new shapes for every young men and women with family that has no time and would like a quality product. IV. Why are we trying to accomplish with this communications piece? To reconnect the customer with the brand identity and regain the that young old growing customer, offering khakis at affordable price, but also offering more stylish and exciting, relatively conservative, and functional khakis to use anytime. Let always to look in-style, casual at work, at home, and at play.

V. What Is the tonality of the ad? The tonality of the ad campaign with Khakis will be creative. Fun, excellent. Connecting with past. The aim is to bring back and keep our loyal customers with Khakis classical style. By remaking the old ads from the ass’s, with famous music songs of today dancing, playing, and working with the Khakis. VI. Who/What is our competition? American Eagle Outfitters, J. Crew, Firebombed & Fitch, Express, Reportable, Banana Republic, Old Navy, H and J. C Penny VI’. Who Is the target consumer?

It is aim to young professional men and women ages 25 – 40 who have disposable 1 OFF commitment to brand loyalty and want to look good while keeping their purchases within their budget. They wear khakis to feel: comfortable and in style too. People wearing these khakis pants should feel natural, relaxed, and authentic. VIII. What is our single most persuasive idea? Khakis are classic, bringing back durable but also chic and fashionable every drawer and GAP Inc. , Go Khakis this season. The quality and services also important role in the brand. ‘X.

Why should our target believe the promise? For years GAP Inc. Offers good quality, simple, classic yet comfortable American style with this we reinforce and reconnect with the consumer and American tradition of the Khakis. X. What is personality for this product or service? Preppy and young professionals X’. What is the medium? TV ads are important as well as Media use of Internet: Youth, and Social Media advertisement using the new Khakis style. Magazines that target more family, fashion and general interest magazines US Weekly, Marie Claire, GO, Parent. XII.

Approvals (Who is responsible for “signing off,” for example: Brand Manager, Marketing Director, then UP Marketing, after shoot the CUP XIII. First, Second, Third, Fourth Round Creative Due Dates – September 1st – until April 1st May. Introduce in XIV. Budget (example: budget is $50,000, quantity 2500, distribution via hand and mail) Budget of $1 Distributed quantity – TV media $ 600. 00/1/ ad campaign new version with artist collaboration Taylor Swift and other American famous artist that connect with GAP style. Social Media ad, Youth $300. 00 Print in Magazines $100,000

The fit perspective in the organizational culture aspects means that the company has the ability to align their organization with the wider market environment. This means that as the external business environment changes, the internal organizational culture must also change to prevent cultural clash and organizational downfall (Graf 18). In line with the fit perspective, it can be said that Gap Inc and PacSun Inc has been able to align their corporate culture with their external environment.

Through the ability of the Gap Inc to adhere to the latest trends in the fashion, apparel and personal care needs, the company has been able to align their organizational culture with the transformation and changes happenings in the external environment which lead to having cultural fit within the environment. In doing so, the company has used state of the art fashion facilities and technologically advanced equipments to adhere to these trends.

In line with the PacSun Inc, the company has been able to align or fit their organizational culture with their external environment by allowing their employees to gather information from the target market and use this information to make changes and developments with their products and services. In this way, PacSun has been able to fit or align their corporate culture with the external environment. Aside from the fit or alignment of organization’s internal culture and external environment, it has been noted that one of the aspects that keeps the organizational culture is the cultural fit between the employees and the organization.

It is mentioned that a good cultural fit between the company and the employees attributed to the retention, profit and productivity of employees (Panico 59). In order to have a cultural fit, the human resource management of Gap Inc and that of the PacSun has been able to implement a unique and distinctive human resource management system from selecting and recruiting their employees, assessing employee’s cultural and philosophical stance and developing them to be more fitted in the internal culture of the company (Wright, 28). The Adaptation Perspective

In the world which has been described by fast unpredictable volatility and change, the ability of the organization to adhere to have adaptive culture are highly considered (Wright, 26). Accordingly the culture of organization is essential since it can make or break an organization. Industries with an adaptive organizational culture which is aligned with their organizational goals routinely are those companies which can easily outgrow their rivals. Some business studies have noted the difference of these companies or more (Kotter & Heskett, 74).

To attain successful results for your company, the management must be able to determine what their culture is and how they can be more adaptive to the constant changes in the business environment. Part of the context of having an adaptive culture is the ability of an organization to meet the changing needs and demands, as well as the behavior of their target market. Organizations with adaptive culture also have the ability to diversify their product lines and business methods to achieve competitive advantage.

As the business environment in which the organization operates including the business climates, regulations, laws and policy, changes and transformation in the organizational culture should also change. For truly adaptive companies, a rapidly changing business world is known to have a strategic advantage. Organization with adaptive culture is that organization which has the ability to have a more open-minded management who are willing to change or innovate for having sustainable competitive advantage.

Companies like IBM, telecommunication industry and technology-oriented industry are considered to be companies adhering to adaptive culture (Panico, 60) It can be analyzed that both Gap Inc and PacSun Inc, has been able to have organizational culture that can easily adapt with the changes in the business world. Adaptation perspective is the ability of the organization to easily adapt and cope with the changes through diversified methods and strategies. Since both Gap Inc and PacSun Inc have been able to diversify their products to meet the demands of their target market, they can easily adapt to changes.

In addition, it can be said that both Gap and PacSun Inc has also the ability to have a change management and innovation to meet organizational needs of a business that would sustain their competitive advantage. Both Gap and PacSun has also been able to adapt to environmental changes in the business world, specifically in terms of diverse employees. Since both are operating in various cultures, the human resource management of both companies are able to enhance, transform and improve their human resource policy to ensure that the need of the target market are always provided.

The ability to see the latest trends in the business and market environment is one of the management abilities that can be analyzed with both Gap Inc and PacSun.

Reference

Gap Inc. 01 April 2008 http://www. gapinc. com/public/About/abt_fact_sheet. shtml/ Graf, Alan B. “Building Corporate Cultures. ” Chief Executive, March 2005, 18. Kotter, J. P. and J. L. Heskett. Corporate Culture and Performance. New York: Free Press, 1992, 74-85. Lewin, David. ‘Strong culture’ vastly undersold. 01 April 2008 http://www.today. ucla. edu/2002/021210strongculture. html Panico, C. Richard. “Culture’s Competitive Advantage. “

Global Cosmetic Industry 172, no. 12 (December 2004): 58–60. Parker, M. Organizational Culture and Identity. London: Sage. Pacific Sunwear . 01 April 2008 http://www. pacsun. com/ Quick, James. Organizational Behavior: Foundations, Realities, and challenges. South Western: Thompson. Wright, Gordon. “Realigning the Culture. ” Building Design & Construction 46, no. 1 (January 2005): 26–34.

Is There a Gender Gap in Math Achievement and How Can We Explain It?

For many old ages the position has been that there exists great difference between the academic public presentation of between work forces and adult females, and particularly within the countries of scientific discipline and mathematics. This gender disparity in instruction within the US has been studied extensively by legion bookmans who have tried to detect if so there are unconditioned capablenesss in both sexes that make them hold differences in public presentation in scientific discipline and mathematics. The claims reported by Spelke ( 2005 ) are that few adult females show the endowments required in the Fieldss of scientific discipline and mathematics, hence there are fewer adult females within these Fieldss. The other position is that the sex differences in these Fieldss are due to the familial base which makes adult females have a smaller intrinsic attitude towards scientific discipline and mathematics.

One such survey was carried out by Lawrence Summers when he was at the Harvard University. In his survey he tried to detect if there were any unconditioned capablenesss in both sexes that determined how they performed in both their faculty member and professional Fieldss in scientific discipline and technology. Apart from this research there are a many more researches that have been carried out to mensurate by how much or if there is any biological differences between the sexes that make them execute different in mathematics and scientific discipline. This paper shall discourse the being of the gender differences that drives the differences in public presentation in scientific discipline and mathematics of work forces and adult females.

It is critical to understand the grounds why the difference in gender has been attributed to the cause in the differences in public presentation in scientific discipline and mathematics. This paper shall look into these differences that cut across all age groups, from the school traveling to the college pupils. It has been proposed that the differences that are seen in both adult females and work forces in public presentation in scientific discipline and mathematics have been associated with the differences in gender. Despite the progresss in the modern western universe there still exist strong societal cultural influences on perceptual experiences of gender and gender functions. Work force and adult females have been made to specify themselves on the footing of the distinguishable psychological and behavioural sensitivities that are associated with the biological maps. Therefore this sensitivity will drive work forces and adult females to act different, execute different undertakings and do different picks. It is the definition of the individual in footings of maleness and women’s rightist that drives them to act ad think as they do. With such thought in head, it becomes progressively hard to hold uniformity in public presentation in work forces and adult females at work and in faculty members.

Marini, ( 2010 ) showed that so the greatest influence of this difference is the societal and cultural fluctuations that contribute to the sex differences. In her research biological differences do to some extent affect the behaviour and functions of the sexes, but it is the societal facets that have the greatest part to these differences. The societal structural agreement has made adult females and work forces base their thought and cognitive abilities on biological differences ( Baker & A ; Jones, 2006 ) . This so means that we are normally under the influence of our societal and cultural assignments that define who we are and what we can or can non make.

The American society has defined and stratified the functions of the gender. It is this assignment of functions by the society that influences the grade to which the sexes addition and command the resources they have. Often our society has been specifying functions and responsibilities of the sexes based on gender class, for this ground gender differences exist within this society. The society has a strong influence on how work forces and adult females perform in scientific discipline and mathematics because it defines what function, responsibility or assignment is to be fulfilled by each ( Marini, 2010 ) . The adult male in society is superior to the adult females and is assigned tougher functions and responsibilities ; he is seen as the supplier, defender, more bright and has higher rational facets than the adult females ( West & A ; Zimmerman, 2007 ) .

It is this societal facet that has given the adult male a male advantage and accordingly expected him to execute better at scientific discipline and mathematics. For this ground the instructors will handle male childs and misss otherwise in scientific discipline and mathematics categories. The ground being such countries of academic survey have been held as hard and ambitious, and merely the work forces can accomplish such feasts ( Baker & A ; Jones, 2006 ) . The instructor will so do the male child feel they need to execute good in these countries and will give their attending and resources to them. On the other manus the instructor will give the miss the perceptual experience that it is non incorrect for them to neglect in the topics, because the instructor does no anticipate them to execute good in these topics. Such positions are still woven elaborately in society where the society and the household influence the type of calling and profession work forces and adult females would take.

In Marini ( 2010 ) , adult females are frequently encouraged to take up academic classs and topics that would take them in fostering callings of nursing, instruction and secretarial. Such callings and professions were seen as befitting adult females and give adult females a opportunity to take attention of her household. Mean while the Fieldss of scientific discipline and engineering are left to the work forces, this is because they are perceived to hold the rational capableness to manage the complex mathematics and advanced thoughts behind the Fieldss.

It is being noted that there is increased diminution in the differences in scientific discipline and mathematics callings and professions between the genders as we find more adult females within these Fieldss. Recent research workers have shown that while the construction within the these Fieldss have changed with more adult females being found at the helm of such countries, there is still gender stratification in the high school degree, this can be found within surveies like ( Leahey & A ; Guo, 2001 ; Entwisle, Karl & A ; Olson, 2004 ; Spelke, 2005 ; Gallagher & A ; Kaufman, 2005 ; Baker & A ; Jones, 2006 ) . This difference in gender public presentation has been attributed to the perceptual experience that male childs and misss receive different attendings from their instructors in mathematics categories. This has created the gender spread within the academic Fieldss in America that have driven the differences in public presentation in scientific discipline and mathematics.

The survey by Leahey and Guo ( 2001 ) tried to demo the extent of the gender differences in mathematics and particularly the different countries like geometry and logical thinking. It has been found that there is a male advantage for those pupils traveling to college within the field of mathematics. In their research they showed that males have a higher public presentation in mathematics in the high school degree and particularly in the college entryway test. The ground why this has been tested is because the high school mathematics has been the key to the pick in faculty members in the college degree and accordingly affects subsequently pick in profession.

The ground why the American society has seen important differences in occupational segregation and gender socialisation in the populace sector is due to the gender differences in mathematics public presentation. In Leahey and Guo ( 2001 ) we find that this occupational segregation begins in high school mathematics where the scholastic aptitude trial ( SAT ) mathematics is performed better by male than the female. This is the same for the American College Test ( ACT ) mathematics subdivision that is performed better by the male.

The same position is held by Entwisle, Karl and Olson ( 2004 ) , who have argued that the being of this disparity has been the cause of the differences within the callings and professional Fieldss. In their analysis it is the differences in the experiences of the male and female that is a beginning of the difference in public presentation in mathematics. The thought is that due to the school environment, male childs and misss will execute otherwise in these topics. They tried to demo this difference existed based on a comparing on simple as compared to the high school experience. In their survey they discovered that the experiences the male childs and misss had while in school affected their public presentation in mathematics.

This experience was driven by the school environment where the instructors, disposal, parents and other pupils determine the public presentation in scientific discipline and mathematics. The pupils have been seen to be under the influence of their parents on the pick of topics, calling and accordingly public presentation. A parent who teaches their kids that they failed in scientific discipline and mathematics and hence does non anticipate the kids to make any better is a factor. Teachers who besides have biased positions towards misss and scientific discipline and mathematics besides drive down the public presentation of such misss. In the school state of affairs equal force per unit area is besides a major driver of public presentation in scientific discipline and mathematics.

Entwisle, Karl and Olson ( 2004 ) merely showed that there were experiences from the school and vicinity resources that affected the development of mathematical accomplishments in the pupils. In their survey they revealed that there were contextual facets in the environment that affected the mathematical accomplishments in the male childs more than those in the misss. Male childs are able to react more to the resources in the vicinity than misss can, I the procedure they develop different accomplishments than the misss. Such accomplishments obtained from their milieus have been associated with the mathematical competence of male childs. The ground being that boys spend more of their clip in the vicinity than misss ; hence they are able to pull experience from their milieus than misss.

This is because the society limits the geographic expedition capablenesss in misss while it encourages male childs to research more. This is the same position that is held by West & A ; Zimmerman, ( 2007 ) that shows that the Sociocultural facets influences male childs to research their environment more so the misss. Male childs are given the freedom to research and play around the vicinity, while misss were encouraged to remain at place. It is this geographic expedition that helps boys to develop better spatial and numerical abilities that see them execute better in mathematics. The experience within the vicinity and their milieus assist them farther develop their spacial accomplishments more than misss. Spatial accomplishments can merely develop if one is able to pattern them frequently, where the best country to make so is in the field.

This difference in accomplishments is besides explained by Leahey and Guo ( 2001 ) , who showed that both misss and male childs have different mathematical accomplishments. Males have an advantage over misss in certain mathematical countries like their ability to quantitatively ground and do usage of spacial visual image abilities ( Gallagher & A ; Kaufman, 2005 ) . This same spacial accomplishments and concluding capablenesss are obtained by the male childs from their environment in which they are allowed to play in. since the misss do non hold the same equal playing field their logical thinking and spacial accomplishments are non good developed like those of the male childs. The same explains why males have better mathematical logical thinking and geometry accomplishments than misss. Leahey and Guo ( 2001 ) besides supported Entwisle, Karl and Olsonaa‚¬a„?s ( 2004 ) theory with the determination that it is at the simple degree that these accomplishments are developed. The conducive factor is the socialisation procedure that the misss and male childs go through as they develop and learn at the simple age.

Apart from socialisation the differences in mathematics public presentation has besides been associated with the cognitive differences in males and females. It has been argued that it is these cognitive differences that have enabled work forces to execute better at mathematics than adult females. Spelke ( 2005 ) associated this knowledge to the ability for work forces from the beginning to concentrate on objects that make them able to larn mechanical systems. As was seen by other surveies, Spelke ( 2005 ) besides supports that the spacial, concluding and numerical differences in work forces give them the ability to manage mathematical jobs. This is the 2nd factor that affects the cognitive differences between work forces and adult females. Another decisive factor is the variableness of the knowledge of males that give them that border needed in mathematics.

It has been propose that the ground males perform better in mathematics is due to the sensitivity for them to larn about objects and the mechanical interactions in them from an early age. This sensitivity tends to do the adult females to switch towards larning about people and their emotional interactions. This interaction is seen more in ulterior life at the ages of school traveling kids instead than in babies ( Spelke, 2005 ) . This can be attributed to the socialisation of the kid that will do them levitate towards their gender assigned drama playthings and play subjects. Spelke ( 2005 ) proved that when speech production of the difference in knowledge there is no pronounced differences between babies.

These disparities can be explained by the factors that are at drama when male childs and misss are developing. It is a complex state of affairs if knowledge is to be associated with the differences in mathematical public presentation of male childs and misss ( Gallagher & A ; Kaufman, 2005 ) . Given the same experience misss and male childs will get the same accomplishments and cognition in mathematics, demoing that knowledge and biological temperament has nil to make with the differences. This can merely be explained by Williams, Birke and Bendelow ( 2003 ) where the factors at drama are the implicit in interplay of biological capablenesss and environmental influences. This interplay of factors is the determiner of how the cognitive and accomplishments abilities in mathematics of work forces and adult females develop and accordingly differ. It is the society that has the greatest impact on the differences between male childs and misss public presentation in mathematics.

The socialisation interactions of both male childs and misss are the ground why their cognitive abilities develop different signifier each other. Towards this terminal, Williams, Birke and Bendelow ( 2003 ) supports old surveies that have shown that the socialisation procedure is the predominate determiner of the differences in public presentation in mathematic. They have shown that there exist different interventions for both male childs and misss in our society from the place, school and workplace. In the procedure our gender is under the influence of civilization, where gender functions and responsibilities are defined by the same civilization. The position is that it is the societal statements that fuel scientific positions that so there are gender disparities in spacial and cognitive abilities of the sexes.

Harmonizing to West and Zimmerman ( 2007 ) , it is the facet of work forces and adult females making gender functions and seeking to carry through gender that gives the differences in accomplishment in mathematics. The facet of seeking to be gender gives the work forces and adult females the ability to develop competences and recognize productivity that is based on the societal restraints. The societal construction thrusts worlds to hold a perceptual experience, interactions, and accomplishments that are based on societal complexnesss. This societal facet influences the unconscious determination by may adult females to go forth scientific discipline and mathematics callings and take up other Fieldss.

Such societal complexnesss define how adult females and work forces perceive themselves in footings of their calling and professional development. The outlook of those who engage stop up in the Fieldss of scientific discipline and mathematics is that they have to set in more hours in the office, where they have to hold flexible agendas that can react to the eventualities of their occupations. Within his model, the callings in scientific discipline and mathematics will drive them to demo a continued attempt in their life rhythm, where the head is invariably working on jobs during and after working hours ( Summers, 2005 ) . The image promoted is that such callings drive work forces and adult females to demo a high degree of committedness to the work. For this ground, many work forces are ready to give this committedness with fewer adult females preferring to take up callings that can give them clip for the household. With such a perceptual experience in topographic point many misss will pay less attending to mathematics as compared to the male childs, giving the differences in public presentation ( Summers, 2005 ) .

This societal perceptual experience of what one should anticipate if they follow a certain field has been one of the drive forces behind the differences in public presentation of work forces and adult females. Work force from an early age are expected to carry through their masculine functions as the suppliers and defenders. For this ground, the inclination is that work forces will take up callings and professions that can reflect this. Like was seen in West & A ; Zimmerman ( 2001 ) and Marini ( 2010 ) . These pigeonholing functions are still present in modern America and have been described extensively by Summers ( 2005 ) as the cause of the pick of callings by adult females. Such gender stereotyping besides influences how work forces and adult females perform in mathematics and scientific discipline. With a deficiency of involvement in scientific discipline and mathematics as a calling for the adult females, many will non set much attempt in these academic countries. Their involvement will be in the societal, linguistic communication and art faculty members where they excel and seek to hardly acquire a base on balls in the scientific discipline and mathematics countries. Often the society will wonder and inquire at adult females who excels in these Fieldss, with remarks to the consequence that she is tough being directed to her.

It is the gender societal concepts that have shaped the perceptual experience of misss of scientific discipline and mathematics and have influenced their public presentation in these countries. As we develop our perceptual experience of gender is shaped by the society that defines who we are, what we can make. Therefore the differences in public presentation in male childs and misss mathematics and scientific discipline are under the influence of the societal cultural factors. These have in consequence created an environment where capablenesss and abilities are limited by the socially assigned gender functions.

Low morale and absenteeism of are serious problems of Gap Inc. that cuts across industry. On a distinctive day between 2 and 4% of employees at Gap Inc. fail to show up for work, which does not sound like a high rate of absence, but more time is lost for the reason that of low morale and absenteeism than through strikes and lockouts. The yearly costs of low morale and absenteeism in the United States are estimated to be $29 billion and a change of 4. 99% in the national absence rate changes the gross national product by $10 billion. (London, 2003) A great number of studies are done to identify the determinants of low morale and absenteeism.

Many variables are found to be considerably related to indices of absence, the results appear to be unstable across situations and time. The Way Incentives Work Every incentive program is based on a formula for enhancing motivation that engages four fundamental variables: effort, performance, outcomes, and satisfaction. The logic behind these programs goes something like this: employees at Gap Inc. will put in the accurate quantity of effort to meet performance hopes if these part time employees at Gap Inc. obtain the types of outcomes that include pay raises and promotions which will provide part time employees satisfaction.

In simpler words, Gap Inc. should provide its employees what they want, and employees will work hard to get it. Effort => Performance => Outcomes=> Satisfaction Conversely, the problem with most incentive programs like of Gap Inc. is that they centre exclusively on the submission of outcomes and overlook the three beliefs that are the key to making the motivation solution work:  Can one do it?  Will outcomes be tied to one’s performance?  Will outcomes be satisfying to one? The first conviction compacts with the relationship between employee effort and performance.

The second compacts with the relationship between performance and outcomes. And the third compacts with the relationship between outcomes and satisfaction. These three beliefs form the basis of the belief system of motivation and performance. Accepting that these beliefs are decisive preconditions for motivation helps to explain why incentive programs generally yield such lacklustre results like in case of Gap Inc. Since employees do not always hold these beliefs to be true, attempts to improve motivation by using incentives cannot make the grade, even when the incentives are highly desirable ones.

Types of Motivation Problems

One cannot do it Motivation problem: Lack of confidence Associated feelings: Self-doubt Anxiety Frustration Outcomes are not tied to one’s performance Motivation problem: Lack of trust Associated feelings: Scepticism Disbelief Mistrust Outcomes will not be satisfying to one Motivation problem: Lack of satisfaction Associated feelings: Anger Rebelliousness Low Morale and Absenteeism At Gap Inc. a major transformation attempt only makes difficult the situation. If any of three beliefs are shaky to begin with, organisational change at Gap Inc. can weaken them even further.

The result is often serious motivation and performance problems, at a time when organisations can least afford them, and a resultant surge in the negative emotions associated with change. When an employee believes ‘one cannot do it’ for example, one may develop a lack of self-confidence and begin to experience many of the unpleasant feelings that go along with it: self-doubt, anxiety, and frustration. About a year into the change effort, one manager portrayed the inner turmoil one went through by comparing the restructuring to building a ship at the same time one is trying to sail it. (Mele, 2003)

Earnings often signify how in dividends are valued socially and economically, therefore earning ratios between men and omen have been essential for social movements. The remaining is often wage discriminate ion since it is the difference in earnings between identical males and females. Women with equal 1 credentials should be paid equal as men Pay Equity & Discrimination Women should be paid equally as men because gender makes no difference I n what a person can do on the job.

The resulting “urban legends” of gender difference can affect men and women at work and at home, as parents and as partners. When it co mess to personal relationships, bestselling books and popular magazines often claim t at women and men don’t get along because they communicate too differently. A lot of people believe that just being female they can not do the same as males. The fact that people belie eve females to be physically and mentally shows discrimination in genders. Women are been g put down because of their gender but can be physically and mentally better than men.

As stated in Human Psychology 101 most discrimination is due to past prejudice. Whooped and ‘Pay Equity & Discrimination Institute for women’s policy 201 1. 9 DCE. 20 14 < http://www. iwpr. org/initiatives/payequityanddiscrimination > others were regarded as women’s most significant professions. Since e early times women have been uniquely viewed as a creative source of human life. Women should be paid equally as men because historically the inequality has proven to be pure discrimination.

Discrimination between genders is deeply rooted in our modern society. The gender pay gap affects all Women, but for Women Of cool r the wage gap is worse. Asian American women’s salaries show the smallest gender pay gap, at 90 percent of white men’s earnings. Hipic women’s salaries show the largest gap, at 5 4 percent of white men’s earnings. White men are used as a benchmark because they make e up the largest demographic group in the labor force. Let is unlawful to harass a person because of that person’s sex.

Harassment can include “sexual harassment” or unwelcome sex al advances, requests for sexual favors, and other verbal or physical harassment of a sex al nature. Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person’s goalmouths the law doesn’t prohibit simple teasing g, offhand comments, or isolated incidents that are not very serious, harassment is illegal I when it is so request or severe that It creates a hostile or offensive work environment or when it results in an adverse employment decision..

Most discrimination is caused due to either peer pressure to curry favor with their friends around them, or because they have a total lack k of selectors and selfsame, and they can’t feel good about who they are unless they are p outing down someone else, or making another person feel badly. In the past most believed that the male gender was the superior gender and put women down to keep it that way. W omen were first thought to only be made to carry children and do household chores.

Before it as prohibited for women to have professions except for teaching and writing. Some feared t hat the female gender would take over. It is unlawful to harass a person because of that person’s sex. Discrimination between genders is nothing new; it all goes back to before cool nail times. In the 1 9th century the medical profession was an example of a change d attitude. Beginning in the 19th century education was required but, women were bare d from attending colleges for any profession other than teaching.

This usually proven Ted women that married and bore child’s at young ages to begin any professional career they c SSE. Around this time discrimination rose. For example in 1846 the American Medical Sass conation barred women from being members. It wasn’t until 1915 that the American Medical a association began to allow female admittance-Since the signing Of the equal pay act Of 19 63, it is now illegal to pay men and women substantially different wages for equal work (N WAC, 2013).

Pay difference between men and women remains a hot topic that keeps resume facing over the years and reasons behind the gap are highly debated. Gendered violence (GOB) is violence that is directed against a person on t he basis of gender. It constitutes a breach of the fundamental right to life, liberty, security, dignity, equality between women and men, nondiscrimination and physical an d mental integrity. Gendered violence and violence against women are often used indistinguishable as most gendered violence is inflicted by men on women and girls.

Gendered violence includes: domestic violence, sexual harassment, rape, sexual violence during conflict an d harmful customary or traditional practices such as female genital mutilation, f arced marriages and honor crimes trafficking in women, forced prostitution and violations of human rights in AR De conflict (in particular murder, systematic rape, sexual slavery and forced pregnancy) ; forced sterilization, forced abortion, coercive use of contraceptives, female infanticide and prenatal sex selection. Domestic violence remains one of the most widespread forms of genders violence.

Battering, often referred to as domestic violence happens to women of every age, race, class, and nationality. Battering takes many forms and includes a RA Eng of threatening and harmful behavior. It may take the form of verbal and emotion anal abuse, with the direct or implied threat of violence. Gender equality is a human right. Gender Equality is not only a fundamental human right, but a necessary foundation for the creation of sustainable and p useful societies. Women are entitled to live with dignity and with freedom from want and from fear.

Women are treated in many other aspects Of life as equals so why not be paid equally also. Gender equality is at the very heart of human rights and United Nations values. A fundamental principle of the United Nations Charter adopted by woo RL leaders in 1945 is “equal rights for men and women”, and protecting and promoting woo men’s human rights is the responsibility of all States. Empowered women contribute o the health and productivity of whole families and communities, and they improve pros sects for the next generation.

All women and girls have equal access to quality education, employment, housing, and health, irrespective of race, class, income, immigrant Zion Status or involvement with the criminal justice system. For more than 30 years, LINEN A has advocated for women and girls, promoting legal and policy reforms and gene resistive data collection, and supporting initiatives that improve women’s health and e expand their choices in life. Protecting and promoting her reproductive rights is essential t ensuring her freedom to participate more fully and equally in society.

The UCLA has alls o been working to secure gender rights and ensure all women’s are able to lead lives of dignity free from violence and discrimination. They have been making sure that educe action privileges are equal between genders. They keep all job opportunities the as me. All opportunities are being kept equal yet women still haven’t been given an ex. al and fair amount of pay. Women have been in the workforce for generations. They strives to be equal to men and gain the same rights as them.