Abstract

Gender inequality in the workplace is a central issue in both management practice and management research (Bohnet, 2016; Bowles & McGinn, 2008; Dobbin, 2009: 61; Phillips, 2005; Ridgeway, 2014). Two central theoretical perspectives proffer different explanations for gender inequality: theories of in-group bias and status construction theory. According to the former (Srivastava & Sherman, 2015; van Knippenberg, De Dreu, & Homan, 2004; van Knippenberg & Schippers, 2007; Williams & O’ Reilly, 1998), gender inequality is a result of the demographic composition of the relevant social context, namely, the under-representation of women in the workplace, which disappears when gender proportions are balanced.

Talk to us

Join us for a 30 min session where you can share your feedback and ask us any queries you have

Schedule a call

Disclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.