Workplace Gender Research Articles

Addressing gender inequality issues in Australia: An annual review of developments

Addressing issues of gender inequality is ongoing and important in the context of broader employment relations at work. Scholars within the Australian industrial relations community work toward the continuance of research and analysis that highlights the perennial issues impacting women in the labor market, to address historical and systemic barriers and identified inequalities. This article provides a review of the major developments and activities undertaken toward addressing gender inequality based on recent changes to industrial relations legislation. The article focuses on the Workplace Gender Equality Act 2012 and the amendments made via the Workplace Gender Equality Amendment (Closing the Gender Pay Gap) 2023 Bill. The Fair Work Act 2009 amendments via the Secure Jobs, Better Pay 2022 and Closing Loopholes 2023 are also discussed. This article reviews these recent changes in answer to this special issue's call for a review of the key issues and developments made toward addressing gender inequality, useful for both academics and practitioners of employment relations.

Mothers' and fathers' experiences of breastfeeding and returning to paid work after birth: A mixed-method study.

This mixed-method study explored the experiences of mothers and fathers combining breastfeeding with returning to paid employment after childbirth. Tasmanian State Service employees participated in an online survey and phone interviews. A total of 130 parents completed the survey, and 42 participated in 60-min phone interviews. The survey had more female respondents (109) than male (21), and only 4 of the 42 interviews were with fathers. The sample consisted mainly of professional women (84%) and men (16%), predominantly Australian-born (88%). Two-thirds of participants worked part-time (62%), taking either unpaid (52%) or paid leave (61%) within the first 12 months after birth. The majority (88%) preferred to breastfeed, with the mean age of the first formula feed being 4.1 months. A narrative analysis of the qualitative data, informed by work-family conflict theory, reveals that transitioning back to paid work while breastfeeding is challenging for both mothers and fathers. Parents face multiple conflicts between paid work, family responsibilities and maintaining breastfeeding. The emotional and physical demands of feeding, expressing, storing and transporting breast milk, combined with often inadequate workplace facilities, policies and gender discrimination, add to parental pressure. Mothers bear the greatest burden, while fathers' roles and needs are often overlooked in the workplace. The major finding of this study is that breastfeeding is insufficiently recognised as an integral part of the return-to-work process for both parents, generating a form of work-family breastfeeding conflict, where work (part-time or full-time) interferes with family responsibilities and breastfeeding. Family-friendly breastfeeding policies based on equity principles are needed to address workplace gender inequality and discrimination and better support parents in combining work and breastfeeding.

Development and Validation of a Scale to Measure the Perception of Workplace Gender Discrimination for Women in Nursing.

Workplace gender discrimination as perceived by women in nursing, is currently under researched. The aim of this article is to outline the development and validation of a scale designed to measure the perception of workplace gender discrimination for women nurses. The instrument was developed following a three-stage process, consistent with recommendations for scale development. Twenty-nine items were derived from two comprehensive literature reviews and interviews with 10 women nurses. Exploratory factor analysis (principal axis factoring) with varimax rotation was conducted for identifying the dimensions underlying the data set. All 29 items loaded onto a factor. Each factor included at least four items and all item loadings were well above the acceptable minimum value (> 0.40). The four factors collectively account for 71.27% of the total variance. Cronbach's alpha of the 29 items (0.964) showed good internal consistency. It is our hope that this research tool will not only be used within nursing, but also with some modification, in other women dominated professions.

You have to work twice as hard as a woman to show that you are competent. Experiences, opportunities and workplace gender harassment for Sport and Exercise Medicine practitioners working in elite sport in Australia

ObjectiveOur aim was to investigate (1) gender representation, (2) opportunities and training and (3) harassment experiences in Sport and Exercise Medicine (SEM) practitioners working in elite sport in Australia.MethodsAll titled...

Men’s anxieties and defences regarding gender (in)equality in the workplace: An object-relations psychoanalysis of organisational masculinities

This article explores men’s psychic attachments to organisational masculinities in the context of gender equality initiatives in the UK finance sector. Deploying an object-relations psychoanalysis and generating interview data with 30 male executives and non-executives, it unpacks why and how men outwardly support but unconsciously repudiate workplace gender equality. We explain how this conflict indicates the presence of what Melanie Klein terms the paranoid-schizoid position. We examine two key unconscious processes of the paranoid-schizoid position in men’s accounts: gender-splitting, when men dissociate undesirable aspects of organisational masculinity, and projection, when repressed, negative parts of their masculine ideals are instead attributed to women. This article’s contributions demonstrate how the paranoid-schizoid position is defensive, enabling men to articulate support for gender equality, but also protect paranoid constructions of organisational masculinity when it is threatened by women. Empirically and theoretically, this article shows how organisational masculinities are ambivalent, which in Kleinian terms underscores how masculinity has ‘good’ and ‘bad’ components that are constituted unconsciously through its relationship with the object world. This article concludes by drawing out the implications for (re)positioning men within workplace gender equality debates and activities.

When do bosses stop caring about organizational justice? Managerial power and male versus female managers’ appraisals of workplace gender inequality

When do bosses stop caring about organizational justice? Managerial power and male versus female managers’ appraisals of workplace gender inequality

“You should care about marriage”: Vietnamese Women's experience of ambivalent sexism in the STEM workplace

Anecdotal evidence, commentary in the media, and research conducted by intergovernmental organizations in Vietnam indicate that sexism is commonly experienced by women in the Vietnamese workplace. However, few systematic studies to date have been conducted on the prevalence and types of sexism that Vietnamese women experience. This cross-sectional exploratory study seeks to inquire into women's experiences of sexism in the STEM field and its potential associations with mental health outcomes through the lens of ambivalent sexism theory, which categorizes sexism as benevolent and hostile. Vietnamese women employed in STEM (N = 148) completed online questionnaires assessing experiences of ambivalent sexism, perceived stress and perceived sexism, stress symptoms, depression, and anxiety. The results indicate that benevolent sexism is more common than hostile sexism and that younger women are more frequently targeted. Correlation and regression analyses indicate that benevolent and hostile sexism are positively correlated with women's mental health problems. The findings highlight that despite the gains made in workplace gender equality in Vietnam, sexism continues to pose a problem for women's career development in STEM as well as potential health and safety issues. The study concludes with measures that organizations can undertake to tackle the problem and recommendations for future research in Vietnam to build on this exploratory inquiry.

The Cultural Roots of Gender Bias and Horizontal Hostility in the Workplace

A healthy workplace is an environment where everyone can work peacefully with both sexes, regardless of their roles as leaders, subordinates, or colleagues. Unfortunately, achieving this ideal remains elusive, and the situation is more challenging for women, due to their underrepresentation in many industries. Studies have revealed that especially women in management positions are subject to biased evaluations by their subordinates, colleagues, and managers. A deep understanding of the cultural underpinnings is essential to fully grasp the existence, prevalence and influence of gender bias in the workplace. Thus, this study aims to impartially investigate the cultural factors that may shape employees' preferences for the gender of their managers, alongside exploring potential biases towards managerial gender from a cultural standpoint. To achieve the research goals, an open-ended survey was administered to 302 professionals in Istanbul. The results indicate a prevalent bias against female managers by individuals of both genders. Moreover, the study uncovers that women are prone to harboring more prejudiced views towards their female peers and superiors. These insights are analyzed through a cultural lens, and recommendations for management are proposed.

Diversity & Economic Dynamics Impact on Women in the Workforce: A Literature Review

The discussion revolves around understanding the interplay between diversity, especially regarding gender, and the economic forces affecting women in the workforce. It aims to analyze how the complexities of a diverse workforce interact with economic dynamics, shaping women's roles, opportunities, and impacts within organizations. The focus is on managing diversity effectively while navigating the economic environment to foster inclusivity, innovation, and success in professional settings. This review paper delves into the complexities of balancing work and personal life, addressing disparities in workforce participation, highlighting the transformative potential of diversity, and examining the evolving economic landscape. Through a comprehensive analysis of scholarly research, empirical studies, and real-world examples, the paper aims to provide valuable insights into the interplay between gender, diversity, and economic dynamics in contemporary workplaces.

Unveiling Gender Discrimination in the Workplace: A Qualitative Analysis of Vietnamese Women's Narratives

This study explores the dynamics of gender discrimination in the workplace through the qualitative narratives of 30 Vietnamese women across various professional sectors. Using a purposive sampling method, the research employs semi-structured interviews to gather in-depth insights into the participants' experiences, which were analyzed through thematic analysis. Key findings reveal prevalent workplace gender discrimination, characterized by subtle biases, traditional gender role enforcement, and challenges linked to maternity and career advancement. These issues manifest through both overt marginalization and covert devaluation of women's professional contributions, highlighting the resilience and coping strategies women employ to navigate such environments. While the study focuses on formal employment sectors and may not capture all employment types in Vietnam, it provides valuable perspectives for policymakers and organizational leaders aiming to mitigate gender disparities. Recommendations include enhanced diversity training, transparent career advancement policies, and improved work-life balance support. This research contributes original insights into the complexities of gender discrimination, emphasizing cultural specifics that influence workplace dynamics in Vietnam.

Research on the Legal Dilemma of Workplace Gender Discrimination and Its Feminist Countermeasures

Research on the Legal Dilemma of Workplace Gender Discrimination and Its Feminist Countermeasures

Daddy’s (not) home: work and gender-related factors in men’s attitudes towards shared parental leave

ABSTRACT Uptake of Shared Parental Leave (SPL) in the UK remains poor, with fewer than 2% of eligible fathers utilising the policy since its introduction in 2015. With limited extant research addressing the policy, reasons behind the low level of uptake remain unclear. Specifically, the role of work (family supportive organisation perceptions [FSOP]) and gender-related factors (perceived social identity threat and traditional gender role orientation) in men’s attitudes towards SPL have been largely overlooked. This study sought to identify the extent to which work and gender-related factors influenced employed men’s attitudes towards SPL, utilising social role theory to understand the mechanisms underpinning these relationships. A survey of 120 employed men captured attitudes towards SPL, traditional gender role orientation, perceived social identity threat, and FSOP. Results showed that perceived social identity threat was positively associated with traditional gender role orientation, which was, in turn, the mechanism through which FSOP and perceived social identity threat affected attitudes towards SPL. At low levels, FSOP moderated the relationship between perceived social identity threat and traditional gender role orientation, but did not moderate the indirect effect between perceived threat and attitudes towards SPL. Theoretical contributions and recommendations for organisations to improve workplace gender equality are discussed.

Impact of gender inequality on teacher's Psychological well-being at the workplace

Gender inequality is certainly a matter of concern in the workplace. Gender inequality has existed in India for centuries. Gender inequality means inequality with women on the basis of gender. Traditionally, women are seen as a weaker section in our society. Inequality in the workplace is analyzed by discrimination in decisions regarding wages, termination, promotion, hiring, leave, benefits etc. The presented research paper is an attempt to investigate the impact of gender inequality in the workplace on the psychological well-being of teachers. In the study, data has been collected using the psychological well-being scale developed by Sisodia and Chaudhary (2012). Gender Inequality in the Workplace Gender Discrimination Inventory developed by Azim, Azimi, Asraf and Rehman (2005) has been administered to the respondents.

Interventions on gender equity in the workplace: a scoping review

BackgroundVarious studies have demonstrated gender disparities in workplace settings and the need for further intervention. This study identifies and examines evidence from randomized controlled trials (RCTs) on interventions examining gender equity in workplace or volunteer settings. An additional aim was to determine whether interventions considered intersection of gender and other variables, including PROGRESS-Plus equity variables (e.g., race/ethnicity).MethodsScoping review conducted using the JBI guide. Literature was searched in MEDLINE, Embase, PsycINFO, CINAHL, Web of Science, ERIC, Index to Legal Periodicals and Books, PAIS Index, Policy Index File, and the Canadian Business & Current Affairs Database from inception to May 9, 2022, with an updated search on October 17, 2022. Results were reported using Preferred Reporting Items for Systematic Reviews and Meta-Analyses extension to scoping reviews (PRISMA-ScR), Sex and Gender Equity in Research (SAGER) guidance, Strengthening the Integration of Intersectionality Theory in Health Inequality Analysis (SIITHIA) checklist, and Guidance for Reporting Involvement of Patients and the Public (GRIPP) version 2 checklist.All employment or volunteer sectors settings were included. Included interventions were designed to promote workplace gender equity that targeted: (a) individuals, (b) organizations, or (c) systems. Any comparator was eligible. Outcomes measures included any gender equity related outcome, whether it was measuring intervention effectiveness (as defined by included studies) or implementation. Data analyses were descriptive in nature. As recommended in the JBI guide to scoping reviews, only high-level content analysis was conducted to categorize the interventions, which were reported using a previously published framework.ResultsWe screened 8855 citations, 803 grey literature sources, and 663 full-text articles, resulting in 24 unique RCTs and one companion report that met inclusion criteria. Most studies (91.7%) failed to report how they established sex or gender. Twenty-three of 24 (95.8%) studies reported at least one PROGRESS-Plus variable: typically sex or gender or occupation. Two RCTs (8.3%) identified a non-binary gender identity. None of the RCTs reported on relationships between gender and other characteristics (e.g., disability, age, etc.). We identified 24 gender equity promoting interventions in the workplace that were evaluated and categorized into one or more of the following themes: (i) quantifying gender impacts; (ii) behavioural or systemic changes; (iii) career flexibility; (iv) increased visibility, recognition, and representation; (v) creating opportunities for development, mentorship, and sponsorship; and (vi) financial support. Of these interventions, 20/24 (83.3%) had positive conclusion statements for their primary outcomes (e.g., improved academic productivity, increased self-esteem) across heterogeneous outcomes.ConclusionsThere is a paucity of literature on interventions to promote workplace gender equity. While some interventions elicited positive conclusions across a variety of outcomes, standardized outcome measures considering specific contexts and cultures are required. Few PROGRESS-Plus items were reported. Non-binary gender identities and issues related to intersectionality were not adequately considered. Future research should provide consistent and contemporary definitions of gender and sex.Trial registrationOpen Science Framework https://osf.io/x8yae.

Exploring gender dynamics: multigroup analysis of workplace persuasion and intimate co-creation using structural equation modeling

PurposeOne of the novel concepts in the management literature is intimate co-creation. Considering it as the outcome of workplace persuasion, this study examines its effect via team-member exchange and ethical climate for the assessment of multigroup analysis. Finding a relationship among variables is not the core objective of the study. The core objective was to assess multigroup analysis for examining measurement scales' uniformity or perceptual differences across the male and female groups using measurement invariance.Design/methodology/approachThis was a quantitative study for a survey of faculty members from the top 10 Pakistani universities. It employed state-of-the-art statistical techniques, including the application of the foundational social exchange theory and the utilization of multigroup analysis in structural equation modeling (SEM) with the Analysis of Moment Structure (AMOS). The research methodology was designed to investigate the relationships between workplace persuasion, ethical climate, team member exchange and intimate co-creation. A specific emphasis was placed on assessing whether gender influences these relationships consistently across male and female groups, as determined by measurement invariance tests.FindingsThis study underscores the significant impact of ethical persuasion in the workplace on enhancing intimate co-creation among individuals, offering invaluable insights for organizational leaders. Importantly, it emphasizes that gender dynamics do not influence this relationship, underscoring the imperative of addressing gender-related workplace issues to optimize intimate co-creation. This holds particular relevance for service-based organizations, such as universities in this case.Originality/valueThis study makes a significant contribution by exploring the concept of intimate co-creation within the realm of organizational science, while also highlighting the crucial importance of considering workplace gender dynamics. It offers fresh insights into how these dynamics influence group creativity, guiding human resource practices toward fostering innovation within gender-inclusive workplaces. These insights gain added relevance in the evolving post-COVID-19 era and in the context of AI integration. Notably, a distinctive contribution of this study to social exchange theory lies in its innovative application of multigroup analysis to variables related to gender.

Who Believes Gender Research? How Readers’ Gender Shapes the Evaluation of Gender Research

Prior research finds that relative to women, men are less receptive to scientific evidence of gender bias against women in science, technology, engineering, and mathematics, whereas the researcher’s gender does not influence evaluations of gender research. Do these effects hold for research documenting workplace gender inequalities more generally? In a preregistered survey experiment fielded on Prolific, survey participants were shown tweets from a fictitious researcher—a woman or a man—that summarized recent research about workplace gender inequality, and then they were asked to rate the research. Consistent with prior work, men viewed research findings about workplace gender inequality less positively than women; researcher gender did not significantly influence evaluations. Men’s higher endorsement of gender system justification beliefs and hostile sexism appear to partially explain their less positive views, suggesting that men view gender research less positively in part because it challenges the idea that men’s relative advantages in the workplace are natural and earned.

Workplace Gender Disparity in Japan from Marxist Feminism: Long Working Hours and Female Workers' Oppression

Workplace Gender Disparity in Japan from Marxist Feminism: Long Working Hours and Female Workers' Oppression

“Why not the thoub and the abaya?”An interactional sociolinguistic approach to the interplay between nationality, gender, and professional identity in the Qatari academic workplace

Although identity is recognized as an important topic in Arabic sociolinguistics, little attention has been paid to how major structural changes impact different forms of identity, especially in professional and workplace contexts. In this article we tackle this gap to investigate how Qatari junior academics give meaning to their professional identities as they negotiate the roles they claim to fulfil vis-à-vis their students in a particularly complex workplace context characterized by processes of internationalization and nationalization. More specifically, we work from a social constructionist perspective and adopt the “narrative as social practice” approach ( De Fina & Georgakopoulou 2008 ) to carry out micro-oriented linguistic analyses of research interviews with female Qatari junior academics. Our findings indicate that the interviewees often present themselves in their stories as “role-models,” not only as and vis-à-vis women but also, and even more importantly, as and vis-à-vis Qataris. This invocation of the intersectionality of their identities reflects the complexity of this changing academic workplace. Finally, this article points at the importance of investigating identities of people who are directly affected by organizational change, as it uncovers the in situ effects on the micro-level of processes on the macro-level.

The effect of flatter hierarchy on applicant pool gender diversity: Evidence from experiments

AbstractResearch SummaryThis article investigates how job seekers' perceptions of an employer's formal hierarchy affect the size and gender composition of its applicant pool. Building on the literature on gendered organizations and organizational design, we develop opposing perspectives on these relationships. To arbitrate between these perspectives, we first conduct a field experiment in partnership with a hiring firm. We find that featuring a flatter hierarchy in recruiting materials does not significantly affect the size of the applicant pool, but significantly decreases women's representation within it. Our follow‐up survey experiment identifies several potential mechanisms (e.g., perceptions of career progression, informality, workload, and fit). Our findings imply that firms' growing tendency to adopt flatter hierarchies could inadvertently undermine efforts to attract a greater proportion of women applicants.Managerial SummaryUsing a pair of labor market experiments, this study finds that characterizing a hiring firm's hierarchy as “flatter” with fewer management levels reduces women's representation in the applicant pool. We show that this decrease in the share of women applicants is likely driven by the fact that women, compared to men, perceive flatter hierarchies as more likely to present difficulties in fitting in, burden them with more work, and provide fewer opportunities for career progression. These findings suggest that, to mitigate workplace gender segregation, organizations with flatter structures may benefit from de‐emphasizing their organizational hierarchies in recruitment efforts. Moreover, companies should consider how their organizational attributes contribute to fostering a more inclusive work environment.

Beyond allies and recipients: Exploring observers’ allyship emulation in response to leader allyship

Leader allyship can be an important tool for advancing workplace gender equality; however, its ultimate effectiveness may depend on the reactions of those who witness it. Specifically, male observers can enhance allyship efforts by emulating their leader’s allyship or, conversely, undermine them by decreasing their allyship emulation. Across four studies, we explore why, when, and how ally leaders may encourage rather than discourage such allyship emulation. We find that observers’ identification with the leader drives their allyship emulation. Yet, this identification is contingent on the gender demography of the workgroup, as witnessing leader allyship lowers identification with the leader in male-dominated contexts. Further, how leaders engage in allyship matters for observers’ identification. Performative allyship lowers identification across both gender-balanced and male-dominated contexts, while authentic allyship increases identification and subsequent allyship emulation only in gender-balanced contexts. Finally, leaders can increase allyship emulation through identification in male-dominated workplaces with allyship-related storytelling.