Gender Inequality In Employment Research Articles

The Effect of Gender Inequality in Employment on Economic Growth in Batam City

This study aims to examine the effect of gender inequality in employment on economic growth in Batam City. The associative quantitative research method is used with multiple linear regression analysis techniques to describe the relationship between variables in the study. The results show that simultaneously, labor force participation rate (LFPR), wage equality, and work progress have an influence on economic growth, where any reduction in gender inequality in employment contributes to boosting economic growth. Therefore, a collaboration between the government, private sector, and non-governmental organizations is expected to encourage the implementation of gender mainstreaming policies and programs that support gender equality in the employment sector and have the potential to make a positive contribution to economic growth.

Gender inequalities in unpaid public work: Retention, stratification and segmentation in the volunteer leadership of charities in England and Wales.

While gender inequalities in employment (paid public work) and domestic and reproductive labour (unpaid private work) are a prominent focus within the sociological literature, gender inequalities in volunteering (unpaid public work) have received much less scholarly attention. We analyse a unique longitudinal dataset of volunteer leaders, that follows through time every individual to have served as a board member (trustee) for a charity in England and Wales between 2010 and 2023, to make three foundational contributions to our understanding of gender inequalities in unpaid public work. First, the salience of vertical gender stratification and horizontal gender segmentation in trusteeship shows that gendered inequalities in work extend to public work in general-encompassing unpaid public work, and not only paid public work. In terms of gender segmentation, we find that women are over-represented as trustees in a small number of fields of charitable activity but under-represented across the majority of fields. In terms of gender stratification, we find that women are under-represented on the boards of the largest charities; under-represented as chairs of trustee boards; and particularly under-represented as chairs of the largest charities. Second, the dynamics underlying gendered differences in unpaid public work, which show higher rates of resignation for women trustees, resonate with research on paid employment which emphasises the importance of attrition to an understanding of how gendered inequalities in work are reproduced. This means that increasing the retention of women, not only the recruitment of women, becomes central to the policy agenda. Third, we show that there has been a decline in gender stratification and gender segmentation in trusteeship since 2010. This decline over time in gendered inequalities in unpaid public work provides an interesting counterpoint to influential research documenting a 'stall' in the reduction of gendered inequalities in paid employment.

Disparities in Female Labour Force Participation in South Asia and Latin America: A Review

Abstract This article examines the pattern of female labour force participation since the 2000s in South Asia (SA) and the Latin America and Caribbean (LAC) countries. The objectives of the paper are twofold: first, to identify the factors that have led to changes in the patterns of female labour force participation in the two fastest-growing regions of SA and LAC and compare the underlying reasons behind the disparate trends; and second, to explore the policies appropriate for the two regions that can raise female labour force participation. From descriptive statistics and a review of existing research on gender inequality in employment in the two regions, the paper finds that a plethora of factors shape the extent of gender inequality in labour force participation. However, each of the factors has different roles and importance in the two regions, debunking any particular relationship pattern between economic growth and the gender gap in labour force participation. Hence, it is imperative to formulate multipronged, country- and region-specific policies.

Rising Patriarchy and Declining Economic Opportunity: Life Courses and Social Change in Egypt between 1965 and 2018

AbstractDespite Egypt's economic growth and educational expansion, gender inequalities and a lack of economic opportunities for young adults persist. Existing studies on social change in Egypt often rely on aggregate trend indicators or focus on isolated point‐in‐time work or family outcomes. This study adopts a life course perspective to (1) trace cohort changes in work‐family life courses for individuals born between 1956 and 1988 (N = 19,970) from 1965 to 2018, (2) assess gender inequality trends in life courses across cohorts, and (3) link different life course patterns to aggregate development indicators. Using retrospective data from the Egyptian Labor Market Panel, multichannel sequence and cluster analyses identify ten typical life course profiles that can be divided into: a state‐structured life course; and various manifestations of family‐ and market‐structured life courses. The economically secure state‐structured life course declined in favor of rising market‐structured and family‐structured life courses. Gender inequality in employment increased across cohorts. GDP growth was associated with economically insecure market‐structured life courses for men and family‐structured life courses of economic inactivity for women. Cohort change in life courses was most rapid in the transition period from authoritarian socialism to unregulated crony capitalism (1980–1990) when cohorts born in the 1970s reached adulthood.

Regional traditional gender stereotypes predict the representation of women in the workforce in 35 countries across five continents

Intergroup biases have been studied on an individual level for decades, but recent research has examined intergroup bias as a regional phenomenon. Aggregated responses on bias tests from individuals in geographic proximity have shown to relate to important society-level discriminatory outcomes. In the present research, we examined the pressing issue of gender inequalities in employment using this regional perspective on intergroup bias. Using large scale open-access datasets, we investigated how psychological measures of regional gender stereotypes associating men with careers and women with families (traditional gender stereotypes) related to the representation of women in the workforce and parental leave policies in 35 member countries of the Organization for Economic Co-operation and Development (OECD) across 5 continents. In countries with stronger traditional gender stereotypes, we found that women were less represented in the workforce and, specifically, in manager positions. Regional traditional gender stereotypes were inconsistently related to parental leave policies. These findings suggest that the framework of regional intergroup bias may be fruitful to explain regional differences in gender disparities.

GENDER EQUITY: EXAMINATION OF THE LAW RELATING TO EMPLOYMENT OF WOMEN IN UGANDA

The main aim of this study is to find out how the existing legislation can adequately address the challenge of gender inequality in employment of women in Uganda. The violations of women’s employment rights originate in the virtually universal history of unequal power relations between men and women. The findings of the study are that the existing regulatory framework on employment in Uganda though adequate, its enforcement is still a challenge. Major emphasis has been directed towards the use of gender-neutral non-sexist language whereas other factors that interfere with the regime have remained unchanged. The study further makes significant findings that gender inequality in the workplace takes many forms namely; denial of maternity leave, unequal pay, wrongful dismissal, denial of maternity leave, discrimination at work, sexual harassment, among others. The denial of such rights perpetuates gender inequality in the field of employment. The study makes relevant recommendations namely; strategic litigation, enforcement of existing laws, affirmative action, mainstreaming gender in employment sector and reform of traditional beliefs among others.

Gender Wage Gap in the Former Soviet Union: Evidence from EBRD Data

This research article examines gender inequality in employment in the former Soviet Union based on data collected by the European Bank for Reconstruction and Development with the third wave of the “Life in Transition” Survey conducted in 2016. Despite numerous efforts, the wage gap between women and men is still an important problem in many countries of the world, and especially in the countries of the former Soviet Union. It is worth noting that this wage gap affects the economic and social spheres of life, human rights, and dramatically affects women's economic independence. Several articles have been analyzed that identify various factors influencing the problem of wage inequality between men and women in the former Soviet Union. Next section identifies results and discussions of the pay gap using several figures. Each figure shows the wage gap between men and women in the former Soviet Union, the rate of return to school between men and women, statistics for the highest- and lowest-paid sectors of the economy, representation of female workers, and so on. As a result, countries where gender differences have a positive or negative impact on the labor market to this day are highlighted. Based on the conducted research, some country-specific policy applications are concluded at the end.

Perpetuation of gender discrimination in Pakistani society: results from a scoping review and qualitative study conducted in three provinces of Pakistan

BackgroundGender discrimination is any unequal treatment of a person based on their sex. Women and girls are most likely to experience the negative impact of gender discrimination. The aim of this study is to assess the factors that influence gender discrimination in Pakistan, and its impact on women’s life.MethodsA mixed method approach was used in the study in which a systematic review was done in phase one to explore the themes on gender discrimination, and qualitative interviews were conducted in phase two to explore the perception of people regarding gender discrimination. The qualitative interviews (in-depth interviews and focus group discussions) were conducted from married men and women, adolescent boys and girls, Healthcare Professionals (HCPs), Lady Health Visitors (LHVs) and Community Midwives (CMWs). The qualitative interviews were analyzed both manually and electronically through QSR NVivo 10. The triangulation of data from the systematic review and qualitative interviews were done to explore the gender discrimination related issues in Pakistan.ResultsThe six major themes have emerged from the systematic review and qualitative interviews. It includes (1) Status of a woman in the society (2) Gender inequality in health (3) Gender inequality in education (4) Gender inequality in employment (5) Gender biased social norms and cultural practices and (6) Micro and macro level recommendations. In addition, a woman is often viewed as a sexual object and dependent being who lacks self identity unless being married. Furthermore, women are restricted to household and child rearing responsibilities and are often neglected and forced to suppress self-expression. Likewise, men are viewed as dominant figures in lives of women who usually makes all family decisions. They are considered as financial providers and source of protection. Moreover, women face gender discrimination in many aspects of life including education and access to health care.ConclusionGender discrimination is deeply rooted in the Pakistani society. To prevent gender discrimination, the entire society, especially women should be educated and gendered sensitized to improve the status of women in Pakistan.

Are Women’s Empowerment and Income Inequality Associated with Excess Weight in Latin American Cities?

While income gradients and gender inequalities in excess weight have been noted elsewhere, data from Latin American cities is lacking. We analyzed gender-specific associations between city-level women’s empowerment and income inequality with individual-level overweight/obesity, assessing how these associations vary by individual education or living conditions within cities in Latin America. Data came from national surveys and censuses, and was compiled by the SALURBAL project (Urban Health in Latin America). The sample included 79,422 individuals (58.0% women), living in 538 sub-cities, 187 cities, and 8 countries. We used gender-stratified Poisson multilevel models to estimate the Prevalence Rate Ratios (PRR) for overweight/obesity (body mass index ≥ 25 kg/m2) per a unit change in city-level women’s empowerment (proxied by a score that measures gender inequalities in employment and education) and income inequality (proxied by income-based Gini coefficient). We also tested whether individual education or sub-city living conditions modified such associations. Higher city labor women’s empowerment (in women) and higher city Gini coefficient (in men) were associated with a lower prevalence of overweight/obesity (PRR = 0.97 (95%CI 0.94, 0.99) and PRR = 0.94 (95%CI 0.90, 0.97), respectively). The associations varied by individual education and sub-city living conditions. For labor women’s empowerment, we observed weakened associations towards the null effect in women with lower education and in residents of sub-cities with worse living conditions (men and women). For the Gini coefficient, the association was stronger among men with primary education, and a negative association was observed in women with primary education. Our findings highlight the need for promoting equity-based policies and interventions to tackle the high prevalence of excess weight in Latin American cities.

Exploring Reasons for Low Female Labour Force Participation in Regular Salaried Jobs: Evidence from Young Lives Longitudinal Study in India

Gender inequality in employment remains high in India with women’s work participation rate at 22% compared to 54% for males. Drawing upon evidence from Young Lives panel data, this article explores factors affecting labour force participation and gender inequity, especially with reference to regular salaried jobs amongst young adults at age 22. Logistic regression analysis reveals that young women are 59% less likely to be in regular salaried jobs compared to their male counterparts with Fairlie decomposition analysis revealing that marital status alone contributes more than 98% of the gender gap in regular salaried employment. Vocational education, job-related training, early reading skills at age 8, frequent use of computer and high GRIT scores are other positive significant factors associated with regular salaried jobs. This article concludes with policy recommendations for promoting young women’s well-being, as well as their income-generation opportunities and participation in the formal labour market.

Uncertainty and gender inequality: A global investigation

There is increasing interest in the consequences of uncertainty, yet research on its effects on gender equality is scarce. This study investigates the impact of uncertainty on gender inequality using a sample of 100 countries over the period 1991–2017. The analysis is carried out for 22 indicators of gender inequality in four dimensions (employment, health, education, rights) and five uncertainties (domestic uncertainty, world uncertainty, world trade uncertainty, global economic policy uncertainty, geopolitical risk). First, uncertainty appears to increase gender inequality in employment by affecting vulnerable employment, unemployment, and self-employment; and by reducing waged and salaried employment, numbers of contributing family workers, labour force participation, and employment in industry and services. Second, uncertainty is found to be very harmful in its effect on gender equality in health, as it decreases life expectancy and survival to age 65, and increases the mortality of women. Third, uncertainty improves gender equality in education, as it increases school enrolment at primary and tertiary levels. Fourth, uncertainty improves the Women, Business and the Law Index, but has mixed effects on women’s economic, political, and social rights.

Gender differences in extractive activities: evidence from Ghana

PurposeThe study seeks to examine women’s participation in Ghana’s extractive growth-driven economy and the quality of this participation in terms of employment status and earnings relative to their male counterparts and establish whether these differences constitute discrimination for policy attention.Design/methodology/approachThe study adopts both quantitative and qualitative methodological approaches to assess the extent of gender inequality in employment and earnings in the Ghanaian extractive sector and the sources of these differences. It computes three segregation indices to ascertain the degree of unequal gender distribution of employment based on nationally representative labour force and living standards surveys followed by quantitative analysis of gender earnings differences using Oaxaca–Blinder decomposition technique. This is complemented by the results of Focus Group Discussion to go behind the numbers and examine the sources of the employment and earnings differences between men and women in extractive activities.FindingsThe authors observe lower participation of women in the extractive sector, with a considerable degree of gender segregation and existence of gender earnings gap in favour of men due to differences in observable characteristics such as age, education and occupational skills. There is also evidence of existence of discrimination against women and indication of barriers that impede women’s involvement in high-earning extractive activities in Ghana. The study suggests measures to remove these barriers and improve women’s education particularly in science, technology, engineering and mathematics to address the gender imbalance in extractive activities in Ghana.Social implicationsWomen’s low involvement in the strong extractive growth-driven process has implication for undermining the effort of empowering women economically.Originality/valueThe study draws argument from the literature and adopts a combination of quantitative and qualitative techniques to establish gender in terms of employment distribution and earnings in favour of males in the Ghanaian extractive sector. This has the effect of undermining women’s economic empowerment and exacerbating gender inequality in the country.

Lockdown and Rural Joblessness in India: Gender Inequality in Employment?

Lockdown and Rural Joblessness in India: Gender Inequality in Employment?

Gender inequality in the labour market of Ukraine

Gender inequality is one of the fundamental manifestations of socio-economic differentiation of the population, leading to different opportunities for self-realisation for women and men in society. This makes it an important topic for analysis even though there may be different views on the matter. The labour market conditions that existed in Ukraine until the end of February 2022 exacerbated the problems of gender inequality in employment. These problems were manifested in unequal opportunities for women and men in public administration, education, employment, income and property. The research uses general and specific scientific methods – dialectical, historical, analysis and synthesis, induction and deduction – to study the legislative frameworks governing gender equality in the European Union (EU) and Ukraine in determining the current state of women’s employment in Ukraine and Europe. In this context, the purpose of this article is to identify the features of gender inequality in the labour market of modern Ukraine, as well as to identify its causes and solutions.

Tourism and gender (in)equality: Global evidence

This study investigates the nexus between tourism development and gender (in)equality in a global sample of 111 economies from 1995 to 2017. Notably, this study (i) examines mutual relationships between the two factors, and (ii) carries out a comprehensive and inclusive analysis of three kinds of tourism (domestic, outbound, and international), using two measures (spending, and number of tourists) and four dimensions of gender (in)equality (employment, education, health, and rights). First, there is a mutual relationship between tourism development and gender (in)equality. Second, domestic tourism spending, visitor spending, and number of tourist arrivals generally appear to improve gender equality in employment, education, and rights. However, outbound tourism spending seems to increase gender inequality in employment and rights. In turn, gender equality likely stimulates travel activities in terms of both spending and number of tourists.

Protection of Female Workers' rights in Employment and Incomes in Vietnam

As an important task of the country's socio-economic development, protecting the rights offemale workers in employment and income is concerned and implemented by international organizationsand all countries in the world. The COVID-19 pandemic has been affecting the global economy and hurtthe incomes and employment of many female workers. In Vietnam nowadays, there is an increase in theunemployment rate of female workers, gender inequality in employment and income, and the ability tosecure their jobs and income. The article analyzes the current regulations and their implementation in theemployment and income of Vietnamese female workers in the context of the COVID-19 pandemic. Thearticle also proposes some recommendations on legal provisions related to training backup jobs, arrangingand employing female employees, providing income support for female employees during leave due tothe COVID-19 epidemic; and policies related to female workers and their employers. Theserecommendations will improve Vietnam's labor law on female workers’ rights in employment and incomeand enhance the efficiency of human resource use and socio-economic development.

Influence of Gender Inequality in Employment and Inequal Employment Opportunities on Women's participation in the Saudi Labor Market during (2010- 2020): تأثير عدم المساواة بين الجنسين في التوظيف وتكافؤ الفرص الوظيفية على مشاركة المرأة في سوق العمل السعودي خلال الفترة 2010- 2020

The study aimed at identify the influence of gender inequality in employment and inequal employment opportunities on women's participation in the Saudi labor market. The importance of the study lies in addressing the scientific gap due to the lack of previous scientific studies, which dealt with gender inequality and the extent of their impact on women's participation in the Saudi labor market. Moreover, to documenting and evaluating the legal reforms and regulations of the Saudi labor market that aimed to reduce the gender inequality in employment and inequal employment opportunities. The researcher used the relational research method based on hypotheses, which depends on an in-depth review and compilation of evidence from previous secondary sources during (2010-2020), related to the study problem. For data analysis, the researcher used (EViews software), and performed statistical treatments using the Victor autoregressive (VAR) model. The study found that gender inequality in employment and equal employment opportunities cause about 30% of the low participation of women in the Saudi labor market. The study recommended passing clear, explicit and binding legislation related to both employment and job opportunities on an equal footing for both genders.

The Racial Gap in Employment and Layoffs during COVID-19 in the United States: A Visualization.

A large body of sociological research has shown that racial minorities and women experience significant disadvantages in the labor market. In this visualization, the author presents evidence from the Current Population Survey examining the effects of the coronavirus disease 2019 crisis on racial and gender inequalities in employment in the United States among prime-age workers. The author shows that the white-nonwhite gap in employment increased significantly during the post-outbreak period. Results from individual fixed-effects regression models show a strong white male advantage in the likelihood of being laid off for post-outbreak months compared with women, black men, Hispanic men, and Asian men.

LEGAL PROBLEMS OF LEGAL ENTITIES 'LIABILITY FOR DAMAGES TO THE ENVIRONMENT REGULATION

The relevance of this study. Gender inequality in employment is a complex phenomenon that can be observed in organizational structures, work processes and practice. It should be noted that this is a global problem, as equal rights, and opportunities for both sexes have not been fully and comprehensively implemented either in Lithuania or in many other countries. It should be noted that in 1998 Lithuania was one of the first in Eastern and Central Europe to adopt the Law on Equal Opportunities for Women and Men. The analyzed topic is especially relevant, because in both Lithuania and Turkey there are more and more cases of violations of women's rights in labor relations. According to the Special Investigation Service, there is an increasing number of cases of such offenses with signs of discrimination. However, political confidence in Lithuania remains relatively low due to the democratic deficit: democracy is not yet rooted enough to give the public absolute confidence in state institutions, and state institutions themselves do not function in a way that promotes trust in them. All this creates a negative image of the Lithuanian work environment. Some employment authorities are passive in responding to this situation and are not looking for solutions to prevent this phenomenon. There is currently no system in place to reveal or recommend the most effective methods of combating discrimination in employment. The main problem. Analyzing the problematic situation regarding violations of women's rights in labor legal relations, the following main problems can be raised: firstly, it is more difficult for women, as weaker parties to the employment relationship, to protect themselves from guarantees that are not applied to them properly, for example by employers abusing their position by not giving workers raising their days of rest or by not respecting the statutory right to leave. While these violations appear to be of a general nature, they are considered violations of women’s rights. secondly, although discrimination is widely discussed in society, cases of discrimination are not always recognizable. Cases of sexual harassment, or open statements and actions of the employer against a person's gender, age, nationality, are usually imagined in terms of discrimination. Less emphasized types of discrimination remain unrecognized, with the result that the employee does not defend his or her violated rights. thirdly, distrust of state-provided remedies for violated rights still prevails in both Lithuania and Turkey. Often, a large proportion of women have experienced violations of equal rights and opportunities without recourse. The following tasks: 1. To clarify the concepts of women and labor rights. 2. To identify the problems of violations of women's rights in labor legal relations. 3. Examine the implementation of equal rights and opportunities in employment. 4. To present the results of the analysis of violations of women's rights based on the data of the conducted research. The aim of this work Analyse the legal acts ensuring women's rights and identify areas for improvement in the fight against violations of women's rights in labour relations. The paper concluded that discrimination against women in employment often has a negative impact on women's earnings and opportunities, as well as a significant shortage of women in management positions, and women need more time to pursue a career. Probably the main factor that causes women to experience discrimination and rights violations in employment is motherhood. Motherhood and the gender division of labour, for which women have the main responsibility for maintaining their homes and families, are important perpetrators of gender inequality and inequality between women. The novelty the analysis provided insight into today's problems in ensuring women's rights, which will help to draw conclusions and make proposals that could influence the improvement of legislation regulating women's rights. Given that existing research on equal rights is not sufficiently comprehensive and new, and that it focuses on equal rights in general, without excluding women as a subject, research material will be useful for both legal practitioners and researchers who will benefit from the results of this work and will continue the analysis of the issues on this topic. As the result proper implementation of equal rights and opportunities reduces violations of women's rights in employment. The used methodology. The following methods were used in the work: systematic analysis, document analysis, comparative, historical and generalization methods

The motherhood penalty and The fatherhood premium in employment during covid-19: evidence from The united states

In this paper, we present evidence from the Current Population Survey examining the effects of the COVID-19 crisis on parental status and gender inequalities in employment in the United States. We show that the drop in the employment rate in post-outbreak months was largely driven by mass layoffs and not by workers quitting their jobs. Results from fixed-effects regression models show a strong fatherhood premium in the likelihood of being laid off for post-outbreak months compared to mothers, men without children, and women without children. We also found that the “fatherhood premium” was higher among lower-educated and mid-educated workers. These findings show that gaps in layoff rates exacerbated pre-existing forms of parental status and gender inequality in employment. Possible mechanisms are discussed, but more work is needed to explain why employers were less likely to lay off fathers following the outbreak, and the short- and long-term consequences of the COVID-19 pandemic in reinforcing parental status and gender inequality in employment in the United States.