Inequality In The Workplace Research Articles

Gender Equality in Vietnam Labour Law: A Critique Toward Sustainable Development

Labor law is traditionally viewed as a crucial mechanism for advancing gender equality in the workplace by providing a framework to eliminate sex-based discrimination and enhance women’s participation in the workforce. As nations strive to achieve the UN’s Sustainable Development Goals (SDGs), the significance of such laws is amplified, with gender equality not only a key indicator but also an enabler for other SDGs. This study demonstrates that, despite recent reforms in Vietnam's labour law reducing barriers to female employment, pervasive gender inequality persists, fuelled by enduring employment stereotypes that often depict women as victims. To develop a sustainable workforce, Vietnam's labor laws and policies should implement strategies to dismantle these stereotypes. This research suggests transitioning from the traditional approach of female protection to involving men in domestic roles. A strategy targeting men is expected to promote gender equality in the Vietnamese workforce by altering employer perceptions of female employees' maternal roles. From the perspective of masculinity theory, the potential of paternity bonuses is significant; they can enhance women’s career opportunities by alleviating domestic burdens and broadening acceptable roles for men.

Gender barriers to career growth and support programs for women managers

In the modern world, where equality and justice are the key principles of social development, the issue of gender equality in the workplace is becoming particularly relevant. This article analyzes the gender barriers that women face in the process of career growth and examines effective support programs aimed at strengthening their positions in leadership roles. Purpose of the research – analyze gender barriers to leadership positions and evaluate the eff ectiveness of support programs for women leaders. Methodology – use of such methods of analysis as comparison, collation, systematization and statistical analysis. Originality / value – manifested in an integrated approach to the problem of gender inequality in career growth, which takes into account both structural and institutional, as well as individual and socio-cultural aspects. Findings – consist in the formulation of specifi c strategies and recommendations for organizations and government agencies to eliminate gender barriers in career growth. This includes the development of effective mentoring and sponsorship programs, the creation of educational and training programs, as well as the introduction of changes in corporate culture to reduce gender bias and stereotypes. The recommendations presented in the article can be used to shape gender equality policies and create a more equitable and inclusive work environment in various organizations and industries.

Social Capital and Gender Inequality in Contemporary China: A Quantitative Analysis from Structure-Cognition Paradigm

The dilemma of gender inequality is embodied not only in the potential confrontation under patriarchal disciplines in both household and workplace, but also the pursuit of work-family balance. This paper argues how social capital contributes to or constrains gender equality from a structural-cognitive paradigm. Three sub-concepts of social capital, namely social trust, network strength, and social exchange are included. Gender inequality is categorized as gender inequality in the family, gender inequality in the workplace, and female work-family balance. The findings suggest that social trust significantly contributes to individual support for household gender equality and female work-family balance. Besides, higher levels of network strength will lead to perception of indiscrimination between male and female in terms of working capacities. However, the practice of social exchange brings patriarchal regularities back to all three dimensions of gender inequalities, coming from the compromise and practice of gender subordination, objectification, or discrimination in exchanging favors. The article's conclusions demonstrate the necessity of bringing a typological argument of gender inequality and a structural-cognitive paradigm of social capital altogether.

Legislation for advancing women’s leadership in the health sector in India and Kenya: a ‘law cube’ approach to identify ways to strengthen legal environments for gender equality

ObjectivesThis paper examines the availability of legal provisions, or the lack thereof, that support women to progress equitably into leadership positions within the health workforce in India and Kenya.MethodsWe adapted...

DISKURSUS PEREMPUAN SEBAGAI KEPALA RUMAH TANGGA (TEORI FEMINIST JURISPRUDENCE)

This study explores the "Discourse of Women as Heads of Households (Feminist Jurisprudence Theory)" with a focus on feminist jurisprudence theory's significant role in the field of legal studies, due to its ideas influencing many debates on sexual and domestic violence, workplace inequality, and gender-based discrimination. Through various approaches, feminists have identified gender components and the gender implications of legal norms and their supposedly neutral implementation, which have historically adversely impacted women in the contexts of employment, divorce, reproductive rights, rape, domestic violence, and sexual harassment. This research is a library research study, employing a qualitative research methodology, where primary data was collected by sourcing relevant books, supplemented by secondary data from articles, papers, news websites, etc. The study identifies gender-biased legal norms that affect women's roles as heads of households, particularly in terms of access to economic resources, family decision-making, and legal protection. Through a critical approach, this study also highlights the challenges faced by female heads of households in maintaining justice within the family, and the urgent need for legal reform to achieve better gender equality. Considering the perspectives from feminist jurisprudence theory, this research emphasizes the importance of changing phallocentric legal paradigms to accommodate the significant contributions of women in managing households and building a gender-inclusive society.

The state of cancer-focused community outreach and engagement (COE): reflections of Black COE directors.

The requirement of community outreach and engagement (COE) as a major component of the National Cancer Institute (NCI) Cancer Center Support Grant has had an enormous impact on the way NCI-designated cancer centers identify, investigate, and address the needs of their catchment area (CA) communities. Given the wide-ranging diversity of our nation, COE's scope of work (SOW) is extremely demanding and complex. Yet, COE is often marginalized and viewed as void of scientific methods when, in fact, it requires specialized scientific knowledge and a broad range of proficiencies. Black COE scientific directors may be particularly attuned to this marginalization as they have often confronted workplace inequities that resemble the health inequities observed within their cancer center's CA. Thus, Black COE leaders are uniquely positioned to offer insight on the past, present, and future of COE. Key areas discussed include the low involvement of minoritized group members and those with appropriate expertise in national COE leadership; the lack of established, consistent criteria for evaluation of COE components and qualifications of evaluators; the need for substantial financial investment in COE; potential misalignment of community priorities and cancer center objectives; professional development and growth of COE staff and leaders; the expanding scope of COE across their respective cancer centers and CAs; and the need for center-wide involvement in COE and an "all-hands-on-deck" approach. These areas warrant thoughtful dialogue as COE evolves, for the benefit and success of all COE leaders. However, this dialogue must include diverse voices representing similarly diverse stakeholders at every level.

Proposal of a Gender Balance Index: An instrument for Enhancing Equality in Corporate Management Structures

Abstract The persistent underrepresentation of women in decision-making roles across various levels of management within companies is a critical issue that has garnered significant attention in both academic and professional circles. Despite numerous legislative efforts and policy initiatives aimed at promoting gender equality in the workplace, women continue to face substantial barriers to accessing leadership positions. These challenges are not confined to specific sectors or company sizes; they are pervasive, affecting organizations worldwide. This paper proposes a novel instrument designed to measure women's participation in decision-making across all levels of management in a company. The versatility of this tool allows for its application across a broad spectrum of industries and organizational structures, making it a valuable asset for any company committed to advancing gender equality within its ranks. The proposed instrument seeks to address a gap in the current methodologies used to assess gender diversity and inclusion in leadership roles. By providing a comprehensive framework for evaluating women's representation in decision-making positions, this tool not only highlights areas where disparities exist but also facilitates the tracking of progress over time. Its implementation can serve as a cornerstone for developing targeted strategies aimed at eliminating barriers to women's advancement and fostering a more inclusive corporate culture. In contributing to the amelioration of women's situation regarding access to decision-making in companies, this instrument aligns with broader efforts to achieve gender equality. It not only aids companies in complying with legal requirements and societal expectations but also enhances their competitiveness and innovation by leveraging the full potential of a diverse workforce. Through its widespread adoption, this tool has the potential to catalyze significant shifts in how companies approach gender diversity and inclusion, marking a critical step towards the equitable representation of women in leadership across the corporate landscape.

Gender Inequality in the Workplace in Japan

Purpose: The aim of the study was to analyze the gender inequality in the workplace in Japan. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Gender inequality in Japan's workplace persists despite initiatives to promote equality, with women facing challenges in accessing leadership roles and equal pay. Traditional gender norms and demanding work cultures contribute to limited career advancement opportunities for women, resulting in a significant gender gap in senior positions. Despite efforts to address these issues through policies promoting women's workforce participation and equal employment opportunities, progress remains slow. Unique Contribution to Theory, Practice and Policy: Gender stratification theory, intersectionality theory & social role theory may be used to anchor future studies on analyze the gender inequality in the workplace in Japan. Implement targeted interventions, such as mentorship programs, leadership development initiatives, and diversity quotas, to increase the representation of women in senior management positions, fostering a more inclusive organizational culture and challenging traditional gender roles. Advocate for policy reforms that mandate gender diversity quotas on corporate boards and executive leadership teams, drawing on successful practices from other countries to promote greater transparency and accountability in corporate governance.

Studi Literatur Riview: Manajemen Karir Meningkatkan Kinerja dan Kepuasan Kerja Karyawan

Career management is a crucial process for both individuals and organizations. For individuals, it facilitates the achievement of career goals and enhances job satisfaction. For organizations, it aids in attracting, developing, and retaining qualified employees. This study delves into the factors influencing career management, encompassing individual factors (abilities, skills, interests, values, and personality), organizational factors (organizational culture, structure, career opportunities, and career policies), and environmental factors (economic, socio-political, and technological conditions). The findings demonstrate that effective career management can enhance employee career effectiveness, job satisfaction, and organizational performance. The study also provides recommendations for improving career management, including regular career assessments, career development program development, information and training, a supportive organizational culture, and encouraging employees to proactively manage their careers. Further research is warranted to develop more effective and contextual career management models and investigate the impact of career management on other factors such as organizational commitment, employee turnover, and gender equality in the workplace.

Higher Education and Higher Inequality

Background: This case study focuses on gender inequality in a higher education setting. It involves both human resources and leadership management situations. By participating in this study, students will be able to do the following: critically examine a gender inequality case study; recommend a solution or outcome regarding a case of gender inequality in a global setting; and justify and defend their decision-making skills in uncertain and complex ethical situations and gender inequality. This case study is best suited for undergraduate students in a human resource, ethical leadership, or social change theory course. In addition, this case study is also appropriate for business professionals in the human resource field. Objectives and Learning Outcomes: Learning outcomes include: 1) Critically examine a gender inequality case study; 2) Recommend a solution or outcome regarding a case of gender inequality in a global setting; 3) Justify and defend their decision-making skills in uncertain and complex ethical situations and gender inequality; 4) Research examples of gender inequality in the workplace. Some information has deliberately been excluded from the case study to promote further research and discussion to give students an opportunity to give an end to the story. Teaching Notes: Teaching notes are available with this case study.

Networks perceptions and job satisfaction: the mediating role of perceived organizational support for women’s work contribution

PurposeThis study investigates the relationship between women’s networks perceptions and job satisfaction. It also examines the mediating effects of perceived organizational support (POS) for women’s work contributions on the relationship between networks perceptions and job satisfaction.Design/methodology/approachThe participants are female employees working in Scotland (n = 247). The data were collected using a survey questionnaire. PROCESS macro (model 4, Hayes, 2018) was used to test the proposed model.FindingsThe results revealed that (controlling for work time, age and sector) there is a significant relationship between women’s networks perceptions and job satisfaction. In addition, POS for women’s work contribution mediates the relationship between networks perceptions and job satisfaction. These findings show the significant effects of networks perceptions on employees’ job, satisfaction directly and through POS for women’s work contributions. Therefore, understanding the networks perceptions of employees and organizational factors will assist in improving job satisfaction.Originality/valueThis study is unique for examining the role of POS for women’s work contribution in the relationship between employees’ networks perceptions and job satisfaction. It addresses gender inequality in the workplace in terms of women’s career advancement and job satisfaction. In addition, this research offers insight into the development of a seven-item measurement scale related to networks perceptions.

Temporal Availability and Women Career Progression: Evidence from Cross-Time-Zone Acquisitions

This study investigates whether an increase in the demand for nonconventional work schedules helps explain the gender gap in career advancement. We look at employees of U.S. firms acquired between 2010 and 2014 and distinguish between same and different time-zone acquisitions. The idea is that time-zone differences between the headquarters and the newly acquired firm increase the demand for and value of working outside the standard working schedule. This, combined with social norms about women’s role as caregivers, puts female employees at a disadvantage relative to men. Based on Zephyr-LinkedIn matched data, our results show that women are about 9.5% less likely than men to be promoted in cross-time-zone acquisitions than in same-time-zone acquisitions. The gap rises to 10.6% for managerial occupations, and it is higher for time-zone differences of two and three hours. We discuss the implications of our results for the management, evaluation, and retention of human capital in organizations and, more generally, for gender equality in the workplace. Funding: The authors thank the Editor and three autonomous referees for their comments on previous drafts of the paper. The authors also thank participants to the Strategy Science Virtual Conference 2020, the Strategy, Innovation and Entrepreneurship (SIE) Virtual Seminars held in December 2020, the Wharton Technology and Innovation Conference 2021, and the Work and Organization Workshop held in Madrid in May 2022. The authors acknowledge the financial support of the Invernizzi Center for Research on Innovation, Organization, Strategy and Entrepreneurship (ICRIOS) at Bocconi University. S. Breschi also acknowledges financial support through the MUSA – Multilayered Urban Sustainability Action [ECS 000037] and the GRINS – Growing Resilient, INclusive and Sustainable [PE00000018] projects, funded by the European Union – NextGenerationEU, under the National Recovery and Resilience Plan (NRRP). Supplemental Material: The online appendices are available at https://doi.org/10.1287/orsc.2023.17685 .

Advancing Gender Equality in the Workplace: Challenges, Strategies, and the Way Forward

Gender inequality remains a pervasive issue in the modern workplace, manifesting in various forms, such as wage disparities, unequal promotion opportunities, and underrepresentation in leadership roles. This paper explores the complex factors contributing to gender inequality in the workplace, including gendered organisational structures, intersectional marginalisation, and gender stereotypes and biases. Drawing upon existing literature and research, the paper discusses potential strategies for addressing these challenges, such as implementing diversity and inclusion initiatives, closing the gender pay gap, promoting work-life balance, fostering inclusive leadership, and challenging gender biases. The paper argues that achieving gender equality requires a multi-faceted approach and sustained efforts from organisations, policymakers, and society. Furthermore, promoting gender equality is a matter of fairness and justice and contributes to enhanced organisational innovation, productivity, and financial performance. The paper concludes by emphasising the need for a long-term, collaborative effort to create an inclusive workplace environment where individuals of all genders can thrive and reach their full potential.

Examining C190 ratification and its impact on gender mainstreaming for workplace equality in Nigeria

Despite the fact that the Nigerian Constitution explicitly prohibits discrimination against women, gender disparity still exists. This is typically caused by discriminatory laws, cultural and religious customs, gender stereotypes, low educational standards, and the disproportionate effects of poverty on women. But international labor conventions, like the C190, which prioritize gender equality and fostering inclusive workplace environments, are leveling the playing field and assisting women in advancing in all fields where they have traditionally been marginalized. The aim of this study is to analyzes gender mainstreaming for workplace equality in Nigeria, considering the implications of the C190 ratification and the objectives include to assess the influence of C190's ratification on gender mainstreaming efforts in Nigeria and its subsequent effects on workplace equality. The study relies on secondary sources of data drawn from existing literatures to elicit information. The feminist theory was adopted to help understand gender mainstreaming for gender equality in the workplace while examining the adherence to C190. The study concluded that progress has been made in the formulation and implementation of policies to foster workplace equality and gender mainstreaming, but acknowledged that difficulties still exist due to cultural resistance, limited awareness amongst other factors and that consistent efforts by the government, employers, civil society, and international organizations are required. Amongst the recommendations was that there is need for workers’ union group to conduct research and gather data on the correlation between gender equality and social and economic development, highlighting the positive impacts of gender mainstreaming.

Diversity amongst Decision Makers?: Workplace Inequality, Black Underrepresentation, and the Afterlife of Colonialism in NHS Governance

Whereas senior management within NHS England was once so monocultural that it was dubbed the ‘snowy white peaks of the NHS’, recent data suggests that things have begun to change. However, Black staff in particular are still underrepresented. Interviews with Black and White NHS managers from four London trusts found that though the acronyms ‘BME’/‘BAME’ lack subtlety, management considered quantitative data important. The #BlackLivesMatter movement impacted NHS staff as a potential catalyst for change, though momentum fizzled out. Barriers to diversity and promotion have been seen to include microaggressions and negative stereotyping of Black staff. This article interrogates such underrepresentation, and uses the concept of ‘the afterlife of colonialism’ to suggest that NHS management hierarchies follow colonially-introduced hierarchies of ethnicity and discrimination, creating structural issues that are difficult to address. Taking a feminist framework of analysis, I will argue that diversity race work, including that of #BlackLivesMatter, is anti-hierarchical at its core, suggesting that it is difficult to assimilate within the hierarchically minded world of management. I will conclude that for ethnic diversity amongst staff to be realised, all staff must be committed to supporting this agenda, regardless of their race.

Professional in Practice: Stigma Management Strategies of Workers With Concealed Mental Health Conditions

Mental health in the workplace is an area of growing global attention. In this study, we examine the stigma management strategies of professionals with concealed mental health conditions. We assess data from 26 interviews with professionals in India who have not disclosed their mental health condition at work. Findings reveal three stigma management strategies: compartmentalizing the “personal” to define the professional, securing the self, and selective relationship building with supportive individuals. These findings speak to conversations about inequality, stigma, and mental health in the workplace, and what it means to be an ideal worker in the Global South and beyond.

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.

External Return-To-Work Programs Impact On Women Relauching Their Careers

Women have higher drop-out rates during their professional careers, mainly due to family, child, or elderly care; furthermore, they have more difficulty returning to the workforce even if they are highly qualified, making the future of gender equality in the workplace a continuing challenge. Thus, encouraging women to re-enter the workforce after a career break makes sense from a gender perspective and, at the same time, can also add value to the economy by providing qualified and diversified resources to companies (large ones or small-medium-sized enterprises, or SMEs). Additionally, this encouragement can have short- to medium-term positive effects on career-break women who would like to return to the workforce, as well as long-term effects due to lower or no pension contributions during their career break. The aim of this study is to identify the push and pull factors affecting women´s ability to return to the job market after a career break. Moreover, the purpose of this study is to understand what has been studied about the impact of return-to-work/returnship programs (RTW) and externally provided return-to-work programs (RTWE) in helping bring back women to the labor market. The research is qualitative and exploratory, based on a literature review. The findings of this research provide an overview of relevant factors related to women’s return to the market and allow for new research avenues on RTWE’s outcomes for both women and small and medium-sized enterprises. In terms of originality, the goal of this research is to encourage data-driven debates about the potential implications of women's return-to-work programs as a strategy to help women return to the workforce and whether this strategy can be adopted by different-sized companies.

Gender-Related Disparities Among Vascular Surgeons in Italy: Results from a Cross-Sectional Survey

To assess the presence, quality and impact of gender-related discrepancies in academic vascular surgery at a national level. This was an anonymous national structured nonvalidated cross-sectional survey on gender disparity perceptions, named "I love it when you call me Señorita", distributed to 645 participants from academic Italian vascular centers. Endpoints were related to job-related characteristics, satisfaction, and sexual harassment. The survey yielded a 27% response rate (n=174, 78 males and 96 females). Significant differences between male and female responders were found in terms of job satisfaction (83.3% vs. 53.1%, P<0.001), perception of career opportunities (91.7% vs. 67.9%, P<0.001), surgical activity in the operating theater (34.6% vs. 7.3%, P<0.001), involvement in scientific activities (contribution in peer-reviewed articles: 37.2% vs. 9.4%, P<0.001; scientific meeting attendance/year: 42.3% vs. 20.8%, P=0.002), and perception of lower peer support at work (2.6% vs. 22.9%, P<0.001). In addition, female physicians more frequently suffered sexual harassment from male peers/colleagues (10% vs. 34%, P<0.001), male health-care workers (7% vs. 26%, P=0.001), or patients/caregivers independently from their sex (6% vs. 38.5%, P<0.001 for males and 5% vs. 22%, P=0.001 for females). A significant number of the female vascular surgeons in Italian academic vascular centers responding to the survey have experienced workplace inequality and sexual harassment. Substantial efforts and ongoing initiatives are still required to address gender disparities, emphasizing the need for the promotion of specific guidelines within scientific societies.

Gender Inequality: A Multi-Perspective Analysis

Gender equality is a fundamental human right that has long been denied, and despite progress in some areas, significant challenges still remain in achieving true gender equality. The research motivation of this paper mainly stems from the pursuit of the universal value of social justice and human rights. The aim of gender equality studies is to understand and address the problems caused by gender inequality and gender discrimination in society. In this paper, the author analyzes gender inequality from three perspectives, namely gender inequality in the workplace, education, and health care. It can be summarized that gender inequality at the workplace mainly refers to the situation that women are put at a disadvantage in their workplace, gender inequality in education mainly refers to the unfair treatment of girls in school, and gender inequality in health care mainly refers to the large differences in maternal mortality between low- and high-income countries.