Inequality In The Workplace Research Articles

Gender Inequality in the Workplace: A Case Study in HK and Pakistan

Gender inequality is a pressing worldwide issue affecting both society and individuals. Certain gender groups are being treated unfairly in multiple aspects, including unequal family status, payroll differences, widening wage gap, work-life imbalance, and occupational segregation. The gender group facing discrimination is usually female due to biological traits and cultural factors. The study focuses on exploring gender inequality phenomenons in specific cases of Hong Kong and Pakistan. Collecting and analyzing data from various sources, such as women and men in Hong Kong’s key statistics, the study also explores what kind of gender stereotype would cultivate this social norm and how particular cultural backgrounds contribute to gender inequality. Ultimately, the study addresses the coping strategies, including improving social welfare and empowering projects by the Women Workers Association. Overall, the study emphasizes the importance of policies and interventions and fostering gender equality, paving the way to a more inclusive future.

Debunking the corporate paint shop: Examining the effects of misleading corporate social responsibility claims on social media

Misinformation thrives on social media, prompting much research into social media interventions such as debunks. This paper tests debunking’s effectiveness against an understudied but prominent form of online misinformation: misleading organizational claims of corporate social responsibility, or CSR-washing. British participants ( N = 657) took part in a preregistered experiment with a 2 (debunk: present, absent) x 3 (CSR-washing: greenwashing, bluewashing, purplewashing) between-subjects design. They saw an Instagram ad from a fictional clothing company that showcased its dedication to environmental sustainability, gender equality in the workplace, or the elimination of child labor. Half of the participants then received a debunk. Unlike most previous research which showed continued influence of misinformation after debunking, we found that the debunks were very effective: they reversed the persuasive effects of CSR-washing, resulting in negative brand attitudes and low purchase intentions. Several explanations for this finding are discussed, highlighting CSR-washing’s distinctiveness from many other forms of misinformation.

On Being a Good Worker, a Good Mother, a Good Carer: Women Journalists, Motherhood, and Caregiving

ABSTRACT This paper examines the relationship between journalism, caregiving, and family-building, focusing on women journalists in Portugal. Drawing on a critical thematic analysis of thirty interviews, it explores an analytic framework that includes cultural, structural, and agentic dimensions of career limitations, organised in three overarching themes. The first examines how women journalists experience work constraints stemming from traditional cultural ideals where women are still the main caregivers and work cultures that perpetuate a male perspective on professional routines. The second theme explores the mismatch between work and care responsibilities that arises from prevailing family structures and work processes. The third theme centres on how women journalists respond to constraints by making choices and developing strategies. Journalists’ reflexive deliberations about career decisions, employment conditions, family life and cultural assumptions underpinning parenthood demonstrate the complex interrelationship between cultural and working structures, organisational materiality, and agency. Together, these dimensions replicate patterns that make journalism more inhospitable for women. A central point in this research is that while a systemic gender bias exists beyond the sector, workplace inequalities are particularly consequential for journalism and democracy.

Exploring worker subjectivity: shaping industrial and organizational psychology in post-apartheid South Africa

This article critically evaluates the role of industrial–organizational psychology in post-apartheid South Africa, advocating for a transformative framework that addresses the socio-political and historical inequalities in the workplace. The article highlights how industrial–organizational psychology has traditionally focused on organizational efficiency, often aligned with capitalist interests, while overlooking the socio-historical forces shaping worker experiences, particularly related to race, gender, and class. By introducing the concept of worker subjectivity, the article calls for a reimagined industrial–organizational psychology that integrates critical perspectives from psychology and management studies to better understand how workers navigate their identities and agency within broader socio-political structures. The author emphasizes the need to address the emotional and psychological dimensions of worker experiences, especially in the South African context marked by the legacies of colonialism and apartheid. By focusing on worker subjectivity, industrial–organizational psychology can move beyond traditional quantitative methods and engage with the complexities of workplace inequality. This approach aligns industrial–organizational psychology with the broader mission of the Psychological Society of South Africa to promote socially just and inclusive practices. The article also calls for interdisciplinary collaboration and the reformation of industrial–organizational psychology education to better equip practitioners with the tools needed to address the realities of post-apartheid workplaces.

Women police leaders: attitudes about policing and experiences in the occupation

PurposeThis study explored women police leaders’ (n = 503) attitudes and experiences relative to men police leaders (n = 3,359) and women police officers (n = 1,153) with no supervisory responsibilities.Design/methodology/approachSelf-reported survey data were collected from 5,015 officers in 85 United States law enforcement agencies.FindingsCompared with men police leaders, women police leaders were more likely to identify inequalities in the workplace, empower community members’ voices in defining legitimate forms of policing, elevate the importance of police misconduct and reject a tough physical approach. Women police leaders were also more likely than male police leaders to think that effective leadership influences the behavior of subordinates and more likely to feel that the rules leave room for interpretation. Black women police leaders reported different attitudes and experiences than White women police leaders, including recognizing greater inequalities, prioritizing increased law enforcement activities and experiencing less occupational burnout. Except for the seriousness of misconduct, there were no differences between women police leaders and women police officers without supervisory responsibilities.Originality/valueThis study contributes to the ongoing conversation about women in policing and how increasing the number of women in leadership roles affects law enforcement agencies and the public’s experiences with policing. As policing continues to face calls for reform and employment challenges, increasing the number of women in leadership plays a vital role in producing law enforcement agencies that are equitable and efficacious.

COVID-19’S IMPACT ON FOOD STALL WORKERS: NIGHT MARKETS’ RESILIENCE IN PENANG, MALAYSIA

The COVID-19 pandemic has left an enduring mark on Southeast Asia, with lasting repercussions on financial markets, employment, and gender equality in the workplace. Various activities were halted in order to curb the virus’s spread, which dealt a severe blow to Malaysia’s thriving economy. The informal sector, a cornerstone of the Asia-Pacific service industry, felt these effects acutely, as it heavily relies on informal workers. Given that more than three quarters of Malaysia’s service sector comprises informal workers, the country’s economic recovery is now significantly reliant on this workforce. Considering the contribution of the informal sector to Malaysia’s food market, this study aims to explore the impact of social shocks and economic crises on the resilience of informal workers during the COVID-19 pandemic. Using a multistage probability sampling method, the study employed a questionnaire survey involving Penang’s food stalls in night markets. Findings reveal significant variations in workers’ lifestyles, attitudes, and family dynamics. Gender-related factors also exert a substantial influence on their behavior, attitudes, and engagement levels. While many studies have examined night markets as tourism spots in terms of how to increase sales or attract visitors, this study is among the first to focus on the vendors themselves, exploring the impact of COVID-19 on food stalls as an unseen vulnerable community.

A Research Analysis On Cognitive Stress Management of Employed Women in India

Women in India have demonstrated their abilities in the workplace. However, their success is rooted in a history of struggle and the pursuit of freedom within traditional social structures. Despite their evolving roles in the workforce, women have also maintained their commitment to traditional household responsibilities. In the workplace, individuals have encountered significant stress, however they persistently strive to achieve their desired professional path in the current period. Stress is an inevitable aspect that affects every facet of workers. The majority of women have been seeking a way to alleviate tension. By examining the intersection of traditional expectations and modern aspirations, this research aims to provide a comprehensive understanding of the complexities faced by working women in India. Through interviews and case studies, the researchers hope to shed light on the ways in which women navigate societal norms while striving for professional success. While it is important to understand the challenges faced by working women, it is equally crucial to recognize that solutions may not always be transferable across different cultural contexts. Additionally, focusing solely on individual experiences may overlook systemic barriers that perpetuate gender inequality in the workplace. Ultimately, the goal is to empower women to overcome barriers and achieve their full potential in both their careers and personal lives. In this research, an attempt has been made to explore various strategies that women use to overcome stress and how it can be made as a mandatory solution in all companies. This empirical study identifies the various strategies which has been followed by women and the companies in relieving the stress and thereby creating a productive atmosphere.

Role of Digital Technologies in Promoting Gender Equality in Kazakhstan

The dynamics of digital technologies affect the economy and society, opening up new opportunities and prospects for promoting gender equality in the workplace. The aim of this paper is to explore the role of digital technologies in promoting gender equality, assess their impact on various aspects of women's lives, and identify the main challenges and prospects associated with their use. The study employs a mixed-methods approach, including secondary data analysis, surveys, and case studies, to assess the impact of digitalization on women's employment and professional development. Special attention is paid to comparing the results of countries in international rankings, which allows us to identify the most successful practices and general trends. Despite the measures taken by Kazakhstan to ensure gender equality in areas such as digitalization and the successes achieved, it is still being revealed that there are many inequalities in the labor market of Kazakhstan. Surveys conducted among 174 respondents (59.7% women) revealed that 55.7% believe digital technologies can reduce gender discrimination in the labor market, and 56.3% recognize the contribution of digital labor to gender equality. Findings suggest that digital platforms enhance women's participation in the labor market, offering flexible work arrangements and professional growth opportunities. However, barriers such as limited access to digital education and persistent gender stereotypes still hinder women's full participation in the digital economy. The paper concludes with recommendations for policymakers to develop gender-focused digital strategies to ensure equitable access to digital resources and opportunities.

Legislative Pioneers: The Brave South Korean Women Spearheading Change Against Gender Discrimination, Violence, and Inequality Through Progressive Laws

In South Korea, women have a long history of fighting against injustice. This includes brutality and discrimination based on gender. This study looks at how South Korean women led the way. The aim of this writing is to examine the critical role played by female lawmakers in South Korea as they lead the charge in passing progressive legislation to fight inequality, violence, and gender discrimination. The study explores the historical background of women's political engagement in South Korea, stressing the rise of women's rights movements and the difficulties experienced by female activists in promoting gender equality. This study proposes to search for the roles of "Legislative Pioneers" in South Korea. It does this by drawing on a thorough assessment of the literature. The paper explores the impact of South Korean women's legislative activism on gender equality through interviews, historical analysis, and official data as mixed approach by both quantitative as well as qualitative methodology. The transformative impact of women legislators in driving legislative reforms aimed at addressing gender-based violence, promoting gender equality in the workplace, and enhancing women's political representation and participation is examined in this paper through an analysis of legislative initiatives and policy outcomes. The conversation also looks at the obstacles and difficulties faced by female parliamentarians, such as institutional impediments in the political system and opposition from conservative forces. Notwithstanding these obstacles, female lawmakers persist in promoting progressive reforms, capitalizing on global connections and partnerships to propel gender parity and women's entitlements in South Korea. In summary, the study illuminates the noteworthy accomplishments of legislative trailblazers in South Korea and underscores their pivotal function in cultivating a society that is more comprehensive and just for every person.

Navigating the Glass Ceiling: Women's Career Challenges in Nepal's Banking Sector

Background: Glass ceiling factors, such as organizational, social, and psychological barriers, continue to hinder women's career advancement, particularly in managerial roles. Despite increasing efforts to promote gender equality in the workplace, these factors still limit opportunities for women’s development, especially in traditionally male-dominated industries like banking in Nepal. This study investigates how these factors influence women’s perceptions of career development and whether they significantly impact their progress. Methods: The research employed a quantitative approach using a structured questionnaire distributed to 51 respondents in the banking sector. The survey measured perceptions of organizational, social, and psychological factors impacting women’s career development. Multiple regression analysis was used to assess the impact of these factors on personal factors related to career growth. Descriptive statistics and correlation analyses were also performed. Results: The findings indicate that social factors significantly influence personal factors (B = 0.257, p = 0.035), suggesting that social barriers are key determinants of women's career development. Organizational and psychological factors, while positively related to personal factors, did not show statistically significant effects (OFFF: B = 0.159, p = 0.164; PSFFF: B = 0.144, p = 0.275). The model explained 29.5% of the variance in personal factors, highlighting that additional unexamined factors may influence women’s career perceptions. Conclusion: Social factors have a significant impact on women's perceptions of career barriers, underscoring the need to address societal norms and biases that prevent women from advancing. Organizational and psychological factors, although relevant, were not statistically significant in this context. The study contributes to understanding the dynamics of the glass ceiling, particularly within Nepal’s banking sector, and provides insights for policy and organizational change. Novelty: This study offers a unique perspective on the glass ceiling in the Nepalese banking sector, providing empirical evidence of how social factors predominantly influence women's career progression. The findings suggest targeted interventions to address these barriers and promote more equitable career advancement opportunities for women in managerial roles.

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.

The gender gap in fair earnings increases with age due to higher age premium for men.

This study explores how gender and age interact in shaping beliefs about fair pay through a factorial survey experiment conducted with German employees. Respondents evaluated hypothetical worker descriptions varying in age, gender, and earnings. While no gender gap in fair earnings was found for the youngest hypothetical workers, a significant gap favoring men emerged with increasing age. This suggests that male workers receive a higher age premium on fair earnings than female workers. The findings highlight the need to understand how gender interacts with other characteristics to legitimize workplace inequalities.

Toward a Gender Equality at Work via Activism The Role of Transparent Internal Communication

Grounded in the Social Identity Model of Collective Actions (SIMCA), this study examines the role of strategic internal communication—specifically, transparent communication—in fostering gender equality at work via women’s workplace activism: collective actions and communicative behaviors. Results from an online survey of 402 female employees in South Korea suggest that transparent communication plays an important role in increasing women’s identification with their organizations, thereby fostering their efficacy and reducing perceived injustice. This, in turn, increased their active communicative behaviors and collective actions for promoting gender equality in the workplace. Theoretical implications for strategic internal Diversity, Equity, and Inclusion (DEI) communication are discussed along with avenues for future research.

Are companies ethically justified in offering nonmedical egg freezing as an employee benefit?

All over the world, many companies are including oocyte cryopreservation for nonmedical reasons, also popularly known as nonmedical egg freezing (NMEF), within their employee benefits packages. However, it is important to ask whether companies are ethically justified in offering NMEF as a benefit for their employees. The inclusion of NMEF within companies' employee benefits packages could be ethically justified in two ways. On the one hand, company-sponsored NMEF can serve as a strategy to mitigate or eliminate gender inequalities in the workplace, such as female underrepresentation in positions of authority and leadership and the so-called work/motherhood conflict. On the other hand, company-sponsored NMEF can be a means to expand women's reproductive autonomy by making egg freezing accessible to those women who are not able to afford it otherwise. This article calls into question these ethical justifications. We argue that by offering NMEF as an employee benefit, companies maintain current workplace inequalities and impose an option for women with multiple risks and externalities. Therefore, companies' offering of NMEF benefits cannot be ethically justified. Furthermore, we argue that companies that offer NMEF benefits incur fiduciary responsibilities related to the physiological, emotional, psychological, and financial costs of the use of company-sponsored NMEF.

Lesbian, gay, bisexual, transgender and queer (LGBTQ+) menopause: Literature review, knowledge gaps and research agenda.

There is growing interest in menopause discrimination in healthcare, the workplace and beyond. However, there is a dearth of research on lesbian, gay, bisexual, transgender and queer (LGBTQ+) experiences of the menopause. This article reports on a scoping review of the recent literature which identified a very limited number of articles and a wide range of knowledge gaps. This is discussed in relation to LGBTQ+ wider health, healthcare and workplace inequalities, and heteronormative and cisnormative conceptualisations of the menopause. A research agenda is proposed. Research should: be intersectional; differentiate between LGBTQ+ sub-groups; aim to understand how menopause experiences impact and are impacted by minority sexuality/gender identities; and examine how menopause healthcare and workplace support can be LGBTQ+ inclusive. Such research is urgently needed to ensure that LGBTQ+ people are fully included in menopause justice discussions and solutions.

Role of Gig Economy Participation in Shaping Worker Economic Security in Indonesia

Purpose: The aim of the study was to analyze the role of gig economy participation in shaping worker economic security in Indonesia. 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: In Indonesia, gig economy participation offers flexibility and additional income, aiding financial stability for many workers. However, it also introduces challenges such as income instability, lack of social protections, and limited access to benefits. This situation can lead to significant economic insecurity, especially during downturns. While gig work provides opportunities, it highlights the need for enhanced labor policies and social protections to improve economic security for gig workers. Policymakers should address these issues to better integrate gig workers into social safety nets and ensure fair labor practices. Unique Contribution to Theory, Practice and Policy: Theory of job demands-resources (JD-R), social protection theory & human capital theory may be used to anchor future studies on analyze the gender inequality in the workplace in Japan. Employers and gig platforms should create and integrate financial planning tools and resources specifically designed for gig workers. To address the economic insecurity faced by gig workers, policymakers should implement portable benefits systems that can be carried across various gig jobs.

Unravelling Workplace Inequality: The Role and Effectiveness of Organizational Diversity Practices

Unravelling Workplace Inequality: The Role and Effectiveness of Organizational Diversity Practices

“Our program manager is a woman for the first time”: perceptions of health managers on what workplace policies and practices exist to advance women’s career progression in the health sector in Kenya

BackgroundExisting evidence suggests that organisation-level policies are important in enabling gender equality and equity in the workplace. However, there is little research exploring the knowledge of health sector employees on whether policies and practices to advance women’s career progression exist in their organisations. In this qualitative study, we explored the knowledge and perspectives of health managers on which of their organisations' workplace policies and practices contribute to the career advancement of women and their knowledge of how such policies and practices are implemented and monitored.MethodsWe employed a purposive sampling method to select the study participants. The study adopted qualitative approaches to gain nuanced insights from the 21 in-depth interviews and key informant interviews that we conducted with health managers working in public and private health sector organisations. We conducted a thematic analysis to extract emerging themes relevant to advancing women’s career progression in Kenya’s health sector.ResultsDuring the interviews, only a few managers cited the policies and practices that contribute to women’s career advancement. Policies and practices relating to promotion and flexible work schedules were mentioned most often by these managers as key to advancing women's career progression. For instance, flexible work schedules were thought to enable women to pursue further education which led to promotion. Some female managers felt that women were promoted to leadership positions only when running women-focused programs. There was little mention of capacity-building policies like training and mentorship. The health managers reported how policies and practices are implemented and monitored in general, however, they did not state how this is done for specific policies and practices. For the private sector, the health managers stated that implementation and monitoring of these policies and practices is conducted at the institutional level while for the public sector, this is done at the national or county level.ConclusionsWe call upon health-sector organisations in Kenya to offer continuous policy sensitisation sessions to their staff and be deliberate in having supportive policies and other pragmatic interventions beyond policies such as training and mentorship that can enable women’s career progression.

Opportunities for Upper Management Positions for Women Employees

Gender inequality persists in Sri Lanka due to structural and cultural barriers, impacting women's economic, political, and personal prospects. It has observed significant gender disparities remain in job positions and executive levels in many Sri Lankan companies. This research aims to uncover the reasons behind these imbalances and identify barriers hindering women's career advancement, ultimately contributing to gender equity solutions. It encompasses three specific objectives: scrutinizing the criteria for job promotions in the company, identifying barriers hindering women's advancement, and evaluating the impact of women-specific characteristics on career progression. Data collection involved surveying 32 females at the managerial level and conducting exploratory studies with male counterparts. Both primary and secondary data sources were used, with inferential and descriptive statistical methods applied for analysis. This research delves into the complex landscape of gender inequality within the company. External factors like political connections shape promotions, while organizational, social, and individual factors collectively contribute to the disparity. Low female representation in decision-making roles, cultural stereotypes, and the absence of female role models pose substantial hurdles. While women specific characteristics may not heavily influence promotions, addressing these multifaceted barriers is vital for advancing gender equality in the workplace.

Motherhood rights and digital activism: An interview with Francesca Fiore and Sarah Malnerich, content creators of the account @mammadimerda

The work of content creators and digital activists Francesca Fiore and Sarah Malnerich actively engages their followers to criticize both the outdated model of Italian maternalism and the current neoliberal discourse of intensive motherhood. Through their blog and Facebook and Instagram accounts, @mammadimerda, Fiore and Malnerich actively rebuke and critique the proliferation of media images of intensive motherhood as normative and successful. In particular, Fiore and Malnerich take issue with both the sacrificial mother model and the new momism neoliberal idea of the super-mom. They use the self-branding non-farcela (we can’t make it) motto as a feminist critique of gendered parental roles and systemic inequality in the workplace. In their stories and posts, they invite followers to share their experiences as ‘imperfect’ mothers, and they start and promote calls for action on better governmental policies for working mothers. For instance, during the COVID-19 pandemic, Fiore and Malnerich actively mobilized their followers, creating petitions and social media campaigns aimed at pushing the government to re-open schools or provide financial aid in support of women’s employment. In this article, I interview Fiore and Malnerich about their digital activism on mothers and women’s rights in Italy, focusing on their campaigns on gender equality during the COVID-19 pandemic.