Inequality In The Workplace Research Articles

Workplace Gender Segregation in the “New Economy”

Using an institutional theory perspective we examine workplace gender segregation and provide a systematic analysis of what the rise of nonstandard employment means for gender inequality in the workplace. We compare four standard and nonstandard employment regimes paying special attention to independent contingent employment - the segment of nonstandard work representing novel and consequential developments in work arrangements. Our analyses based on a comprehensive sample of the U.S. workforce reveal that the overall degree of workplace gender segregation is lower in nonstandard employment, that the degree of segregation corresponds to the degree of attachment to the employer, and that the pattern of segregation in nonstandard work arrangements is not uniform but complex, with some occupations segregated more, not less, despite the overall lower segregation.

Shaking Things Up: Disruptive Events and Inequality

This paper develops a theory of how disruptive events could reduce racial and gender inequality in organizations. Despite efforts from regulators and advocates, racial and gender inequality in the workplace remains high. I theorize that because the persistence of such inequality is often reinforced by organizational inertia, disruptive changes that shake up old hierarchies, break down routines, and shift culture could offer an opportunity for racial minority and women workers to advance. To examine this theory, I explore a critical but seldom analyzed organizational event in the inequality literature – mergers and acquisitions. Using a difference-in-differences design on a nationally representative sample covering 37,343 acquisitions from 1971 to 2015, I find that although acquisitions lead to occupational reconfigurations that favor higher-skilled workers, they also reduce racial and gender inequality. In particular, I find improved managerial representation of racial minorities and women and reduced racial and gender segregation in the acquired workplace. This post-acquisition effect is stronger when (a) the acquiring firm had greater racial and gender equality and (b) the acquired workplace lower racial and gender equality pre-acquisition. These findings suggest that certain types of radical organizational change could significantly advance racial and gender equality.

The ‘Mirrored Ceiling’: Young undergraduate student women’s expectations of gendered career opportunities and constraints

ABSTRACT This paper examines young women university students’ expectations of gender inequalities in the workplace, drawing upon semi-structured interviews with 21 young women at three mid-high ranking universities. Our original findings show that the young women were factoring-in expectations of the gendered workplace as a backdrop to their career choices and life-planning. Critically, these young women are relatively privileged and educationally successful, yet are framing their career choices in light of expectations of gendered constraints. We label this phenomenon the ‘mirrored ceiling’, as these expectations are reflected back onto young women’s current experiences and life-mapping. Crucially, these pervasive understandings of gendered workplaces and career trajectories were transpiring at a critical moment when young women are making crucial choices about their careers and life-courses. The specific environment of the university is a pivotal space of formal and informal learning, and the circulation, sharing and (re)production of the mirrored ceiling. This is also a key moment in time and space when career services, and specific industries could intervene in proactive ways to demonstrate how gender inequalities are being challenged. This paper therefore uncovers an important, and previously overlooked factor influencing gendered career pathways, which needs addressing by careers services and broader university practices.

Sexual orientation and earnings: a meta-analysis 2012–2020

This meta-analysis utilizes 24 papers published between 2012 and 2020 that focus on earnings differences by sexual orientation. The papers cover the period between 1991 and 2018, and countries in Europe, North America, and Australia. The meta-analysis indicates that gay men earned less than heterosexual men. Lesbian women earned more than heterosexual women, while bisexual men earned less than heterosexual men. Bisexual women earned less than heterosexual women. According to the meta-analysis, in data sets after 2010, gay men and bisexual men and women continue to experience earnings penalties, while lesbian women continue to experience earnings premiums. The persistence of earnings penalties for gay men and bisexual men and women in the face of anti-discrimination policies represents a cause for concern and indicates the need for comprehensive legislation and workplace guidelines to guarantee that people receive fair pay and not experience any form of workplace inequality simply because of their sexual orientation.

A five-decade review of gender-based occupational segregation: A bibliometric study of influential authors, institutions, and research clusters

Despite the proliferation of occupational segregation research, only a limited amount has explored it from a gender perspective. The attention that has been given is widely scattered and requires an analysis to identify the major works undertaken and the changes over time. This study aimed to examine and assimilate articles published on gender-based occupational segregation through a bibliometric analysis. The study examined 512 articles published from the early 1970s to 2020 that were retrieved from the Web of Science database. The findings suggest that gender and occupational segregation remain an extensive field of research, although this research comes mainly from North American and European countries. The low representation from developing countries indicates that more research is needed based on these different socio-cultural settings. This study identified three dominant research clusters, namely gendered organisational structures and systems, measurement of occupational segregation, and wage differential. Studies also covered areas including conceptualization, LGBTQ issues, and the role of legislation and institutions in reducing workplace inequalities; thus, providing a direction for scholars and practitioners.

Gender Equality in the Workplace: Not Just a Women’s Issue

Gender Equality in the Workplace: Not Just a Women’s Issue

Sustainable prosperity and enterprises for Maori communities in Aotearoa New Zealand: a review of the literature

PurposeThe research in the field of Indigenous peoples and the espousal of their cultural values in the work environment is recognised as being important as a means of overcoming workplace inequities. The purpose of this paper is to examine research about Maori, the Indigenous people of Aotearoa New Zealand that may inform future enterprises for the long-term prosperity of marginalised Indigenous peoples.Design/methodology/approachThis study reviews the literature on unique cultural dynamics of whanau Maori (New Zealand Maori family/community) study practices and the importance of work/home/life balance. Furthermore, it considers strengths-based community enterprises that can lead to sustainable prosperity for Maori.FindingsThe review yielded three theoretical principles that explain mana (sociocultural and psychological well-being), which can be generalised across multiple contexts, with the workplace being one of these contexts. These principles of mana create a contextual match with whanau external realities; an experiential match of a mana empowerment framework that transfers to the study context and an interpersonal understanding of being understood and empowered within the study context.Research limitations/implicationsThe literature review has been limited to research from 2005 onwards and to research that investigates Maori, the Indigenous peoples of Aotearoa New Zealand. Although the review of the literature has these limitations, the review may be of interest to other studies of Indigenous peoples worldwide.Practical implicationsThe key factors are interwoven, and their importance is considered in relation to the development of positive and supportive environments, which link to job retention, satisfaction and productivity in the workplace for Maori. This, in turn, can have beneficial knock-on effects for not only the New Zealand economy but also more importantly for enhancing sustainable livelihoods for upcoming generations.Social implicationsTied together, these factors are paramount for cultural, social and ecological benefits for nga rangatahi (young Maori adults) and the wider community in the workplace.Originality/valueThe literature review’s value and originality derive from a dearth of recent research on supporting nga rangatahi (young Maori adults) for sustainable prosperity.

In traditionally male‐dominated fields, women are less willing to make sacrifices for their career because discrimination and lower fit with people up the ladder make sacrifices less worthwhile

AbstractWomen's lower career advancement relative to men is sometimes explained by internal factors such as women's lower willingness to make sacrifices for their career, and sometimes by external barriers such as discrimination. In the current research, positing a dynamic interplay between internal and external factors, we empirically test how external workplace barriers guide individuals' internal decisions to make sacrifices for the advancement of their careers. In two high‐powered studies in traditionally male‐dominated fields (surgery, N = 1,080; veterinary medicine, N = 1,385), women indicated less willingness than men to make sacrifices for their career. Results of structural equation modeling demonstrated that this difference was explained by women's more frequent experience of gender discrimination and lower perceptible fit with people higher up the professional ladder. These barriers predicted reduced expectations of success in their field (Study 1) and expected success of their sacrifices (Study 2), which in turn predicted lower willingness to make sacrifices. The results explain how external barriers play a role in internal career decision making. Importantly, our findings show that these decision‐making processes are similar for men and women, yet, the circumstances under which these decisions are made are gendered. That is, both men and women weigh the odds in deciding whether to sacrifice for their career, but structural conditions may influence these perceived odds in a way that favors men. Overall, this advances our understanding of gender differences, workplace inequalities, and research on the role of “choice” and/or structural discrimination behind such inequalities.

Gender Inequalities in the Workplace: Case Study of South Africa

The South African government implemented different legislative mechanisms in an attempt to address gender equality in the workplace, discrimination, and empowering women. To review whether there has been any progress after implementing these legislative mechanisms, this paper empirically analyzes the advancement of gender equality in the South African workplace as of 2020. It also provides an overview of different legislative mechanisms implemented by the government of South Africa as an endeavor to achieve gender equality in the workplace and equal opportunities for all regardless of gender. The main objective of this paper is to review gender equality progress in the South African workplace and a qualitative research method has been used to analyze different gender inequalities. Lastly, the paper provides an overview of gender equality analysis in different occupational levels in the South African workplace. The research shows that regardless of the South African government’s different legislative mechanisms to address gender equality, progress is still gloomy as discrimination against women in the workplace continues and the men remain dominant. The data analyses conclude that progress in addressing gender equality has been inert, delaying equal opportunities for all South Africans.

Investigating career progression experiences of women into top management at a South African bank

Despite South Africa’s progressive and comprehensive labour legislation that promotes gender equality in the workplace, this goal has not been fully achieved as yet. This is particularly evident when comparing managerial ranks, particularly in top management at South African banks. This phenomenon is still present today despite overwhelming evidence, supporting the benefits of a diverse management team. This study, therefore, explores the factors, influencing the underrepresentation of women in top management. Therefore, the main objective was to determine the challenges women face in progressing into top management at a South African bank. The study used a qualitative research approach in the form of a case study at one of the largest South African banks. The population for the study included women in top and senior management of the case study bank. Fifteen semi-structured interviews were conducted. Data were analysed through Atlast T. I. Findings indicate that poor career progression prospects exist, mainly hampered by organisational structure, lack of sponsorship and a hostile working environment. The study adds to the existing body of knowledge by providing insights into barriers to women's progression in the financial services sector and providing practical implementation measures to promote career progression for women.

Revealing the politics in “soft”, everyday uses of social media: the challenge for critical discourse studies

ABSTRACT Social media content is diverse, ranging from political and social commentary to more mundane, every day, ‘soft’ content. Here we argue that all of this content, at core, is ideological and political. Communication about everyday events, actions, issues and people articulates dominant (and sometimes alternative) ideological discourses about the nature of our society. Arguably, even the most banal comments are infused with norms and values, with scripts about what should be done, what is important and what is not, based on discourses about how we should run our societies. It is in these banal and everyday instances of communication that deeper senses of who we are, and values and judgements about the social order, reside. Using a range of examples from Weibo, such as anti-Trump posts, women fitness influencers, and posts about gender inequalities in the workplace, we argue for the importance and value of looking for politics in all kinds of social media comments and platforms, not so much in terms of formal politics, but a more banal and everyday kind. This means looking deeper at all individual instances, even if at first glance they appear to represent a counter point or marginalised voices.

Why Ranting about the COVID-19 Economy as a Woman Sounds Different in Copenhagen and in Cincinnati

Before the covid-19 pandemic, significant advances have been made in the advanced industrialized economies toward greater gender equality in the workplace, especially since the 1990s. However, the first year of the pandemic has led to dramatic backsliding in gender equality even among countries that have adopted sizeable relief packages to combat the devastating economic effects of the pandemic. This commentary argues that the pandemic has reinforced existing vulnerabilities in IPE. The essay takes stock of government economic support measures in selected OECD economies. It then compares the government responses in two representative cases with very different welfare state legacies—Denmark as a case representative of the Nordic welfare state model and the USA as a case representative of the liberal welfare state model. The main finding is that the Nordic welfare state model has been more successful in protecting vulnerable social groups, such as women, in times of severe crisis. The contrast is especially visible if we compare the performance of Denmark in terms of maintaining female labor force participation during the pandemic with that of the USA, where women as a social group have been set back decades in terms of exit from the formal labor market as well as loss of job and career opportunities.

To protect and serve while protecting privileges and serving male interests: hegemonic masculinity and the sense of entitlement within the Icelandic police force

ABSTRACT The police force and police work are gendered and male dominated. Progression towards gender equality is slow despite multiple efforts to enable change. Greater attention is needed regarding men’s perspectives on gender equality, including the preconceptions and prejudices that sustain this hegemonic masculine culture. Drawing on a survey of the whole population of the Icelandic police force, we find gender differences in attitudes towards gender equality and gendered stereotypes. Men are more likely to believe that there are equal opportunities within the police force despite holding negative attitudes regarding women’s ability to serve in the police. Young policemen and those policemen that are not satisfied with their own career progression are more likely to have negative attitudes towards women, although for different reasons, than their older and their more satisfied male colleagues. Applying Connell’s hegemonic masculinities, Silvestri’s exemplar of the ‘ideal’ police officer and Kimmel’s theorisation of male entitlement, we contend that hegemonic masculinity, specifically the exemplar of the ‘ideal’ police officer and police leader, stimulates masculine entitlement. Progress towards gender equality in the workplace poses a threat to entitled men, who may not feel powerful but often believe they deserve to be in power because of the ideology surrounding what it is to be a police officer. Men’s inferior attitudes towards women contribute to the masculine police culture that maintains the gender hierarchy within the the police. The findings reflect the urgent need to take action, specifically against the cultural conceptualizations of police work and the ideal police officer.

A theory of integrated gendered work evaluation (IGWE): A gender analysis of the unequal race for leadership through work evaluation of satisfaction and stress in Europe

ABSTRACT This paper proposes the theory of integrated gendered work evaluation in public relations (IGWE). It holds that gender inequalities in the workplace are intrinsically linked to work-related evaluations, specifically measured through levels of satisfaction and stress. We theoretically place our proposal in the integrative phase of feminist theory that acknowledges the holistic nature of workers’ lives and their commitment to fulfill not only their worker or employer roles but also their commitments to family and communities. The empirical contribution of this paper builds on past debates from two decades ago: the need for research to isolate factors that perpetuate gender discrimination. It explores factors of gender inequalities and conflicts that can affect the work-related evaluation of those people who make up the majority of the industry’s employees: female public relations professionals. IGWE theory provides a new way of identifying, contextualizing, theorizing and analyzing how gender discriminations affect work evaluations combining both workplace and private life experiences from an integrated gender perspective.

The role of vocational training centers in socioeconomic empowerment of women in Nakuru Town, Kenya

The project sought to look into the role of the Community vocational training centers in the wider socio-economic empowerment of women. It aimed to find out the effects of skills training on social-economic empowerment of women, examine the impact of Technical and Vocational Education and Training on social-economic empowerment of women and explore ways of improving the performance of Technical and Vocational Education and Training on social-economic empowerment of women. The study adopted a quantitative descriptive and explanatory design. This way the detailed description comes before the final explanation. The study primarily depended on questionnaires to get study data. Findings indicate that indeed vocational training can enable women to create employment opportunities and give them access to the job market. The findings identified equal pay, access to education (including vocational training), Gender equality in the workplace, respect for human rights and non-discrimination, and gender-sensitive recruitment as factors that TVETs use to reduce discrimination and improve women’s quality of life. Vocational training centers are still subject to negative perceptions where people think that they are “lesser” institutions. The vocational centers need to shed the label that they are for failures, that they are lesser institutions, and that they are not prestigious enough. Improvement can also come through advocacy. Overall, the study ascertained that vocational training provides positive outcomes especially in the lives of women and girls. They get to enjoy increased wages, employment mobility, employment opportunities, entrepreneurship and social transformation. Therefore, there should be an increase in the number of vocational centers.

The gender equity gap: A multistudy investigation of within-job inequality in equity-based awards.

Laws in many countries mandate paying men and women equally when in similar jobs. Such laws, coupled with considerable organizational efforts, lead some scholars to contend that within-job pay inequality is no longer a source of the gender pay gap. We argue important differences in a widely used form of pay heretofore overlooked in existing studies-equity-based awards (i.e., pay where the value is tied to the employing organization's stock, such as stock and stock options)-may cause underestimation of gender-based within-job pay inequality. Specifically, we theorize that because of differences in both why and how equity-based awards are distributed to employees compared to other forms of pay, a gender gap will exist in equity-based awards, with biased perceptions of retention driving the gap. Using a multimethod study with novel data from two technology organizations, archival data from publicly traded firms, and experimental data, we find consistent support for our hypotheses. Taken together, our results suggest that using equity-based awards as a means to retain employees, and the rationale and processes associated with distributing such pay, can result in gender-based within-job inequality. Thus, our study sheds light on a previously overlooked form of inequality in the workplace while offering implications for both theory and practice. (PsycInfo Database Record (c) 2021 APA, all rights reserved).

Union framing of gender equality and the elusive potential of equality bargaining in a difficult climate

This article explores why equality bargaining appears to remain underdeveloped despite its widely acknowledged potential for tackling workplace inequalities. The concept from social movement theory of ‘framing’ is utilised to assess the prospects of moving from ‘where we are’. Findings from a study of UK-based union equality actors discuss unceasing efforts on their part to shift equality from the margins to the centre of union bargaining activity. As regards ‘where to next’, Equality Officers’ strategic deployment of the longstanding union equality frames of ‘women’s issues’ and ‘gender mainstreaming’ challenges taken-for-granted social practices within unions, offering some optimism that creative strategies can help to inject equality frames into traditional union frames, thus producing an expanded and inclusive notion of union solidarity. However, this framing activity occurs within existing opportunity structures with all their facilitative and inhibitive factors, including resistant union officers and reps, which previous research has highlighted. Therefore, a less optimistic vision is that the weight of union tradition that has long privileged male interests, combined with contemporary hostile bargaining conditions, are just too great for equality bargaining to reach its full potential.

Social Protection Instruments and Women Workers in the Informal Economy: A Southern African Perspective

The world of work has changed and in some instances a realisation now exists that certain forms of work are a reality and not a passing occurrence, and it is of the utmost importance that international regulation provides for this, including work in the informal economy. Specific vulnerable groups and challenges have been identified by international regulators and must now be addressed to extend protection to these workers. International regulation must promote freedom through the enhancement of the capabilities of these workers. International instruments can function as key strategic tools to address inequalities in the workplace by increasing the capabilities of vulnerable groups such as women through empowerment initiatives. The purpose of this contribution is to identify and critically consider the relevant international social security instruments of the ILO and the UN, the impact of international standards, and other global initiatives directed at the social protection of women workers in the informal economy.

Life Support: The Problems of Working for a Living

For most Americans, paid work is their primary means of support. A small percentage of Americans are wealthy enough that they do not need a job, but most people rely on their paychecks for survival. The coronavirus pandemic starkly reveals the limitations of this dependence. In this address, I draw attention to three “problems of working for a living”: lack of access to jobs, poor job quality, and inequality in the workplace. I will argue that addressing these problems is urgently needed to ensure the well-being of all workers. Going even further, I encourage consideration of alternative forms of life support, including expanding the private and the public safety nets, arguing that our existence should not depend exclusively on working for a living.

Survival finance and the politics of equal pay.

Wage gaps constitute a major component of workplace inequality. While scholars have explored the causes and consequences of differences in pay, very few question the basic presumption that workers are paid differently in the first place. Drawing on ethnographic research in a worker cooperative with a policy of equal pay, this article analyses how the organization compensated its members in the context of low wages, economic uncertainty, and insufficient social benefits. Over time, I found that members justified small variations that led to wage difference without amending their commitment to pay equity. This was made possible through a system of survival finance, a set of compensation practices that supports the reproduction of both individual members and the organization as a whole. Whereas members understood money wages as market-based incentives for labor, the cooperative enacted its principles of equality and fairness by compensating members with alternative currencies (time) and additional benefits (zero interest rate credit) to help make ends meet. The article concludes by reflecting on the challenges of equalizing pay and its implications for reducing workplace inequality.