Inequality In The Workplace Research Articles

Maskulinitas Baru: Redistribusi Kerja Perawatan dalam Perspektif Feminisme

Gender inequality in the workplace is rooted in patriarchal norms within families, institutions, and states. Gender roles exclude women from job opportunities, promotions, equal income, and more. Care work, associated with women, often forces them to choose between a career and family caregiving. However, a feminist perspective advocates for the redistribution of care work involving men. This research emphasizes the importance of changing men’s understanding and practices in care work to achieve gender equality in the workforce. Through in-depth interviews, the study critiques and synthesizes challenges in care work redistribution, shares successful practices, and recommends practical and conceptual suggestions to ensure men’s involvement in caregiving within the workplace context.

From Awareness To Action: Addressing The Underlying Factors Of The Glass Ceiling Effect For Women In Multiple Sectors

The Glass Ceiling Effect is a phenomenon that portrays intangible obstacles often interfering the career advancement of talented people, especially women, to top-level management positions. This article aims to explore the underlying factors of the Glass Ceiling Effect in Indonesia, with a focus on the career challenges faced by women and the barriers in achieving gender equality in the workplace. The study included 100 female respondents working in various sectors. The research findings show that there are several factors reflecting the Glass Ceiling Effect such as Internal Business Structure, Social Challenges, Situational Challenges, and Individual Challenges. On the other hand, the Government Challenge factor does not reflect the Glass Ceiling Effect.

Whose equity? What equity? The role of Pacific staff networks in progressing gender and intersectional equity at work

As in many nations, New Zealand's (NZ) government has sought to implement workplace policies in public service agencies, including equity initiatives to accelerate diversity and inclusion. However, these processes have been disrupted by the labour market and wider effects of Covid-19 and austerity policies. This is significant for NZ-based Pacific women workers, who often face pronounced workplace inequities though scant knowledge exists about the role of Pacific employee networks in progressing equity. This study examined such networks in three NZ public service agencies, focussing on the ‘ambition’ of, and influences on progress with, their equity pursuits. Seventy-two semi-structured interviews with sector experts, agency managers and staff, including Pacific women and men whose voices are often muted in the formulation of workplace responses ( Maiava-Zajkowski, 2021 ) were conducted throughout 2020 and early 2021. Thematic content analysis revealed that agency networks vary in size, whom they support, their activities, and environmental dynamics. Using an equity approach typology, less ambitious equity goals were found to prevail, reflecting the networks’ fledgling status. Yet, despite facing austerity policies and pandemic challenges, the networks mitigated curbs on workplace equity activity by harnessing the agency of members, with the potential to push for intersectional and culturally informed equity initiatives.

Exploring How Corporate Social Responsibility Achieves Gender Equality in the Workplace from the Perspective of Media Image

The importance of corporate social responsibility (CSR) in promoting gender equality in the workplace is increasingly recognized. This study aims to comprehensively explore the role of CSR in achieving workplace gender equality through media image and representation. Methodologically, the study employed a literature review approach, analyzing existing research and scholarly works related to CSR, gender equality, and media influence. The findings of this study underscore the pivotal role of CSR in driving gender equality within workplaces. Media portrayal and corporate initiatives are shown to have a significant impact on shaping public perceptions and expectations regarding gender equality efforts by organizations. The analysis revealed that media strategies, collaborations, and advocacy contribute to fostering a supportive environment for gender equality initiatives and enhancing corporate image. However, it is important to acknowledge limitations such as the potential for media bias and the complexity of cultural influences on gender perceptions. The study also highlights the need for further empirical research to enhance the understanding of the dynamics between CSR, media, and gender equality. In conclusion, this study highlights the substantial contribution of CSR in promoting gender equality in workplaces, with media acting as a powerful catalyst for change. The study suggests that a collaborative approach between organizations, media, and policymakers is pivotal in driving long-lasting change. Future research directions could delve deeper into cross-cultural analyses and explore the effectiveness of specific media strategies in different contexts.

Prophetic Business Orientation in Corporate Law Efforts to Incorporate Aspects of Divinity and Justice in Business Law


 
 
 
 
 
 
 
 This article explores the integration of prophetic business orientation, which combines religious and ethical values into corporate law, in the context of globalized modern economics. It employs a normative research methodology and legislative approach, analyzing the incorporation of values like transparency, ethics, and religious principles in Indonesian corporate law. The study reveals challenges related to legal uncertainty, corruption, unequal access to justice, and gender inequality in the workplace. Legal reforms and improved law enforcement are vital to promote ethical values and justice in contemporary business practices.
 Highlights:
 
 Ethics in Business: The study explores the concept of prophetic business orientation, emphasizing the integration of ethical and religious values into corporate law.
 Multi-Faceted Implementation: It highlights the diverse aspects involved in the implementation of prophetic business orientation, from transparency to environmental sustainability.
 Challenges and Necessity for Change: The research underscores the challenges, including legal uncertainty and corruption, and the need for legal reforms to promote ethical values and justice in modern business practices.
 
 Keywords: Prophetic Business Orientation, Corporate Law, Ethical Integration, Values in Business, Legal Reforms
 
 
 
 
 
 
 

Protecting Those Who Protect Us: A Review of Psychosocial Factors and Musculoskeletal Disorders in Police Officers

Introduction: Musculoskeletal Disorders (MSDs) are a common occupational health problem among police officers. This systematic review aimed to estimate the association between psychosocial factors and MSDs in this population. Design: A systematic search was conducted using the Scopus database to identify studies that assessed the psychosocial risk factors for MSDs in police officers. Results: Fourteen studies were included in the review. The findings suggest that exposure to job satisfaction, working type, job demands, shift work, working hours, job control, equipment, organisational structure, job support, work cooperation, workplace inequalities, parenthood, social support, and psychological factors were linked to the presence of pain in the back, neck, shoulder, arm, and legs among police officers. Conclusions: This review highlights the importance of addressing psychosocial risk factors to improve the quality of life of police officers. Specific interventions to reduce these risk factors might include changes in organizational structure, job design, and work schedules, as well as targeted programs to promote stress management, coping skills, and work-life balance. Addressing these factors can help to prevent or reduce the presence of MSDs in this population, promoting healthier and more productive workplaces. Future studies are recommended to investigate this association further by considering the utilization of longitudinal study designs.

Factors hampering the implementation of gender equality in the workplace

Factors hampering the implementation of gender equality in the workplace

Gender equality in the workplace post-COVID-19

Gender equality has suffered both during the recession and the recovery after it because of the COVID-19 epidemic and the economic crisis. In contrast to conventional recessions, the employment decline associated with social distancing measures significantly impacts sectors with high female employment shares, negatively influencing men's employment more than women's employment. Additionally, the need for child care had significantly increased due to school and daycare closures, negatively impacting working women. This paper seeks to understand how the current economic crisis due to the pandemic affected women and the potential long-term effects on gender equality. This study is a literature review study that follows a descriptive method. The study found that working mothers are projected to endure the effects of the crisis for a very long time because of the high returns to experience in the labor market. Keywords: COVID-19; Gender gap; gender inequality; workforce; workplace

Workplace Inequality -- The Discrimination Women Has to Face

This abstract delves into the pervasive issue of workplace gender discrimination, encompassing overt and covert manifestations within professional settings. Despite legislative and judicial efforts, bias persists, inhibiting gender parity. Direct discrimination, exemplified through differential treatment and remuneration, is visible. Covert bias, exemplified through seemingly neutral practices that disproportionately affect genders, is subtler. Organizations must embrace comprehensive strategies: providing family support, continuous diversity training, and addressing evaluation biases. By acknowledging, rectifying, and dismantling these biases, workplaces can foster inclusivity and empowerment, thereby ushering in a future where gender bias is eradicated and all individuals thrive unencumbered by discrimination.

Examining the female‐talker default in experimental language acquisition research

AbstractExperimental research on language acquisition and development regularly employs auditory stimuli as part of the methodology. This project analyses the apparent standard practice of using female speakers to produce these experimental materials and the potential consequences of such a practice. To situate the discussion in the current scientific landscape we present a systematic review of published literature between 2017 and 2022 to establish how prevalent this practice is. The review finds a strong bias in favour of female‐spoken stimuli across publications in a curated set of nine journals. We discuss this result in light of gender‐based workplace inequality, changing caregiver expectations and the reliability of infants' assumed female voice preference. This project seeks to encourage researchers to consider how diversifying the stimuli used in these types of studies would lead to both a more inclusive and representative research landscape, as well as ensure that our research results are generalizable.

Women on the frontline: exploring the gendered experience for Pacific healthcare workers during the COVID-19 pandemic

Women comprise 90% of patient-facing global healthcare workers (HCWs), yet remain underpaid, undervalued, and under-represented in leadership and decision-making positions, particularly across the Pacific region. The COVID-19 pandemic has exacerbated these health workplace inequalities. We sought to understand Pacific women HCWs experience from the COVID-19 frontline to contribute to policies aimed at addressing gendered gaps in regional health systems. Our interpretative phenomenological study used critical feminist and social theory, and a gendered health systems analytical framework. Data were collected using online focus groups and in-depth interviews with 36 Pacific regional participants between March 2020 and July 2021. Gender-specific content and women's voices were privileged for inductive analysis by Pacific and Australian women researchers with COVID-19 frontline lived experience. Pacific women HCWs have authority and responsibility resulting from their familial, biological, and cultural status, but are often subordinate to men. They were emancipatory leaders during COVID-19, and as HCWs demonstrated compassion, situational awareness, and concern for staff welfare. Pacific women HCWs also faced ethical challenges to prioritise family or work responsibilities, safely negotiate childbearing, and maintain economic security. Despite enhanced gendered power differentials during COVID-19, Pacific women HCWs used their symbolic capital to positively influence health system performance. Gender-transformative policies are urgently required to address disproportionate clinical and community care burdens and to protect and support the Pacific female health workforce. Epidemic Ethics/World Health Organization (WHO), Foreign, Commonwealth and Development Office/Wellcome Grant 214711/Z/18/Z. Co-funding: Australasian College for Emergency Medicine Foundation, International Development Fund Grant.

Research on how ESG Investments Affect Workplace Gender Equality

The investment concept of sustainable development has taken on a general trend as the world economy enters a new stage of high-quality development. At the same time, the idea of Environment, Social and Governance (ESG) is becoming a popular topic in society and is being included into the growth strategies of an increasing number of businesses. This paper focuses on how ESG investments affect gender equality at work and how to reduce workplace discrimination against women. This paper offers suggestions for how to more effectively employ the ESG approach to enhance gender equality in the workplace through the retrieval and examination of pertinent material. This paper concludes that ESG investing significantly affects workplace equality. Through excellent social and enterprise management, businesses can reduce gender discrimination at work.

Leading for Sustainability and Empowerment: Reflecting on the Power of Collaboration and Humanising Pedagogy

The Covid-19 pandemic caused great distress in the higher education sector, globally. Higher education institutions had to adapt from presenting in-person classes to online remote learning, bringing with this several challenges of increased workloads, feelings of loss, grief, and being overwhelmed for both students and academic staff. Leading in times of crisis is not easy. It is even more difficult for women leaders who must deal with the historical impact of gender inequality in the workplace as well as the stereotypical views of the role of women. In this paper, five women academics who also hold leadership positions in the faculty of education at Nelson Mandela University reflect on their experience of leading their respective teams through the Covid-19 pandemic. Researchers have postulated that women in strategic leadership positions would better understand work policy obstacles owing to their knowledge of such barriers, as well as advancing the educational outcomes for all stakeholders in higher education. As women in leadership, we reflect on how collaboration assisted us to empower each other as well as our respective teams. The characteristics of democratic leadership guided this inquest. A critical paradigm and humanising pedagogy principles were used to frame the study, which enabled us to draw on our lived experiences and to engage in dialogue in order to make sense of the process of empowerment for sustainability. We engaged in collaborative self-study and used narrative freewriting to generate data. In addition, use was made of a thematic analysis to reduce the data and identify common themes. The findings of the study question whether current leadership practices contribute to equality in the workplace, support collaboration, and encourage self-care and empowerment. The study proposes a humanising leadership model to enhance leadership practices.

Challenges to achieve gender equality in South Africa

The article is devoted to achieving gender equality and overcoming gender discrimination in the Republic of South Africa. The analysis of the scientific literature on this issue attests to the variety of problems that negatively affect gender equality in society. The urgency of solving this scientific problem lies in the fact that to improve the situation; it is necessary to accumulate financial and intellectual resources to expand the rights and opportunities of women. For the needs of this study, the methods of conceptual analysis were chosen, which involve a careful study of rational relationships between terms, concepts, variables, definitions, constructions, hypotheses, theories and statements, as well as categorization of their consequences and assumptions. The collection of information for the office study lasted 3 months. The Republic of South Africa was chosen as the case of the study because, starting in 1994, a democratic regime was established in the country, which helped to overcome the problems of racial inequality and discrimination. The normative basis for ensuring gender equality is determined by the second chapter of the International Bill of Human Rights and the Constitution of the Republic of South Africa. The issue of protecting gender inequality in the workplace is also regulated. The study empirically confirms and theoretically proves that despite the legislative regulation of the problem of gender equality and the strengthening of the international community to this issue, women still cannot take on strategic roles and leadership in management decision-making due to gender disparity in both political and administrative positions. To ensure equal rights and opportunities for women and men, which are defined at the legislative level, it is necessary that the top management of companies is aware of the gender equality programs that can be implemented in their respective divisions and that gender awareness is integrated into the organizational culture and processes monitoring. The work emphasizes the need to change the paradigm from a gender-biased to a gender-oriented society. The study results can be helpful for policy makers to implement a gender mainstreaming strategy to promote gender equality.

Enhancing Equality, Reducing Discrimination, and Improving Decision Making: The Impact of Diversity Management in South African Organizations

Research objective: The research aimed to examine the impact of workplace inequality and discrimination on individual development and organizational performance within the hotel industry in South Africa. Methodology: The study utilized four data sources, namely interviews, archival data, discussions, and observations. Semi-structured interviews served as the primary means of gathering information for this research. Findings: The interviews revealed four major categories: "Recruitment and Work Experience," "Emotional Factors in Hotels," "Workplace Inequality," and "Workplace Discrimination." These findings highlight the significance of diversity management in addressing and eliminating inequality and discrimination, as well as enhancing worker performance and decision-making. As a result, it is essential for the government to promote and support increased investment in implicit bias (or unconscious bias) training for both White and Black individuals. Keywords: Diversity Management, Inclusion, Discrimination, Inequality

Ambivalent Bias at Work: Managers’ Perceptions of Older Workers across Organizational Contexts

Managerial bias is a major source of workplace inequality and a central target of employer diversity efforts, yet we know little about the content of stereotypes and where they prevail. Stereotypes can be ambivalent, mixing negative and positive dimensions. Ambivalent stereotypes can rationalize discriminatory decision-making but they may also be more amenable to change. This article examines the prevalence of wholly negative and ambivalent age-based stereotypes across organizational contexts. Data on 551 managers reveals, first, that the modal manager holds ambivalent stereotypes about older workers, with positive perceptions of their personal attributes and negative perceptions regarding their employability. Second, both negative and ambivalent stereotypes are common in the presence of a labour union. Their prevalence declines, however, in different contexts: ambivalent stereotypes decline with increased intergroup contact and negative stereotypes decline when accountability triggers are implmented. Implications for research on work, organizations, older workers, and diversity management are discussed.

KETIDAKSETARAAN GENDER DI TEMPAT KERJA : TINJAUAN MENGENAI PROSES DAN PRAKTEK DALAM ORGANISASI

This article aims to examine more broadly the extent of gender inequality in processes and practices covering a wide range of areas ranging from performance evaluation, compensation, and leadership opportunities, to sexual harassment in organizations. This literature review makes it possible to review the factors that facilitate and hinder gender equality in the workplace. The review identifies gaps in the literature review provides suggestions for future research and highlights practical implications for organizations aiming to reduce gender inequality and value gender equality in organizations.

Implementation of Gender Equality in the Workplace in Companies Dominated by Men

This study aims to be able to deepen and analyze related to gender equality and its impact on sustainability in companies dominated by male workers. Gender equality faces challenges in its implementation. In 2023, Indonesia is recorded to rise to rank 87 in the world ranking of gender equality. The acquisition of this ranking was not very good because behind the ranking, the value of Indonesia's gender implementation turned out to be stagnant at 0.697 points. Indonesia is fortunate because of the decline in the value of gender equality implementation around the world. One of the challenges in implementing gender equality is the opportunity for women to be able to get the opportunity to work and at the same time develop careers. In the world of work, there are two industry groups based on data donated by men. The two industries are mining and manufacturing. Realizing this, several companies in both industries began to implement their gender equality programs. As for being able to achieve the objectives of the research, the research method used is qualitative. Data collection techniques include in-depth interviews, observations, and documentation studies. The results of this study state that gender equality in the company can be reviewed in several parts such as policies, governance, challenges in implementation, employee perceptions, and of course employee commitment to attitudes to implement gender equality. This research also includes suggestions for seeking program development in the company and opens up further research related to gender equality in the future.

Women in leadership in the party: Women’s representation in intra-party leadership and party positions on gender equality in employment

Labour policies have large impacts on gender equality in the workplace. While political parties play critical roles in policy making, it remains unclear if party-level women’s representation impacts labour policies. Therefore, this study examines the relationship between women’s representation in intra-party leadership and party policy positions on gender equality in employment. The analyses of 1,955 political parties in 169 countries from 1970 to 2019 find that a higher proportion of women in intra-party leadership results in the party taking stances more likely to favor gender equality in employment. Even among the parties we would expect to be the least women-friendly, a greater representation of women in intra-party leadership has positive influence. More women in leadership means stronger party support for gender equality regardless of ideological party placement. Furthermore, the findings also suggest that women party leaders have greater impacts on labour policies when a party leadership has greater decision-making power.

Gender Discrimination: A Long Moving Pace Towards Progress

Gender discrimination at the workplace remains a significant issue in India despite progress in gender equality. This paper provides an overview of gender discrimination at the workplace in India, including its prevalence, types, causes, and consequences. It analyses the legal framework and policies in place to address the issue, as well as the challenges faced in their implementation. The paper also examines the impact of gender discrimination on women's career opportunities, earnings, and mental health, as well as the broader economic and social implications of this issue. Finally, the paper concludes by suggesting ways to promote gender equality in the workplace and advocating for a cultural shift toward gender sensitivity and inclusivity. Keeping in mind, the study has focused on the analytical aspect and 285 women professionals were chosen to get to know their perception towards gender discrimination in various professions. The findings disclosed that still women face challenges and they are lagging behind in every possible manner. Therefore, there is a need to foster open thoughts and revolutionize the world in reducing the gender gap.