Workplace Gender Discrimination Research Articles

Mothers' and fathers' experiences of breastfeeding and returning to paid work after birth: A mixed-method study.

This mixed-method study explored the experiences of mothers and fathers combining breastfeeding with returning to paid employment after childbirth. Tasmanian State Service employees participated in an online survey and phone interviews. A total of 130 parents completed the survey, and 42 participated in 60-min phone interviews. The survey had more female respondents (109) than male (21), and only 4 of the 42 interviews were with fathers. The sample consisted mainly of professional women (84%) and men (16%), predominantly Australian-born (88%). Two-thirds of participants worked part-time (62%), taking either unpaid (52%) or paid leave (61%) within the first 12 months after birth. The majority (88%) preferred to breastfeed, with the mean age of the first formula feed being 4.1 months. A narrative analysis of the qualitative data, informed by work-family conflict theory, reveals that transitioning back to paid work while breastfeeding is challenging for both mothers and fathers. Parents face multiple conflicts between paid work, family responsibilities and maintaining breastfeeding. The emotional and physical demands of feeding, expressing, storing and transporting breast milk, combined with often inadequate workplace facilities, policies and gender discrimination, add to parental pressure. Mothers bear the greatest burden, while fathers' roles and needs are often overlooked in the workplace. The major finding of this study is that breastfeeding is insufficiently recognised as an integral part of the return-to-work process for both parents, generating a form of work-family breastfeeding conflict, where work (part-time or full-time) interferes with family responsibilities and breastfeeding. Family-friendly breastfeeding policies based on equity principles are needed to address workplace gender inequality and discrimination and better support parents in combining work and breastfeeding.

Unveiling Gender Discrimination in the Workplace: A Qualitative Analysis of Vietnamese Women's Narratives

This study explores the dynamics of gender discrimination in the workplace through the qualitative narratives of 30 Vietnamese women across various professional sectors. Using a purposive sampling method, the research employs semi-structured interviews to gather in-depth insights into the participants' experiences, which were analyzed through thematic analysis. Key findings reveal prevalent workplace gender discrimination, characterized by subtle biases, traditional gender role enforcement, and challenges linked to maternity and career advancement. These issues manifest through both overt marginalization and covert devaluation of women's professional contributions, highlighting the resilience and coping strategies women employ to navigate such environments. While the study focuses on formal employment sectors and may not capture all employment types in Vietnam, it provides valuable perspectives for policymakers and organizational leaders aiming to mitigate gender disparities. Recommendations include enhanced diversity training, transparent career advancement policies, and improved work-life balance support. This research contributes original insights into the complexities of gender discrimination, emphasizing cultural specifics that influence workplace dynamics in Vietnam.

Research on the Legal Dilemma of Workplace Gender Discrimination and Its Feminist Countermeasures

Research on the Legal Dilemma of Workplace Gender Discrimination and Its Feminist Countermeasures

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.

The influence of perceptions of gender discrimination in the workplace on depressive symptoms among Korean working women: The moderating role of job satisfaction

RationaleWhile previous research has primarily examined the mental health implications of experiencing racial or gender discrimination in the workplace within a Western context, there remains a gap in understanding the impact of perceptions of workplace gender discrimination (WGD) on mental health in Asian countries. Additionally, the potential moderating role of job satisfaction in this relationship is yet to be thoroughly explored. ObjectiveThe purpose of this study was to determine whether there is an association between perceptions of WGD and depressive symptoms, independent of an individual's personal experiences of workplace discrimination. This study also examined whether this association is moderated by job satisfaction, distinguishing between intrinsic satisfaction (related to recognition of performance and achievement) and extrinsic satisfaction (related to wages, workplace relationships, and welfare). MethodsThe data utilized for this study were collected from 2170 employed women over four waves (eight years) of the Korea Women Longitudinal Survey of Women and Families, between 2012 and 2020. Fixed effects (FE) models were utilized to account for unobserved individual heterogeneity. ResultsFE estimates indicated that perceptions of WGD is significantly associated with an increase in depressive symptoms (b = 0.577, p < 0.001), even after controlling for personal experiences of workplace discrimination. Interaction analyses further revealed that this association is moderated by extrinsic job satisfaction (b = −0.318, p < 0.05), but not intrinsic job satisfaction. ConclusionThe perceptions of WGD may be a potential pathway by which gender inequalities at the workplace harms women's mental health. Interventions to reduce gender discrimination and enhance extrinsic job satisfaction may contribute to improving the mental health of working women.

The Impact of Perceived Gender Discrimination on Job Performance

In recent years, the gender discrimination faced by female employees throughout their careers has attracted increasing attention. The marginalization and unequal treatment of women in the labor market has become a social reality, and women, especially young women, they have become one of the groups in the labor market that raise social concerns about gender discrimination in the workplace. Therefore, this paper analyses how gender discrimination in the workplace affects female employees' job opportunities, career development, remuneration and psychological well-being, which also has an impact on their work performance. This paper also analyses workplace gender discrimination by referring equity sensitivity theory. It is found that gender discrimination may lead to unequal job opportunities, making women limited in promotion and leadership positions. In addition, employees who suffer from gender discrimination face psychological pressure, which may lead to emotional instability, decreased self-esteem and job satisfaction. Based on the summary and research, this paper proposes solution measures to deal with workplace gender discrimination from the perspectives of society, schools, enterprises and individuals. By delving into the study of workplace gender discrimination, this paper can help society better understand the existence and causes of gender discrimination, which can help promote more targeted policies and practices by governments, organizations and businesses to promote justice and workplace diversity. In addition, this paper suggests that subsequent research could delve deeper into how workplace culture and leadership styles influence gender discrimination, exploring the role of leaders' roles and organizational cultures in shaping gender equality.

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.

Harassed and Hushed: Bangladeshi Women Journalists’ Experiences of Gender Discrimination and Sexual Harassments

A large number of Bangladeshi women journalists are facing gender discrimination and sexual harassment in the workplace. This is one of the contributing factors in excluding women journalists’ voices from the public sphere. Drawing on the feminist approach of structure and agency theory, the study investigated the causes and consequences of workplace gender discrimination and sexual harassment. A mixed method of survey and in-depth interviewing were conducted, and the data were thematically analyzed. The findings outlined gender discrimination and harassment are evident in the media industries of Bangladesh, commonly maneuvered by both internal and external perpetrators. The situation causes frustration among women journalists. As a coping-up endeavor, they often remain silent due to their lack of trust in protection mechanisms e.g., sexual harassment prevention committee in workplace, and sometimes they withdraw from their responsibilities. Keywords: women journalists, Bangladesh, media, gender discrimination, harassment, sexism, silence, withdrawal, free agency

Public reactions to instances of workplace gender discrimination.

The number of people witnessing or experiencing gender discrimination at work is still high around the globe. While the existing literature has investigated potential mechanisms underlying gender discrimination and the consequences of experiencing gender discrimination at work, it remains unclear how third-party observers-as opposed to employees or coworkers-react to specific instances of workplace gender discrimination. The results of six experiments demonstrate that (a) people in general judge organizational decisions that discriminate against individual male (vs. female) workers as more legitimate and (b) this difference in legitimacy judgments is significantly greater among women than men. This discrepancy in legitimacy judgments occurs because women (more than men) consider the collective situation of female and male workers when judging the legitimacy of organizational decisions that discriminate against individual workers based on gender. These findings document how group-level concerns shape people's legitimacy judgments of organizational decisions discriminating against individuals and equip organizations and policymakers with a better understanding of people's polarized opinions regarding gender discrimination at the workplace. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Relumining perceived workplace gender discrimination in South Korea: examining determinants and paths through decision trees

ABSTRACT This study explores how women employees perceive gender discrimination in the workplace and how data can be used to predict perceived workplace gender discrimination (PWGD). The research team modelled the decision tree that predicted PWGD in South Korea using the Classification and Regression Trees (CART) algorithm and the data from the 7th Korean Women Manage Panel (KWMP). Three types of PWGD trees – wage, promotion, and evaluation – and one synthesised PWGD tree were built to predict and classify PWGD by discrimination type. The research findings suggest that the chief executive officer’s (CEO) fairness is the cardinal factor in predicting synthesised PWGD, followed by an employee’s exposure to sexual harassment. Whereas the CEO’s fairness is the principal factor in predicting PWGD in promotion, the direct supervisor’s fairness is the most significant factor in predicting PWGD in evaluation. Perceived disparities in pay between women managers and similarly positioned men colleagues are the critical factor in predicting wage PWGD. Lastly, this paper elaborates on important considerations in PWGD and recommendations for continued inquiry.

Discrimination against Working Women and Its Impact on Their Work Performance in District Sahiwal

Workplace gender discrimination comes in many forms: unequal pay, the disparity in promotions, incidents of sexual harassment, and fewer opportunities, which means that an employee is treated differently or less favorably because of their gender identity. Around the world, four-in-ten working women face discrimination on the job because of their gender. This research explored the issue of discrimination against working women at the workplace and its impact on their work performance in District Sahiwal, Punjab, Pakistan. The quantitative data were collected through a cross-sectional survey. A multistage random sampling technique was used for the data collection. A self-designed interview schedule was administered to 200 females of lower, middle, and higher category employees of public and private institutions of District Sahiwal. In the data analysis, both descriptive and inferential statistical techniques were used. Research findings revealed that females were discriminated more than males in the private sector than in the public sector. The results indicated that 63% of women have adverse physical and mental effects due to discrimination at the workplace. In this regard, 60% of women believed that workplace discrimination increased stress and frustration and reduced job satisfaction, commitment, and motivation. The bivariate analysis also shows that gender discrimination decreases satisfaction and commitment and increases stress levels among working women. Therefore, this study suggested that the government should immediately strengthen legal protections against workplace discrimination based on gender.

Workplace gender discrimination in the nursing workforce-An integrative review.

To critically synthesise the literature that explores the experiences of workplace gender discrimination from the perspective of registered nurses. Integrative review. Primary research articles reporting on the experience of workplace gender discrimination towards registered nurses in any setting were eligible for inclusion. Studies were critically appraised for methodological quality using a modified Critical Appraisal Skills Program list. The six phases of thematic analysis proposed by Braun and Clarke (2006) were used to guide the analysis. Data were extracted and coded, and themes were identified according to the review aims and significant findings of each study. CINAHL, MEDLINE, SCOPUS, Cochrane Library, published between January 2012 and June 2022. Twenty studies met the inclusion criteria. Major themes identified were (1) career progression, (2) career interruption, (3) positioning of men in nursing and (4) positioning of women in nursing. This review shows that both men and women in nursing experience workplace gender discrimination; however, the forms and consequences of this discrimination differ substantially by gender. It is important that the pursuit of greater numerical representation of men in nursing does not result in further reinforcing patriarchal advantage. Professional development for nurse leaders in managing gender issues is recommended. This integrative review presents current issues on workplace gender discrimination for men and women in nursing. The findings suggest gender roles and norms have an effect on the careers of both men and women in nursing. The time has come to alter restrictive gender norms and to challenge notions of hegemonic masculinity and femininity. We have adhered to relevant EQUATOR guidelines-PRISMA. For this literature review on workplace gender discrimination for registered nurses, we did not engage members of the patient population, nor the general public.

Cultural Beliefs on Women Career Advancement in Selected Kenyan Hotels

The hotel employment sector is characterized by a high proportion of women, yet they are underrepresented at the senior management level. Females are disadvantaged in the hotel industry because of the traditional male perceptions of workplace gender roles, stereotypes and discrimination. The objective of the study was to determine how cultural beliefs affect women’s career advancement in 3-5-star hotels in the Nairobi County City Kenya. A descriptive research design was used. This study focused on a qualitative thematic analysis of in-depth, semistructured interviews administered to76 hotel managers. The interviews were used to gain more in-depth knowledge on issues concerning gender bias, leadership styles and gender stereotypes. The data was analysed using content analysis, in order to present data in words and themes, and allow for interpretations to be drawn. The results showed women were fewer at the management level and there were no women who were being paid the top most salaries. The study recommended adopting positive human resource practices that promote a gender-neutral culture in the hotels by providing unconscious bias training for all levels of employees to participate in.

The role of strategic internal communication in empowering female employees to cope with workplace gender discrimination

PurposeThe purpose of this paper is to explore how the excellent practice of public relations concerning strategic internal communication may help empower female employees to cope with workplace gender discrimination. It constructs and empirically tests a theoretical model that investigates the role of transparent internal communication on diversity and inclusion in shaping female employees' sense of empowerment, and that empowerment may affect how they cope with such problems in the workplace.Design/methodology/approachAn online survey was conducted with 402 full-time female employees in large-sized organizations in the United States. Structural equation models were conducted to test the proposed measurement model and hypothesized model.FindingsThe findings of this study offer support for the proposed model that featuring transparent internal communication regarding workplace gender discrimination increases female employees' empowerment to tackle the problems, which in turn encourages them to adopt problem-focused coping and participate in collective coping behaviors.Research limitations/implicationsExcellent internal communication not only facilitates organization-employee relationships as prior research widely demonstrated, but, according to the findings of this study, also creates a sense of empowerment among female employees, which encourage them to proactively address workplace gender discrimination issue.Practical implicationsOrganizations should practice transparent communication regarding diversity and inclusion, ensuring employees receive sufficient information, clear guidelines, and opportunities to voice as well as aim to develop empowerment interventions that help employees address discrimination issues in the workplace.Originality/valueTo the best of the author's knowledge, this study is among the first empirical studies that present the importance of strategic internal communication, particularly transparent communication, in facilitating gender equality in the workplace.

The Impact of Patriarchal Practices on Cassie Hanwell in Things You Save in a Fire

This research examined a literary work titled Things You Save in a Fire, written by KatherineCenter. The novel tells the story of a female firefighter named Cassie Hanwell who facessexual assault and workplace gender discrimination. There were two research questionsaddressed in this study. The first question aimed to find the depiction of patriarchal practicesin the novel, namely the sexual assault and workplace gender discrimination experienced byCassie Hanwell. The second question examined the impact of sexual assault and workplacegender discrimination on Cassie Hanwell. This literary analysis applied a qualitative researchapproach by selecting and grouping the data for analysis. To answer the two researchquestions, theories of patriarchy, feminism, character, and characterization were applied. Thedata sources were books and journal articles. The results of the study showed the impact ofpatriarchal practices on Cassie Hanwell. After the sexual assault and gender discrimination atthe workplace, Cassie becomes lonesome and skeptical. She also turns into a paranoid andaggressive person and suppresses her feelings.

Supplemental Material for Public Reactions to Instances of Workplace Gender Discrimination

Supplemental Material for Public Reactions to Instances of Workplace Gender Discrimination

Research on Gender Discrimination in Chinese Workplace Based on Social Gender Theory

Gender discrimination in the workplace is a really important problem right now. Based on this backdrop, the purpose of this paper is to investigate this topic and establish the research subject, which will be China’s workplace gender discrimination, with the hope of exploring certain common legislation from the perspective of human resource administration. Through the use of the literature, this study discovered that in the process of China’s human resource management force, the definition of sex discrimination has its own unique meaning, the form has pay with different payment, single gender recruitment, female mating birth is limited by contract, and so on, investigate its reason, women’s natural responsibility under the premise of unit of choose and employ persons does not undertake the cost, and so on. In order to address this issue, the government should reinforce policy support and guidance, better male supported baby rearing, and increase employers’ awareness of their social responsibilities, according to the research published in this journal. The authors of this work hope that this research will serve as a resource for resolving or relieving this situation.

The experience of workplace gender discrimination for women registered nurses: A qualitative study.

To explore the experiences of female registered nurses (RNs), who encounter workplace gender discrimination in nursing. This study used a qualitative exploratory design informed by feminist perspectives and was underpinned by social constructionism. Women who were RNs (N=10) and employed in New South Wales (NSW) were purposively selected to convey their experiences of workplace gender discrimination. Data were collected through semi-structured interviews, between April and July 2020. Analysis was guided by the work of Anderson and Jack (Women's words; 1991) who recommend three ways of listening. Interviews were transcribed verbatim and Braun and Clarke's (Qualitative Research in Psychology, 3, 77-101; 2006) six-step guide was used to develop themes. Thematic analysis revealed five overarching themes: It's a man's world; Gender stereotypes; Being a woman and nurse; Reluctance to call out gender discrimination and The status quo. Findings from this study highlighted that participants believed men's career progression in nursing were favoured over women. Findings from this research highlight that socially constructed gendered norms continue to form the basis of inequality for women in the workplace. Fostering and sustaining workplace cultures that support family and work life balance, and that do not discriminate against women, is fundamental to ensuring equality for women. There is limited qualitative research into women's experiences of workplace gender discrimination in nursing. This research highlights the need for workplace strategies to be implemented to ensure women are better supported and equally represented in leadership positions and advanced practice roles in nursing. All nurses should be given equal consideration based on experience and qualifications. Career development and progression opportunities should be fair, equitable and transparent with clearly documented criteria.

Male Nurses’ Experiences of Workplace Gender Discrimination and Sexual Harassment in South Korea: A Qualitative Study

PurposeThe purpose of this study was to explore male nurses’ experiences of workplace gender discrimination and sexual harassment in South Korea. MethodsPhenomenological qualitative methodology exploring male nurses’ experiences was employed to collect data, and thematic analysis of the data was conducted. Research subjects were recruited by convenience and snowball sampling. Ten male nurses participated in individual in-depth interviews via mobile phone. Data were collected from June 15 to July 24, 2020. FindingsTwo themes were extracted that described male nurses’ experiences of workplace gender discrimination and sexual harassment. In the first theme, “facing gender discrimination from various dimensions,” nurses’ thoughts and feelings regarding gender discrimination from various sources were expressed. The second theme, “experiencing sexual harassment at work as a man,” presented experiences of sexual harassment as a male nurse and difficulties in being recognized as a victim. ConclusionGender discrimination and sexual harassment experienced by male nurses stem from a wide range of socio-cultural factors, ranging from individuals to organizations, and institutions. Therefore, this problem requires a correspondingly broad approach for improvement, such as making efforts to avoid classifying certain roles according to gender, developing new standards considering the specific experiences of men as victims of sexual discrimination and sexual harassment, and continuing training to increase social sensitivity and interest in the harm suffered by minorities in society.

Perpetrators of workplace bullying and gender discriminations experienced by women gynecologic oncologists.

11013 Background: A high prevalence of gender discrimination and harassment has been described among gynecologic oncologists (GOs). This study examined the work environment for women GOs and delineated the perpetrators of negative behaviors. Methods: An internet-based, IRB exempt survey of members of a 472-member Facebook group “Women of Gynecologic Oncology (WGO)” was conducted. Using REDcap survey platform, members provided demographics, practice infrastructure, personal experience with workplace bullying, gender discrimination, microaggressions, and outcomes. Demographic, practice and work environments and perpetrators of negative behaviors were summarized using descriptive statistics. Results: Between 7/20 and 8/19/2020, 250 (53%) of active WGO members participated in this survey. Most respondents were younger than 50 years old (93.6%); white (82.2%) and non-Hispanic (94.3%). A majority were married (84.7%) with children (75.2%). Practice environments included academic (152, 61.0%), private practice (31, 12.4%), and hospital employed (57, 22.9%). 89.9% supervised trainees. 130 (52.0%) respondents reported bullying, 140 (56.0%) gender discrimination, and 83% having experienced gender-based microaggressions. Age, race, ethnicity, practice setting, division director or chair gender or department reporting structure were not significantly associated with these experiences. Perpetrators of bullying, gender discrimination, and microaggressions were widely distributed (Table). Of those reporting bullying, 61 (46.6%) reported a male perpetrator, 25 (19.1%) female and 45 (34.4%) an equal gender distribution; of those reporting discrimination 105 (74.5%) reported a male perpetrator, 9 (6.4%) female and 27 (19.1%) an equal gender distribution. 32.9% of survey respondents acknowledged having been written up for speaking up in a way that would have been tolerated from a male colleague. 18.3% of respondents have changed jobs because of bullying; 13.5% because of discrimination. Conclusions: Women GOs report high rates of workplace bullying, gender discrimination, and microaggressions regardless of practice setting that often impact their careers. Perpetrators of these behaviors are multiple and varied. Proactive and deliberate interventions to improve the work environments for women GOs are urgently needed.[Table: see text]