Gender Inequality In Workplace Research Articles

Who Believes Gender Research? How Readers’ Gender Shapes the Evaluation of Gender Research

Prior research finds that relative to women, men are less receptive to scientific evidence of gender bias against women in science, technology, engineering, and mathematics, whereas the researcher’s gender does not influence evaluations of gender research. Do these effects hold for research documenting workplace gender inequalities more generally? In a preregistered survey experiment fielded on Prolific, survey participants were shown tweets from a fictitious researcher—a woman or a man—that summarized recent research about workplace gender inequality, and then they were asked to rate the research. Consistent with prior work, men viewed research findings about workplace gender inequality less positively than women; researcher gender did not significantly influence evaluations. Men’s higher endorsement of gender system justification beliefs and hostile sexism appear to partially explain their less positive views, suggesting that men view gender research less positively in part because it challenges the idea that men’s relative advantages in the workplace are natural and earned.

Gender Inequality in Workplace: A Perspective of Gender Narrative

The prejudice and discrimination toward femininity lasted from the ancient world to today's workplace. Women frequently faced judgments, with a particular focus on anti-feminity, this study explores the gender differences in career expectations, the unequal distribution of career opportunities, and disparities in unemployment rates which all contribute to this pervasive imbalance. Firstly, this research investigates how societal norms and stereotypes shape gendered career expectations. By analyzing the pressures that steer individuals towards specific career paths, it becomes evident that femininity was often marginalized, leading to limited career choices for women. Secondly, this research examines the unequal distribution of career opportunities, revealing how institutional and structural factors perpetuate gender disparities. The scarcity of women in leadership positions and male-dominated industries further entrenches the absence of femininity within workplace narratives. Lastly, the study uncovers the gender-based disparities in unemployment rates, highlighting the systemic biases that hinder women's access to stable employment, particularly during economic downturns.

The reproduction and perpetuation of workplace gender inequality in male-dominated industries through biased executive ideologies: a study of the Australian transport and logistics industry

ABSTRACT Workplace gender inequality remains a major cause of workplace and employment disadvantage for women, particularly in traditionally male-dominated industries. We draw on a study of the Australian transport and logistics industry to examine the conundrum that despite growing awareness of, pressure against, and supposedly increasing policy action against workplace gender inequality, little progress has been made over many decades. This study is premised on the view that understanding, and addressing, the root cause is the key to effective solutions. We applied Wynn’s executive ideology on gender inequality theoretical framework to investigate the core factors sustaining workplace gender inequalities in the industry. We find that particular unconscious biased executive conceptualisations of workplace gender inequalities shape organisational gender policies. Consequently, instead of eradicating, they reinforce and reproduce embedded attitudes and processes through the policies they adopt. We argue that to effectively address workplace gender inequality, it is the organisation and the industry, rather than the individual and society that must be the primary focus of executive strategy and action.

Analysis of Gender Inequality in Workplace based on Maternity Policies in First-tier Cities in China - Shanghai as an Example

Gender discrimination is a long-lasting social problem in China and it is reflected in various ways. Currently in China, there are existing laws and policies to guarantee womens rights in workplace through different approaches, such as the establishment of maternity leave, maternity subsidy and special care for women employees. However, these political actions are not sufficient to eradicate the underlying gender discrimination. On the surface, they seem to reduce the financial burden of women employees. However, the burden does not disappear, but instead are transferred to the employers. Enterprises have to spend extra expenditures to cover the financial loss during women employees whole maternity process, which exacerbates the discrimination. These laws and policies for women, such as the maternity leave, incur extra expenditures, even financial loss, on the part of employers, which exacerbates gender discrimination, as hiring a woman employee becomes a financially unwise decision. According to existing surveys, some women employees face a shrink in salary or demotion after maternity. Others are even rejected during the interview stage because of their gender, which indicates future maternity. Therefore, to address the issue from the root, it is suggested that the government should cover more expenditure of the enterprises involved in compensating for maternity leaves of female employees. With a financial relief, enterprises would be less likely to continue their gender discrimination.

Addressing workplace gender inequality: Using the evidence to avoid common pitfalls.

In this Landmark article I outline four common missteps that are made when designing and implementing workplace gender equality initiatives: (1) when we don't go beyond describing the numbers; (2) when we try to 'fix' women rather than fix systems; (3) when we are overly optimistic about the progress we have made; and (4) when we fail to recognise the intersectionality of the experiences that women face. I will briefly consider each of these missteps in term, presenting research that suggests alternative ways of approaching gender equality initiatives.

State, Commune and Gender Inequality Among Teachers in Rural and Small‐Town China, 1957–1979

AbstractStudies of Maoist China have suggested that workplace gender inequality was greater in rural areas than cities. One possible explanation is that this was a result of the different institutional arrangements that governed rural and urban spaces. Another alternative is that different ideologies were associated with different types of work irrespective of institutional context. This article examines this through an analysis of teachers in Guangdong and Jiangsu. Some teachers were employed by the state in the same way that urban workers were, while others were employed by village‐level administrations within communes. Levels of gender inequality were not majorly different between the two groups of teachers. In both groups there was a high degree of pay equality in comparison to other types of work. Other types of gender inequalities existed in teaching, but their effects were mitigated by the unintended consequences of structural changes in education during the Cultural Revolution.

Neurosurgeons in 2020: the impact of gender on neurosurgical training, family planning, and workplace culture.

In 2008, a Women in Neurosurgery Committee white paper called for increased women applicants and decreased women's attrition in neurosurgery. However, contributing factors (work-life balance, lack of female leadership, workplace gender inequality) have not been well characterized; therefore, specific actions cannot be implemented to improve these professional hurdles. This study provides an update on the experiences of neurosurgeons in 2020 with these historical challenges. An anonymous online survey was sent to all Accreditation Council for Graduate Medical Education (ACGME)-accredited US neurosurgical programs, examining demographics and experiences with mentorship, family life, fertility, and workplace conduct. A total of 115 respondents (64 men, 51 women; age range 25-67 years) had trained at 49 different US residencies. Mentorship rates were very high among men and women in medical school and residency. However, women were significantly more likely than men to have a female mentor in residency. During residency, 33% of women versus 44% of men had children, and significantly fewer women interested in having a child were able to do so in residency, compared to men. Significantly more women than men had a child only during a nonclinical year (56.3% vs 19.0%, respectively). Thirty-nine percent of women and 25% of men reported difficulty conceiving. The major difficulty for men was stress, whereas women reported the physical challenges of pregnancy itself (workplace teratogens, morning sickness, etc.). Failed birth rates peaked during residency (0.33) versus those before (0.00) and after residency (0.25).Women (80%) experience microaggressions in the workplace significantly more than men (36%; p < 0.001). Ninety-five percent of macro-/microaggressions toward female neurosurgeons were about their gender, compared to 9% of those toward men (p < 0.001). The most common overall perpetrators were senior male residents and attendings, followed by male patients (against women) and female nurses or midlevel providers (against men). Accurate depictions of neurosurgery experiences and open discussions of the potential impacts of gender may allow for 1) decreased attrition due to more accurate expectations and 2) improved characterization of gender differences in neurosurgery so the profession can work to address gender inequality.

Migrant Gender and the Venture Funding Impact of Remittances to Developing Countries

There is substantial research on how women differ from men as new business (venture) founders, but little on how women may differ from men as venture funders. We respond with theory and evidence from an unconventional venture funding context: migrants’ remittances to developing countries. We propose that remitting migrant women are more likely venture funders consistent with a greater interest in assisting family members back home. Complementary empirical analyses of remittances to developing countries largely support our proposition. Cross-sectional data analyses of remitting tendencies among 718 migrants from 49 developing countries in 2011 suggest that migrant women are more likely to remit for investment purposes, particularly when family assistance motivates a specific remittance transaction. Panel data analyses of venture funding availability in 48 developing countries from 2001-2010 suggest that remittances from migrant communities with higher percentages of women increase venture funding more, particularly for migrant communities from developing countries with less wealth and less workplace gender inequality. In this unconventional context, women are more likely than men to step into (international) venture funding roles, particularly when socio-economic need and opportunity are greater.

One Group’s Advantage or Another Group’s Disadvantage? How Comparative Framing Shapes Explanations of, and Reactions to, Workplace Gender Inequality

Gender inequality is usually described as women’s disadvantage, only rarely as men’s advantage. Moreover, it is often illustrated by metaphors such as the glass ceiling—an invisible barrier to women’s career advancement—metaphors that often also focus on women’s disadvantage. Two studies ( N = 228; N = 495) examined effects of these different ways of framing gender inequality. Participants read about gender inequality in leadership with a focus on either women or men, and either without a metaphor ( women underrepresented vs. men overrepresented) or with a women-focused or men-focused metaphor ( glass ceiling/ labyrinth vs. old boys’ club). Metaphors caused participants to perceive gender inequality as (somewhat) more important. Regardless of metaphor use, women-focused descriptions led to more explanations of inequality focusing on women relative to explanations focusing on men, as well as to more suggestions of interventions targeting women at the expense of interventions aimed at systemic changes.

Gender Inequality in Workplace (Study Case: Indonesia)

In Indonesia, gender issue has been develop since long time ago and set under the law of Indonesia. The President Instruction No 9 of 2000 about gender mainstreaming to decrease the gap between men and women in accessing the development, improve the participation and understanding towards development. However, the effort of gender equality in Indonesia has to face many obstacles. According to World Economic Forum, among 149 countries Indonesia placed in the rank of 85 regarding to the gender gap issue of 2018 such as in economic participation and opportunity which means not in the good condition. The paper aims to explore the phenomena of gender inequality in workplace in Indonesia. To answer the research question, the author use qualitative research method with secondary data and analyze through thematic analysis approach. The author also use the theory of structural functionalism by Parsons and Bales (1955) to analyze the data. The result shows that the gender inequality impacted to division of labor such

Solutions for tackling workplace gender inequality

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context. Findings This research paper concentrates on identifying variations in the self-efficacy, career aspirations, and engagement of men and women inside workplaces, with particular focus on the impact of women’s self-efficacy levels. The results demonstrate that women tend to act less on any self-belief in their ability to progress in their career, and are more conservative than men in their self-assessment of their competencies before applying for more senior roles. Overall, women’s lower self-efficacy has the knock-on effect of dampening their career aspirations. Structural disadvantages for women can be addressed by HR teams actively involving them in networking and mentoring. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Supporting Women in the Workforce: The Importance of Employer-Provided Supplemental Fertility Insurance Benefits [30A]

INTRODUCTION: Age-related declines in natural fertility may pose a challenge to women who delay childbirth to pursue careers. Reproductive hormone testing may be critical for addressing workplace gender inequality by enabling women to pursue both professional and reproductive goals. Fertility treatments, when performed before significant fertility declines, can provide additional options. However, these procedures can be expensive and are not typically covered under employer-provided health insurance. We assessed U.S. women's beliefs about supplemental fertility insurance benefits. METHODS: Participants (N=327 women) completed an IRB-approved online survey in 2019. The data were analyzed with descriptive and chi-square analyses. RESULTS: Participants indicated that it is important to them to have insurance cover the cost of annual reproductive hormone testing (77.06%) and fertility treatments (78.28%). Further, they would choose an employer that provides insurance benefits for annual reproductive hormone testing (54.74%) and fertility treatments (59.32%) over one that does not. There were no differences by age, income, geographic region, health insurance, or fertility knowledge; however, infertile women were more likely than fertile women to choose an employer that provides insurance benefits for annual reproductive hormone testing (χ2=7.56*) and fertility treatments (χ2=7.99*). (note: * P&lt;.05). CONCLUSION: Our results suggest that U.S. women believe supplemental fertility insurance benefits are important, and they would choose an employer based on the provisioning of these benefits. Employer-provided insurance that includes supplemental fertility insurance benefits may enable women to achieve both professional and reproductive goals, ultimately contributing to greater workplace gender equality.

Lean in messages increase attributions of women's responsibility for gender inequality.

Although women's underrepresentation in senior-level positions in the workplace has multiple causes, women's self-improvement or "empowerment" at work has recently attracted cultural attention as a solution. For example, the bestselling book Lean In states that women can tackle gender inequality themselves by overcoming the "internal barriers" (e.g., lack of confidence and ambition) that prevent success. We sought to explore the consequences of this type of women's empowerment ideology. Study 1 found that perceptions of women's ability to solve inequality were associated with attributions of women's responsibility to do so. Studies 2, 3, 5a, and 5b experimentally manipulated exposure to women's empowerment messages, finding that while such messages increase perceptions that women are empowered to solve workplace gender inequality, they also lead to attributions that women are more responsible both for creating and solving the problem. Study 4 found a similar pattern in the context of a specific workplace problem, and found that such messages also lead to a preference for interventions focused on changing women rather than changing the system. Studies 5a and 5b sought to replicate prior studies and document the weakened effects of messages that explicitly explain that women's "internal barriers" are the products of "external barriers" obstructing women's progress. This research suggests that self-improvement messages intended to empower women to take charge of gender inequality may also yield potentially harmful societal beliefs. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Discrimination of Women in Employment: A Study in Tehran, Iran

Employment of women has an effective and significant effect on personal independence, self confidence, feeling of security in family system, new norms were established for education of children and marital relations due to which positive and deliberate emotions have been strengthened. If the number of jobs are so less that one can not suggest all applicants for work, then preference should be over men in selection of jobs who are regarded as the breadwinner. Mean while, educational system sets its activities on the basis of this assumption that women don't need job. For example, objective of vocational curricula for women is to be a mother or better housewife. Occupation of women in the world has had considerable effect on expansion of feministic approach for equalization of opportunities and removal of discrimination. A hundred year history of Iranian society in process of industrial change proves this claim. Employment of women occurs through various factors such as education, occupation, urbanization, westernization, and change in attitudes toward and different aspects of life and work which all provide impetus for greater employment of women. For the present study on discrimination of women in employment in Tehran, Iran is analysed on the basis of following indicators 1. Difficulties for getting jobs by comparing between men and women with similar qualifications. 2. Gender inequality in getting job for women. 3. Gender inequality in work place. 4. Same salary for same type of work 5. Gender discrimination in education, lead to inequality in employment opportunities for women. 6. Discrimination in structure of employment in Iran.

Negotiating for entitlement: Accessing parental leave in Hungarian firms

There is a great deal of literature on the patterns and consequences of parental leave policies and on how and why certain countries adopted specific family policy clusters. Much less is known about the employment context that shapes workers' use of these policies. The current study focuses on the negotiation process that workers must undergo with employers regarding the length of leave and workers' ability to return to their jobs following leave. Given workers' increasing vulnerability in a global neoliberal labour market and the lack of efficient state protection, companies are able to reinforce the ideal of the unencumbered worker norm and thus shape workplace gender inequality regimes. Drawing on qualitative data gained from 33 highly skilled professional women in Hungary, we find that parental leave provisions have become conditional on company needs, and as a result have become increasingly informal, individualized and subject to negotiation. Despite broad leave entitlements and job protections in Hungary, many of our respondents were required to scale back on their career aspirations, drop out or change jobs following leave. By exploring the ways in which highly skilled professional mothers negotiate their rights at work, this study identifies employers as critical gatekeepers who translate public entitlements into the lived experience of workplace gender inequality.

Workplace gender inequality as a Wicked Problem: Implications for research and practice

Despite decades of research and intervention, workplace gender inequality remains a worldwide issue. Women are under-represented in leadership roles, dominate unpaid labor and in many instances ear...

UNVEILING THE PERCEIVED GENDER INEQUITY: AN ANALYSIS OF THE INDIVIDUAL VERSUS ORGANIZATIONAL-LEVEL PREDICTORS

Keeping the view of existence of gender inequity in workplace that disregards the rationale of equal dealing with all workers, the present study explored the contribution of factors associated with individual and organizations in construction of perception of gender inequity among teachers. A sample of 341 college teachers provided data on Perceived Gender Inequity Scale and filled the information sheet for individual and organizational-level predictors. Results reveal that college teachers perceived gender inequity in their colleges and female teachers perceived higher gender inequity privileging males as compared to be male teachers we find organizational-level variables as a group highly predictive for perceived gender inequity than individual predictors. Individual predictors as one group explicated smaller variance, with gender, age, education, and marital status (except for job status and job experience) yielding a substantial impact in the predicted direction.

The Influence of Gender Role Attitudes on Perceptions of Women's Work Performance and the Importance of Fair Pay

Gender role attitudes and their influence on perceptions of male and female work performance are important aspects understanding workplace gender inequality. Reskin (2000) suggests researchers must look to non-conscious causes in order to understand and alleviate gender inequality in the workplace. Also critical to understanding workplace gender inequality is the differential importance placed on being paid fairly. Using a survey sample of 525 traditional undergraduate students from a public university in the middle south of the United States consisting of approximately one-third African Americans and two-thirds whites, race and sex differences are examined. The more liberal the respondent in terms of gender roles, the less they perceived performance inferiority of females. Excluding white males, those more liberal on gender roles perceived fair pay as more important. Gender differences are stronger among whites. Implications for the gender inequities at work are discussed.

The Glass Escalator, Revisited

When women work in male-dominated professions, they encounter a “glass ceiling” that prevents their ascension into the top jobs. Twenty years ago, I introduced the concept of the “glass escalator,” my term for the advantages that men receive in the so-called women’s professions (nursing, teaching, librarianship, and social work), including the assumption that they are better suited than women for leadership positions. In this article, I revisit my original analysis and identify two major limitations of the concept: (1) it fails to adequately address intersectionality; in particular, it fails to theorize race, sexuality, and class; and (2) it was based on the assumptions of traditional work organizations, which are undergoing rapid transformation in our neoliberal era. The glass escalator assumes stable employment, career ladders, and widespread support for public institutions (e.g., schools and libraries)—which no longer characterize the job market today. Drawing on my studies of the oil and gas industry and the retail industry, I argue that new concepts are needed to understand workplace gender inequality in the 21st century.

Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents

Research has confirmed a motherhood penalty and fatherhood bonus at work. Employers, it appears, regard mothers and fathers differently from one another and differently from non-parents. We have yet to systematically explore whether mothers exhibit fewer pro-work behaviors than fathers and non-parents or whether fathers engage in more of them than mothers and non-parents. This article draws on nationally representative data from full-time employed adults to investigate mother, father, and non-parent differences in work effort, work intensity, job engagement, and four measures of work enhancement from home. Mothers and fathers are similar on five out of seven outcomes tapping pro-work dimensions. When they differ, mothers report greater job engagement and work intensity than fathers. Mothers are no different from non-parents on all outcomes. All findings hold net of individual, job, and family controls. I conclude that reducing workplace gender inequality will require organizational changes that pay explicit attention to workers’ care-giving responsibilities.