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Research papers on Gender inequality at work

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  1. COVID-19 and the workplace: Implications, issues, and insights for future research and action.

    Kevin M. Kniffin, Jayanth Narayanan, Frederik Anseel, et al. · 2020 · American Psychologist · 1,559 citations

    The impacts of COVID-19 on workers and workplaces across the globe have been dramatic. This broad review of prior research rooted in work and organizational psychology, and related fields, is intended to make sense of the implications for employees, teams, and work organizations. This review and preview of relevant literatures focuses on (a) emergent changes in work practices (e.g., working from home, virtual teamwork) and (b) emergent changes for workers (e.g., social distancing, stress, and unemployment). In addition, potential moderating factors (demographic characteristics, individual differences, and organizational norms) are examined given the likelihood that COVID-19 will generate dis

  2. Gender inequality in academia: Problems and solutions for women faculty in STEM

    Bettina J. Casad, Jillian E Franks, Christina E Garasky, et al. · 2020 · Journal of Neuroscience Research · 505 citations

    Recently there is widespread interest in women's underrepresentation in science, technology, engineering, and mathematics (STEM); however, progress toward gender equality in these fields is slow. More alarmingly, these gender disparities worsen when examining women's representation within STEM departments in academia. While the number of women receiving postgraduate degrees has increased in recent years, the number of women in STEM faculty positions remains largely unchanged. One explanation for this lack of progress toward gender parity is negative and pervasive gender stereotypes, which may facilitate hiring discrimination and reduce opportunities for women's career advancement. Women in S

  3. The Organizational Reproduction of Inequality

    John Amis, Johanna Mair, Kamal A. Munir · 2019 · Academy of Management Annals · 462 citations

    With societal inequalities continuing to increase and organizations providing the vast majority of people with their income, we wanted to assess the ways in which organizational practices are implicated in the burgeoning of social and economic inequality. Following an integrative review of the literature drawn from across the social sciences, we found that the multiple ways in which five major organizational practices—hiring, role allocation, promotion, compensation, and structuring—are enacted emerged as being central to the reproduction of inequality. We also uncovered how the persistence of these practices, and the inequality they induce, can be largely attributed to a constellation of th

  4. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism

    Cailin S. Stamarski, Leanne S. Son Hing · 2015 · Frontiers in Psychology · 456 citations

    Gender inequality in organizations is a complex phenomenon that can be seen in organizational structures, processes, and practices. For women, some of the most harmful gender inequalities are enacted within human resources (HRs) practices. This is because HR practices (i.e., policies, decision-making, and their enactment) affect the hiring, training, pay, and promotion of women. We propose a model of gender discrimination in HR that emphasizes the reciprocal nature of gender inequalities within organizations. We suggest that gender discrimination in HR-related decision-making and in the enactment of HR practices stems from gender inequalities in broader organizational structures, processes,

  6. Gender and cultural bias in student evaluations: Why representation matters

    Yanan Fan, Laura J. Shepherd, Eve Slavich, et al. · 2019 · PLoS ONE · 271 citations

    Gendered and racial inequalities persist in even the most progressive of workplaces. There is increasing evidence to suggest that all aspects of employment, from hiring to performance evaluation to promotion, are affected by gender and cultural background. In higher education, bias in performance evaluation has been posited as one of the reasons why few women make it to the upper echelons of the academic hierarchy. With unprecedented access to institution-wide student survey data from a large public university in Australia, we investigated the role of conscious or unconscious bias in terms of gender and cultural background. We found potential bias against women and teachers with non-English

  7. Gender inequalities during COVID-19

    Alexandra N. Fisher, Michelle K. Ryan · 2021 · Group Processes & Intergroup Relations · 189 citations

    The onset of the global COVID-19 pandemic put a halt to progress toward gender equality and, instead, exacerbated existing gender inequalities across domains—from gendered divisions of labour to economic stability. In this paper we document some of the most glaring gender inequalities that have arisen in the COVID-19 pandemic and discuss how social psychological theories and research—including work on gender stereotypes and roles, responses to threat, precarious masculinity, perceptions of risk, and backlash—can help to explain the roots of these inequalities. In doing so, we use a broad definition of gender and consider relevant intersections of identity. Finally, we present three key consi

  8. The Roots of Gender Inequality in Developing Countries

    Seema Jayachandran · 2014 · National Bureau of Economic Research · 188 citations

    Is the high degree of gender inequality in developing countries-in education, personal autonomy, and more-explained by underdevelopment itself? Or do the societies that are poor today hold certain cultural views that lead to gender inequality? This article discusses several mechanisms through which, as countries grow, gender gaps narrow. I argue that while much of the GDP/gender-inequality relationship can be explained by the process of development, society-specific factors are also at play: Many countries that are poor today have cultural norms that exacerbate favoritism toward males. Norms such as patrilocality and concern for women's "purity" help explain the male-skewed sex ratio in Indi

  9. Time to address gender discrimination and inequality in the health workforce

    Constance Newman · 2014 · Human Resources for Health · 172 citations

    Gender is a key factor operating in the health workforce. Recent research evidence points to systemic gender discrimination and inequalities in health pre-service and in-service education and employment systems. Human resources for health (HRH) leaders' and researchers' lack of concerted attention to these inequalities is striking, given the recognition of other forms of discrimination in international labour rights and employment law discourse. If not acted upon, gender discrimination and inequalities result in systems inefficiencies that impede the development of the robust workforces needed to respond to today's critical health care needs.This commentary makes the case that there is a cle

  10. Beyond Mars and Venus: The role of gender essentialism in support for gender inequality and backlash

    Lea Skewes, Cordelia Fine, Nick Haslam · 2018 · PLoS ONE · 170 citations

    It has been argued that gender essentialism impedes progress towards greater gender equality. Here we present a new gender essentialism scale (GES), and validate it in two large nationally representative samples from Denmark and Australia. In both samples the GES was highly reliable and predicted lack of support for sex-role egalitarianism and support for gender discrimination, as well as perceived fairness of gender-based treatment in the Australian sample, independently of two established predictors (i.e., social dominance orientation and conservative political orientation). In addition, gender essentialism assessed by the GES moderated some manifestations of the backlash effect: high esse

  11. Men and women differ in their perception of gender bias in research institutions

    Judit García-González, P. Forcén, M. Jimenez-Sanchez · 2019 · PLoS ONE · 117 citations

    There is extensive evidence of gender inequality in research leading to insufficient representation of women in leadership positions. Numbers revealing a gender gap in research are periodically reported by national and international institutions but data on perceptions of gender equality within the research community are scarce. In the present study, a questionnaire based on the British Athena Survey of Science, Engineering and Technology (ASSET 2016) was distributed among researchers working in Spain. Consistent with the original UK-based study, women in research perceived a greater degree of gender inequality than men. This difference was consistent from junior to senior positions, within

  12. Does women's board representation affect non‐managerial gender inequality?

    Pallab Kumar Biswas, Helen Roberts, Kevin Stainback · 2021 · Human Resource Management · 56 citations

    Abstract Research examining gender and corporate boards has explored how women's representation impacts firm strategy and policy, particularly around corporate social responsibility (CSR) issues related to communities and other relevant stakeholders, the environment, and diversity and equity initiatives. However, fewer studies have examined how women's representation on boards affects gender inequality in firms. The studies that have been conducted generally focus on gender board diversity and the appointment of women executives. Yet, prior research has not sufficiently examined women's board representation and gender equality below executive level. Does women's representation have broader e

  13. The impact of gender discrimination on a Woman's Mental Health

    S. Vigod, P. Rochon · 2020 · EClinicalMedicine · 49 citations

    The World Health Organization (WHO) recognizes that health outcomes are unequal for people, both across and within countries, with inequity especially disadvantaging women across their lifespan [1]. The overt social and economic inequalities more commonly experienced by women, such as lower rates of schooling and employment, less pay for similar jobs, under representation in leadership positions, and the higher level of psychosocial stressors and problems, from caregiving burden to intimate partner violence, all contribute to these disparities [2]. In recent years, these overt examples of gender inequality have rightly been the focus of many programs to improve health [3]. What has been less

  14. The curious under‐representation of women impact case leaders: Can we disengender inequality regimes?

    Julie Davies, Emily Yarrow, Jawad Syed · 2020 · Gender, Work & Organization · 44 citations

    Universities are increasingly expected to demonstrate the wider societal impacts of academic research. Yet women management scholars were disproportionately under‐represented in leading impact cases in the UK's REF (Research Excellence Framework) 2014. An analysis of 395 REF impact cases for business and management studies with an identifiable lead author revealed that only 25 per cent were led by women, of which 54 per cent were sole authored. Based on 12 in‐depth interviews with women impact case writers, we use Acker's inequality regimes framework to understand invisible and socially constructed gendering of the UK's policy that is designed to evaluate research impact. In a knowledge‐inte

  16. Leadership development programmes: part of the solution or part of the problem of women’s under-representation in leadership?

    Maria Loumpourdi · 2023 · Gender in Management: An International Journal · 9 citations

    Purpose This paper aims to critically reflect on current leadership development programmes (LDPs) and their potential in addressing the issue of women’s under-representation in leadership positions. To this end, this paper queries the current processes through which employees are selected to participate in LDPs as well as how these programmes are designed. Design/methodology/approach Drawing on Martha Nussbaum’s capabilities approach, this conceptual paper draws attention to the pitfalls of current organisational practices aimed at women’s leadership development. Findings The introduction of gender quotas and the implementation of women-only LDPs are unlikely to address the persistent g

  17. Gender and Police Leadership: An Analysis of Metropolitan Police Departments in South Africa

    D. Khosa · 2021 · International Journal of Criminology and Sociology · 4 citations

    Despite a number of initiatives aimed at improving the representation and progressive of women in the law enforcement. Studies continue to document the persistence of gender inequality within law enforcement agencies all over the world and South Africa is not an exception. This article bring to light gender inequalities in the law enforcement sector where women in leadership ranks remains low. Historically, the police career was male-dominated and females were not allowed to work in the police. Therefore, equal gender representation in the workplace should by now be at an advanced developmental stage in South Africa since the abolition of discrimination rules. The Commission on Employment Eq

  19. Investigating gender inequality in the workplace: a South African perspective

    Anathi Beauty Mabungela, Sixolile Nyusani, Denver Davids · 2025 · Insights into Regional Development · 2 citations

    . This review provides a comparative analysis of gender equality practices in the workplace, with a particular emphasis on Kwa-Zulu Natal, South Africa. The research employed a qualitative review of existing literature to gain an in-depth understanding of gender inequality in KwaZulu-Natal and to inform potential policy interventions to promote gender equity in the workplace. Gender equality is essential for promoting inclusive workplaces, economic development, and societal advancement. Wage disparities, unequal promotion opportunities, and under-representation in leadership roles are common consequences of gender inequality in the workplace, which is a persistent issue. Cultural norms, orga

  22. Gender Inequality in the Workplace in Japan

    Ayaka Yamada · 2024 · International Journal of Sociology · 2 citations

    Purpose: The aim of the study was to analyze the gender inequality in the workplace in Japan. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Gender inequality in Japan's workplace persists despite initiatives to promote equality, with women facing challenges in accessing leadership roles and equal pay. Traditional gender norms an

  23. Uncovering Factors and Solutions to Gender Inequity in the Workplace

    Ruoxi Hu · 2024 · Journal of Education, Humanities and Social Sciences · 1 citations

    With differences in income, promotion, and opportunity continuing to impede progress toward workplace equality, persistent gender inequality in the workplace remains a major concern. The study examines at the complex interplay of factors that cause gender inequality, from cultural standards to organizational biases. A qualitative methodology is used to assess the data from various workplaces. The survey found significant gender differences in pay, representation in leadership roles, and access to professional development opportunities. Additionally, it shows how biases and cultural norms support the upkeep of these disparities. To address these issues, the research proposes a multifaceted ap

  24. Voice climate, gender equality and well-being in the South African banking sector

    Praise Choeni, S. Rothmann, M. Nel · 2025 · SA Journal of Industrial Psychology · 1 citations

    Orientation: This study addressed the persistent challenge of gender inequality in the banking sector in South Africa, where women face disparities in pay, career progression and leadership representation. Using the capability approach highlights the importance of fostering a supportive voice climate that encourages employees, especially women, to express concerns and contribute meaningfully to workplace dynamics. Research purpose: The research investigated how voice climate and gender equality affected female employees’ well-being in South Africa’s banking sector. Motivation for the study: This study sought to bridge the gap between the lack of research on how voice climate and gender equ

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