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Research papers on Gender inequality at work

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  1. 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 · 472 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,

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

    Pallab Kumar Biswas, Helen Roberts, Kevin Stainback · 2021 · Human Resource Management · 55 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

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  4. Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains.

    Oriane Georgeac, Aneeta Rattan · 2019 · Journal of Experimental Psychology General · 36 citations

    Conventional wisdom suggests that progress for women in the domain of top leadership representation will naturally spread to other domains of gender inequality, whether in organizations or beyond. Extending social-cognitive theories of exemplar-based information processing to the study of social progress perceptions for stigmatized groups, we theorized that perceiving substantial female representation in top leadership may instead reduce people's concern with ongoing gender inequality in other domains. Study 1 (N = 331) finds that perceiving greater female representation in top corporate echelons decreases people's disturbance with the gender pay gap, but not with wealth inequality generally

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  6. Gender Inequality in the Workplace in Japan

    Ayaka Yamada · 2024 · International Journal of Sociology · 4 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 and

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

    Anathi Beauty Mabungela, Sixolile Nyusani, Denver Davids · 2025 · Insights into Regional Development · 1 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, organi

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  10. Workplace Gender Bias

    Grace Terrell · 2023 · Physician Leadership Journal · 1 citations

    Workplace gender bias typically takes one of two forms. First, women who act according to certain characteristics ascribed to women, such as warm, caring deferential, often are overlooked for leadership positions because they are perceived as not tough enough. On the other hand, women who are perceived as aggressive often are penalized. Recognizing these biases can do much to overcome them in today’s workplace.

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  11. A Study on Gender Inequality in the Workplace with Special Reference to Jhansi

    Atul Goyal -, Shilpi verma - · 2025 · International Journal For Multidisciplinary Research

    As we know gender inequality considered as the social phenomenon, in which people are treated differently or we say unequally just because of their gender. In modern era as well, we cannot deny the fact that, gender inequality is still prevailing in our society. If we look our surrounding, gender inequality can be seen at the workplace too, kind of significant issue that persists in many industries and organizations. Gender inequality can be manifest in various forms, such as the gender wage gap, lack of representation in leadership positions, and the impact of gender stereotypes. The present paper is an attempt to analyze the gender inequality at the workplace. The analysis is based on the

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  12. Gender Inequality in the Workplace: A Sociological Analysis

    Harleen Kaur · 2024 · RESEARCH REVIEW International Journal of Multidisciplinary

    Gender inequality in the workplace remains a persistent social issue despite decades of legal reforms and policy interventions. This study examines the structural, cultural, and institutional factors that contribute to disparities in wages, leadership representation, and career advancement opportunities. Drawing on feminist theory, social stratification frameworks, and intersectionality perspectives, the research analyzes how organizational practices, gender norms, and unequal distribution of unpaid care work reinforce systemic inequality. The study highlights the continued existence of the gender wage gap, occupational segregation, and the “glass ceiling” that limits women’s access to decis

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  13. Industrial-Organizational Psychology and Gender Inequality in the Workplace

    Mikki R. Hebl, Stella M. Nkomo, Eden B. King · 2025

    Abstract This brief summarizes theories and research related to understanding gender inequality in the workplace. Particular attention is paid to the roles of subtle bias, cultural context, and gender representation on improving employment opportunities for women and achieving gender parity in occupations and organizations. Industrial-Organizational Psychology (IOP) research is particularly relevant to United Nations Sustainable Development Goal 5’s target to “Ensure women’s full and effective participation and equal opportunities for leadership at all levels of decision-making in political, economic, and public life.” The brief describes Western research but further tries to adopt a more ho

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  14. Gender Dynamics in the Workplace: A Cross-Cultural Analysis of Leadership Representation

    Hamza Javed, Nadia Shahid · 2024 · Asian Journal of Research in Social Sciences

    This article offers a cross-cultural investigation of gender dynamics in workplace leadership, synthesizing empirical findings and theoretical frameworks to explain persistent underrepresentation of women in senior roles across global regions. Drawing on comparative data, organizational theory, and intersectional perspectives, the study maps patterns of representation, identifies institutional and cultural barriers, and evaluates policy and organizational interventions. Two illustrative visualizations highlight regional variation and longitudinal trends. The analysis concludes with recommendations for research and practice to advance equitable leadership representation.

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  15. Policy Analysis of the Indonesian Government on Gender Inequality in the Workplace

    Zahrin Nasiah, Muhammad Lukman Hakim · 2025 · Journal of Politics and Democracy

    Gender inequality in the Indonesian workplace is a critical and persistent issue despite the existence of various policy frameworks designed to address it. This study aims to critically analyze the effectiveness of Indonesian government policies in reducing gender inequality in the workplace and to identify the key factors contributing to the gap between regulation on paper and implementation on the ground. Using a qualitative approach with a literature study method, this research synthesizes and analyzes secondary data from government policy documents, laws and regulations, academic journals, and credible reports from national and international institutions. The findings reveal a significan

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  16. Gender Inequality in the Workplace: A Comparative Analysis

    Dr. Zahra Abbas · 2024 · Liberal Journal of Language & Literature Review

    Gender inequality remains a persistent challenge in workplaces globally. This article examines the multifaceted nature of this issue, conducting a comparative analysis across different regions and contexts. It explores key manifestations of inequality, including unequal pay, underrepresentation in leadership positions, gender-based discrimination, and challenges faced by women in balancing work and family life. The analysis draws upon data and insights from various sources, including international organizations, academic research, and case studies. By illuminating the similarities and differences in gender inequality across diverse regions, the article aims to foster a deeper understanding o

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  18. Gender Inequality in Workplace: A Perspective of Gender Narrative

    Nianzhi Liu · 2024 · Communications in Humanities Research

    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

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  19. Gender Inequality in Workplace (Study Case: Indonesia)

    Noviyanti Soleman · 2020 · AL-WARDAH

    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 answe

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