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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 · 1,622 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

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  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 · 523 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

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  3. The Organizational Reproduction of Inequality

    John Amis, Johanna Mair, Kamal A. Munir · 2019 · Academy of Management Annals · 479 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

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  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 · 466 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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  6. Gender inequalities during COVID-19

    Alexandra N. Fisher, Michelle K. Ryan · 2021 · Group Processes & Intergroup Relations · 190 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

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  7. The Roots of Gender Inequality in Developing Countries

    Seema Jayachandran · 2014 · National Bureau of Economic Research · 190 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

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

    Constance Newman · 2014 · Human Resources for Health · 175 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

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  9. 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 · 172 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

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

    Judit García‐González, Patricia Forcén, María Jiménez-Sánchez · 2019 · PLoS ONE · 120 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

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  11. 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

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  12. 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 · 38 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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  14. Gender Inequality in the Workplace in Japan

    Ayaka Yamada · 2024 · International Journal of Sociology · 3 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

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  17. 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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  19. 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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  20. 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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