Gender inequality exists at all levels of business and in all industries.
To
create parity BETWEN GENDERS in business, we first have to understand the
factors contributing to gender inequality in the workplace:
What are the factors that contribute to gender inequality in the workplace?
Wage disparities
The gender pay gap is slowly closing, but pay equity is far from
breaking the glass ceiling. Despite SEVERAL gender equality
initiatives WORLWIDE, women are only paid 83.7% as much as men,
on average. For women of color, this wage gap is even greater. Often,
unequal pay starts with the hiring process. Women’s salary
expectations are lower than those of equally qualified men, and
they’re less likely to snag entry-level jobs. Because there are fewer
women to promote to leadership positions within the company, the
wage gap widens the further up the corporate ladder they climb.
Gender stereotype
A gender stereotype is a generalized assumption about a person’s
characteristics that reinforces sexism. Racial stereotypes compound
gender stereotyping for women of color, who often experience
microaggressions within the workplace. These brief messages can be
verbal, nonverbal, or environmental, and they communicate a
negative message about a marginalized or underrepresented group.
One example of gender stereotypes in the workplace is how qualities
like intelligence and agency are assigned to men versus women.
Gender stereotypes often reframe these characteristics to portray
women as “bossy,” whereas in men they’re considered good
leadership qualities.
Sexual harassment
Female workers faced with sexual harassment have to navigate yet
another obstacle to gender equality in their career path.
The #MeToo movement revealed how pervasive sexual harassment is
within women’s experience in the workplace. As a result, sexual
harassment in work environments is now more likely to be reported —
and victims are more likely to be believed.
Work-life balance
Women often perform more invisible labor (such as common
household chores and childcare) than their male partners do, creating
an unequal balance between home and professional duties. As
primary caregivers, moms are presumed to “struggle” to keep up
with the demands of their jobs. As a result, female employees are less
likely to be promoted or break through the glass ceiling.
What are the consequences of workplace
gender inequality?
Economic drawbacks
Because women are often overlooked for promotions, they’re also stuck with
lower compensation. As a result, female employees might be more likely to
change jobs or industries or leave the labor force entirely. This undervaluation
also impacts company success. When female employees’ contributions aren’t
recognized, organizations miss out on ideas, projects, and sales that could have
positioned them as industry leaders
Mental health implications
Sexism is also a mental health issue, threatening female employees’ well-being.
Working as hard as their male counterparts without receiving the same
recognition is draining. Discrimination and sexual harassment can quickly lead
to burnout and a decline in productivity.
Burnout from discrimination contributes to why women prefer to work remotely.
After the pandemic, many women of color were especially hesitant to return to
the office because of their experiences of isolation and discrimination there.
Stunted innovation
Diverse perspectives drive innovation. So, when women are excluded from key
decision-making, research and development (R&D) can stagnate.
Fostering gender diversity, equity, and inclusion results in increased employee
engagement and better employee retention. When companies fully invest in
their employees, they can spend less time hiring and training and more time
innovating
3. How to combat gender inequality at work?
Equal pay and transparency
Development and mentorship programs
Anti-discrimination policies
Addressing unconscious bias
