Gender discrimination in the workplace refers to the differential treatment of individuals based on their gender. While gender and sex are often used interchangeably, they have distinct connotations within a work environment and can be utilized to combat discrimination. Workplace discrimination is illegal and has detrimental consequences for both individuals and society at large. Although discriminatory practices occur against both men and women in their daily work, women are particularly susceptible to such mistreatment.
Various Forms of Gender Discrimination in the Workplace
Sexual harassment, pregnancy discrimination, and unequal pay are prevalent examples of workplace discrimination.
Despite laws and regulations, workplace injustice persists in the forms of sexual harassment and pregnancy discrimination. Sexual harassment involves making unwanted sexual advances towards employees, regardless of gender, although it primarily affects women (Wolfers 24). Pregnancy discrimina
...tion specifically targets women by treating them unfairly and denying them equal rights in the workplace, such as leave or promotions based solely on their pregnancy status. These two forms of discrimination pose significant obstacles to creating fair and inclusive work environments for all employees.
Pay discrimination occurs when individuals are treated unequally in terms of their pay, even if they perform the same tasks. This issue is common within organizations, where people who have the same qualifications receive different salaries. In the United States, a developed economy with laws against gender discrimination at work, addressing gender-based pay discrimination is particularly important. Women frequently experience this type of inequality and receive lower compensation compared to men in the same field or with similar qualifications.
Women comprise almost half (nearly 50%) of the workforce in different sectors of the United States economy. In about 40% of households, women are eithe
equal or primary earners, primarily due to the increase in single-parent families. In comparison to men, present-day American women have a higher inclination towards pursuing college and graduate degrees, particularly second degrees. However, despite these advancements, women still earn considerably less than men on average. A study conducted by IWPR in 2015 discovered that full-time female workers earned only 79% of what their male counterparts earned, indicating a gender wage gap of 21%.
The Institute for Women's Policy Research (IWPR) reports that women earn lower salaries than men in nearly all occupations due to job segregation and societal factors. Even when women have equal qualifications, jobs predominantly performed by women tend to have lower pay compared to those primarily done by men. Despite progress, women still encounter hurdles in achieving high-level executive roles and often settle for middle management positions instead. Studies examining the corporate and political sectors in the U.S. indicate that over eighty percent of top positions are occupied by men (Pew Research Center). Interestingly, the few women in these positions often outperform their male counterparts.
Furthermore, it is important to note that there is no evidence suggesting that women in high-ranking executive positions have a negative impact on organizations. Many U.S. companies require top executives to have postgraduate degrees, yet the number of women in these roles does not accurately reflect their educational achievements compared to men. Interestingly, women actually surpass men in terms of possessing postgraduate degrees. This disparity is more pronounced in non-Western and developing countries where societal norms dictate that women should primarily be homemakers. Workplace discrimination, which affects both genders, encompasses various aspects such as hiring, firing, job classification, and
benefits. Unfortunately, qualified candidates of any gender can be unjustly denied opportunities solely based on their gender.
Organizations may engage in gender-based discrimination, which can result in the denial of employment opportunities for certain individuals (Healey 71). Such discriminatory practices can lead to situations where employees are laid off or denied promotions solely based on their gender. Moreover, individuals might be assigned lower-ranking positions with reduced pay and deprived of the chance to attain higher positions typically filled by external hires. In these instances, management fails to provide any justification for not offering qualified individuals the opportunity to progress further.
Discrimination based on benefits occurs when a company provides benefits to the family members of one gender while denying them to the family members of the other gender. For instance, a company's health insurance policy may cover men and their spouses, but deny coverage to women's spouses.
Gender discrimination laws
The laws governing gender discrimination within the United States are brought into perspective by examining the country as a perfect example. In the U.S, discrimination based on gender is illegal according to the constitution.
The Civil Rights Act of 1964, particularly Title VII, forbids gender discrimination and offers protection in different areas of employment like recruitment, termination, and conditions. Several states also have their own laws to prevent gender discrimination. Moreover, specific legislation ensures that employees working for federal contractors are protected from any type of gender or sex-based discrimination. An example is Executive Order 11246 which prohibits federal contractors engaged in significant government business from engaging in discriminatory actions based on factors such as gender, sex, race, sexual orientation, and others.
Federal law prohibits gender discrimination in the workplace for
both private and public institutions that have fifteen or more employees. These laws protect current employees and new applicants, giving them the right to take legal action if they experience any form of gender discrimination. Moreover, the Equal Pay Act makes it illegal to discriminate based on gender, ensuring that individuals with similar qualifications receive equal compensation, even if their job duties are not identical but substantially similar (Billitteri 213).
Under the act, employers are required to provide equal pay to both genders performing jobs that require skills that are substantially equal.
Impact of gender discrimination at the workplace
Gender-based discrimination has significant negative effects on individuals and society as a whole. One of the adverse impacts associated with gender discrimination in the workplace is the loss of productivity. Victims of gender discrimination experience a decrease in morale and motivation necessary for effective task performance (Padavic and Reskin 103). This reduction in motivation and morale leads to a decline in productivity among those subjected to such discrimination, ultimately resulting in an overall decrease in organizational productivity.
The decline in morale and motivation in the workplace can be attributed to various factors. These include jokes that imply gender inequality or suggest that certain positions are solely based on gender. Gender discrimination has a negative impact on family responsibilities, especially for women who face unequal pay. This makes it difficult for them to fulfill their duties towards their families. Additionally, women with young children face challenges during job interviews because of their family obligations. Despite federal regulations that prohibit employers from asking about family commitments during the application process, this issue often comes up during interviews. As a result, employers may
overlook women with family responsibilities due to concerns about their ability to fully focus on their work.
Women play an equal part in fulfilling family needs, especially as single parents. Nevertheless, if these women face gender-based wage disparities or employment discrimination, it adversely affects the entire family. This hardship arises from the challenge of meeting essential requirements and hampering children's future prospects. Furthermore, organizational gender bias leads to harmful consequences. Those who endure discrimination may harbor deep resentment, damaging their self-confidence and propelling them to seek retribution against those responsible for their mistreatment.
The destructiveness can manifest in physical violence against individuals or the destruction of a company's properties. Moreover, discriminatory practices rooted in gender can impede individuals' professional growth. It is imperative for workplace development to be accessible to all employees, irrespective of their positions. Extended periods without opportunities for growth can lead to demotivation and a loss of morale among individuals (Padavic and Reskin 103). Stereotypical beliefs about a specific gender may cause neglect towards addressing their developmental needs by those who are responsible. As a result, the productivity of the demoralized gender diminishes, leading to an overall decline in organizational productivity.
The discussed issues indicate that discrimination based on gender has significant negative consequences for individuals and organizations.
Works Cited
- Billitteri, Thomas J. Gender Pay Gap. Washington: CQ Press, 2008. Print; 213.
- Healey, Kaye. Gender & Discrimination. Wentworth Falls: Spinney Press, 2009. Print; 66-71.
- IWPR. "Pay Equity & Discrimination — IWPR." The Institute for Women’s Policy Research — IWPR. N.p., 7 Jan. 2016. Web. 10 June 2016.
- Padavic, Irene, and Barbara F. Reskin. Women and Men at Work.
Thousand Oaks: Pine Forge Press, 2002. Print; 87-113.
| Pew Research Center." Pew Research Center’s Social & Demographic Trends Project. N.p., 14 Jan 2015. Web.
1 May 2016.
