Teodones, J., Rivera, A., Velasco, E., Cajatol, R., Macabuag, J., Ramos, B., Bacalso, A.

, Arceo,
Daguplo C., M., Paldo, C., Guilas, E.

Review of Related Literature

This chapter discussed about gender inequality and gender discrimination among men
and women on how they interact in our everyday lives. In this study, we researchers will possibly
know the effects gender inequality and gender discrimination among men and women. People do
not think what they say among men and women, even though they do not like to judge too.
Researchers also said that all people judge quickly based on their outward appearance.

Gender Discrimination

In experimental research of Adeline Delavande & Basit Zafar (2013) entitled “Gender
Discrimination and Social Identity: Experimental Evidence from Urban Pakistan” in Pakistan he
found out women in South Asia lag behind men in many domains. In the Pakistani context, our
paper shows interesting interactions between social identity and gender discrimination: gender
discrimination is not uniform across the educated Pakistani society and varies in nature and
intensity as a function of the social identity of both individuals who interact. We fail to find
evidence of Liberal University students—who are wealthier, less religious and more exposed to
Western ideas—discriminating against women. Madrassa students, who come from more humble
backgrounds, are more religious and relatively unexposed to Western ideas, exhibit taste-base
discrimination against women. The researchers suggests that, when men interact with women,
the woman’s social class is such a powerful construct that it continues to remain salient. This is
particularly striking, since we focus on interactions of highly educated individuals in a country
where less than 10% of adults have a Bachelor’s degree. On the other hand, based on quantitative
research of Balachandrine (2007) in his research entitled “Gender Discrimination in Education
and Economic Development: A Study of Asia” argues that the literacy of males and females can
be used to calculate this coefficient; Alternatively, The enrollment ratios can be used. The net
enrollment rates are better compared to the gross enrollment rates. While the latter includes all
the children in say at the primary level, the former includes only those relevant age group. On the
other side, social identities (such as class, ethnicity, race, etc.) are a powerful construct, and
simply educating women may not be enough to overcome the distortions that are introduced by
these other dimensions.

In the paper of Channar et al. (2006) in his quantitative research entitled “Gender
Discrimination in Workforce and its Impact on the Employees” in Pakistan as a result 1. The
statistical analysis has revealed that females were prone to gender discrimination behavior at the
work place, both in public and private organizations. However, that biased behaviors was more
in public organizations than in private organizations. 2. Analysis showed a negative relation
between GD and S&M; which means that gender discrimination resulted in low job satisfaction
and motivation. 3. Analysis also showed that gender discrimination was inversely proportional
with commitment and enthusiasm, i.e., because of discrimination, women showed less
commitment and enthusiasm towards their job. 4. A positive relation between gender
discrimination and stress level was indicated through statistical techniques; which meant that
higher the gender discrimination, higher will be the level of the stress. However, Arthur et al.
(2015) in his experimental research entitled “Gender Discrimination in the Workplace: A Study
of Women's Participation in in Higher Education Management in Ghana” In this case, there is no
specific index to judge whether or not one has faced gender discrimination, a woman’s
perception becomes the most important factor. Regardless of what discriminatory action which
may have been taken against a woman, if she does not perceive the discrimination to have
affected her, the action is unimportant. However, in this particular situation with gender
discrimination and professional women, the reason the women did not originally report to having
faced gender discrimination is due to the fact discrimination happens so frequently.

In the quantitative research of Volart (2004) entitled “Gender Discrimination and

Growth: Theory and Evidence from India” in India he stated that theoretical and empirical
support for the view that gender discrimination acts as a brake on economic development. We
find that a 10 percent 43 increase in the female-to-male managers ratio in India would increase
total output per capita by 2 percent, while a 10 percent increase in the female-to-male workers
ratio would increase total output per capita by 8 percent. This is in accord with the theoretical
predictions of our model, according to which gender discrimination in either managerial
positions or the overall labor market has negative economic consequences. In addition of in his
research Sivakumar (2008) entitled “Gender Discrimination and Women’s Development in
India” argued that a nation or society, without the participation of women cannot achieve
development. If we eliminate gender discrimination, women will deliver all the potentials, skills,
knowledge to develop the family, the nation and the whole world.

Based on quantitative research of David (2015) entitled “Study of Gender Discrimination

at Workplace” in India as a result of his study There is a presence of gender discrimination
throughout corporate culture. That gender discrimination is leading to stress and reducing job
loyalty. While in the quantitative research of Khalid (2011) entitled “Outcomes of Gender
Discrimination, A Study of Female Workers in Banking Sector of Pakistan” However, the results
of the study take us to the different dimension of gender discrimination. Pakistan is considered to
be one of the top most countries with respect to discrimination to females but our results show a
different side of picture. We took data from the educated community, which have different
perspective for females. According to most of them, female are also capable to perform equally
as males do. Both of this researchers recommends that as previously stated the findings from the
study were conflicting with the previous research done in this area suggest that future studies in
this area be made on public sector organization which might show results completely dissimilar
or comparison.

In the quantitative research of Busse et al. (2003) entitled “Gender Discrimination and the
International Division of Labour” in Pakistan stated that as transnational corporations on average
do not invest in countries with increased gender inequality, there seems to be no problem with
the link of FDI and gender discrimination. Rather there might be some cause for concern
regarding the linkage between gender discrimination and comparative advantage in unskilled-
labour-intensive goods. On an international level, it is sometimes argued that sanctions should be
imposed on commodities from countries with poor labour standards, such as gender
discrimination. Whereas, in the quantitative research of Hussain (2013) entitled “Gender
discrimination in workforce and discretionary work effort a prospective approach” in India stated
that Over the past century there has been much to rejoice about the positive development of
women in India: increased visibility of women in the public sphere, closing of gender gaps in
primary and secondary school enrolment, the presence of women in the labour force across
international borders, lower fertility rates etc. In addition, women’s organizations have been able
to raise issues such as sexual and reproductive health and rights, violence against women, and
inequality of power in gender relations, and make these the pivotal issues of debate in national
and global arenas.

In the paper of Salik (2014) in his quantitative research entitled “Gender Discrimination
and Inequalities in Higher Education: A Case Study of Rural Areas of Pakistan” in Pakistan
stated that Pakistan has paid a little attention in gender equality in higher education. Female
higher education has been an orphan child in our society due to the double standards. Still only
2% of Gross Domestic Product (GDP) is allocated for the welfare of female higher education in
rural areas which is quite insufficient to meet the demands of higher education. No economic
progress is possible without female higher education as it requires trained human resources. We
cannot progress economically, socially and spiritually, until and unless we involve females.
However, in the quantitative research of Seema (2014) entitled “The Roots of Gender Inequality
in Developing Countries” in San Francisco, California indicates that gender gaps in several
domains are large in developing countries. Should we expect these gender gaps to shrink and
disappear over time? I laid out several mechanisms through which, as countries grow, women’s
lot should improve. First, a sectoral shift away from agriculture toward services occurs. Second,
technological advances reduce the time needed for household chores. Moreover, the frequency
and risk of childbearing declines. Each of these factors increases women’s participation in the
labor force, which in turn increases human capital investment in girls and women’s personal
autonomy.

According to Sospiro (2016) in his qualitative research entitled “Results of the Survey on
the Discrimination in the Workplace” in Europe stated that the laws on equal rights between
women and man were joined by new EU legislation in 2000 that prohibit discrimination on other
grounds. Under these new laws it is illegal to discriminate against someone because of their
racial and ethnic origin, religion and belief, disability, sexual orientation, age. These five areas of
discrimination, together with gender discrimination, are included in the Amsterdam Treaty of the
European Union as areas where the EU can act to prevent discrimination. On the other side, in
the quantitative research of Bendelani et al. (2014) entitled “Report Paper of the Study, Gender
Discrimination in Georgian Labour Market” in Georgia stated Based on the study, only every
second employee in Georgia has had an experience of participating in a job interview, 44% has
mostly used their friends, family and acquaintances as a channel for finding a job and 63% of the
employees have found their current job the same way. Although recruitment through social
capital can be effective and it is considered to connect various forms of human capital, it can be
regarded also as privileges and benefits arising from social relations, which may cause
inequality.

In the quantitative research of Shen et al. (2010) entitled “Gender Discrimination in Job
Ads: Theory and Evidence” in U.S.A stated that in a legal environment where firms are allowed
to engage in explicit gender discrimination when advertising their jobs, when will they choose to
do so? Our data show that firms in such an environment will use the option to discriminate much
more often when hiring for positions requiring lower levels of skill, whether skill is measured by
education requirements, experience requirements, or the offered wage. This pattern holds both
for discrimination against women and for discrimination against men. We see this potent role of
skill demands as a deterrent to discrimination as complementary to the role of product market
competition as emphasized by Becker (1957), and suspect that rising skill demands may play an
important role in explaining why nations tend to abandon explicit discrimination as they develop
economically. Moreover, in the quantitative research of Kanakuze et al. (2007) entitled
“Workplace violence and gender discrimination in Rwanda's health workforce: Increasing safety
and Gender equality” in U.S.A argued that Gender inequality influences workplace violence.
Addressing gender discrimination and violence simultaneously should be a priority in workplace
violence research, workforce policies, strategies, laws and human resources management
training. This will go a long way in making workplaces safer and fairer for the health workforce.
This is likely to improve workforce productivity and retention and the enjoyment of human
rights at work. Finally, studies that involve stakeholders throughout the research process are
likely to improve the utilization of results and policy impact. He recommends taking action on
the foregoing will go a long way in making health systems safer and more gender-equitable for
its workforce, especially in increasing the enjoyment of human rights at work. This is in turn
may increase the productivity and retention of the health workforce. Finally, studies that involve
stakeholders through the research process are likely to improve the utilization of results and
policy impact.

According to Balvina et al. (2012) in his research entitled “Gender Discrimination in

Education: The violation of rights of women and girls” in South Africa stated that violence
against women in the form of physical, sexual and emotional abuse is widespread in Pakistan.
Strict family, tribal and religious customs mean that some intimidating activities have become
cultural norms, while domestic violence is seldom reported and rarely investigated. Violent acts
committed mainly by men against women within the context of the subordinate status of women
which society seeks to preserve include domestic violence; sexual violence; traditional harmful
practices including female genital mutilation, honor killing and dowry-related violence; and
human trafficking and he recommends that state reports to CEDAW on progress with regard to
article 10 should address the entire educational cycle, including early childhood care and
education and adult literacy programs; that they should report on progression and learning, as
well as initial enrolment; and that they should explicitly analyze the accessibility, acceptability,
adaptability of education for girls, as well as availability. On the other hand, in the qualitative
research of Jalagania (2009) entitled “Gender Discrimination in Labor Relations” in U.S.A stated
that equal participation of women and men in the labor market, women's emancipation are
necessary to fully exploit the relevant agencies to consider a number of recommendations.
Gender inequality in Georgia is recognized as a reality, but not as a problem. It is considered a
part of cultural heritage and therefore, any attempt to reduce it is perceived as a danger to
traditional values. Gender equality in Georgia and women's economic empowerment is very
important and it is necessary to strengthen its real mechanism and he recommends Add a
separate article on the prohibition of discrimination in pre-contractual relations to the Labor
Code and the Law on Public Service. Separately, norms that strengthen the gender protection
during the application and interview stages should also be defined; this will obligate employers
to formulate job announcements in a neutral way.

According to Kuhn (2010) based on his quantitative research entitled “Gender

Discrimination in Job Ads: Theory and Evidence” in U.S.A concluded that in a legal
environment where firms are allowed to engage in explicit gender discrimination when
advertising their jobs, when will they choose to do so? Our data show that firms in such an
environment will use the option to discriminate much more often when hiring for positions
requiring lower levels of skill, whether skill is measured by education requirements, experience
requirements, or the offered wage. This pattern holds both for discrimination against women and
for discrimination against men. We see this potent role of skill demands as a deterrent to
discrimination as complementary to the role of product market competition as emphasized by
Becker (1957), and suspect that rising skill demands may play an important role in explaining
why nations tend to abandon explicit discrimination as they develop economically. He suggests
that three ongoing developments –upskilling of the Chinese labor force, expansion of the share
of Chinese firms that face meaningful product market competition, and an increasing presence in
China of firms with some foreign ownership—may have powerful effects in reducing the
incidence of discriminatory job ads even in the absence of policy interventions. Whereas,
Newman (2007) argued that gender inequality influences workplace violence. Addressing gender
discrimination and violence simultaneously should be a priority in workplace violence research,
workforce policies, strategies, laws and human resources management training. This will go a
long way in making workplaces safer and fairer for the health workforce. This is likely to
improve workforce productivity and retention and the enjoyment of human rights at work.
Finally, studies that involve stakeholders throughout the research process are likely to improve
the utilization of results and policy impact. In addition based on his research, Taking action on
the foregoing will go a long way in making health systems safer and more gender-equitable for
its workforce, especially in increasing the enjoyment of human rights at work. This is in turn
may increase the productivity and retention of the health workforce. Finally, studies that involve
stakeholders through the research process are likely to improve the utilization of results and
policy impact.

In the quantitative research of Khandaker (2013) entitled “Gender Discrimination in

Healthcare Spending in the Household and Women’s Acess to Resources Perspective of
Bangladesh” in Bangladesh stated that the principal aim of this is to estimate gender gap in
medical investment for children within the household and to identify the fundamental
determinants of gender discrimination against women exist in the society. The study reveals that
there is a clear gap between male and female children in health care spending within the
household. It is estimated that the health care expenses made by the household (within the
sample) for female children is approximately 15% lower than that of male children holding all
other variables constant. He recommends though some progress has been made on this issue, the
government still has been facing tremendous challenges in achieving expected equality between
men and women. Some policy implications (both short term and long term), therefore, are
recommended on the basis of this study in order to achieve substantive gender equality. While in
the quantitative research of Soomo (2012) entitled “Gender Discrimination and Its impact on
Employee Productivity/Performance (A study on government universities of upper sindh)” in
Pakistan stated that area of employee performance is too much debatable in different
organizational set up but according to our results gender discrimination factors are not much
contributing towards employee performance, Gap term is too much large to be worked out. There
may be other factors or variables which contribute to employee performance.

According to El haddad (2009) in his quantitative research entitled “Labor Market Gender
Discrimination under Structural Adjustment: The Case of Egypt” in Canada stated that this
paper has shown that job quality in Egypt is higher for women than men due to their higher
relative employment share in the public sector (government and publicly owned enterprises) -
with its associated benefits of contracts, paid vacations and sick leave, provision of medical
insurance…etc. (share effect). And so, with the relative decline of the public sector in Egypt, job
quality has fallen for both men and women from 1998 to 2006, the reduction being slightly
higher for women (9.6 % versus 8.5% for men). While in the quantitative research of Mugisha et
al. (2012) entitled “Gender Inequality and Discrimination Analysis Report” in U.S.A stated that
men and women are concentrated in different jobs and at different levels in the health sector,
with women in fewer jobs and at lower levels. This point, to unequal opportunities for men and
women and an associated wage differential. He recommends develop a gender policy, strategy,
implementation guidelines, activities, and indicators for the public health sector—and budget for
their implementation. Disseminate GDIA results to (at least) district and facility managers and
staff.
Kira (2015) stated that the study provided a new approach to measuring GD as a
continuous traumatic stress experience in family culture by parents and in close relationships, in
addition to GD by others and by social systems. Developing precise theoretical models for GD
that generate empirically adequate measures and judging competing theoretical accounts by their
empirical merits should help in developing our understanding and addressing GD and its
negative consequences. In research entitled “Gender Discrimination (GD): A Conceptual
Trauma-Based Framework for GD and the Development of Gender Discrimination Inventory” in
USA through the use of quantitative research. However, Knittel et al. (2016) stated that
transportation sharing networks such as UberX and Lyft bring a number of benefits to the
economy, ranging from cheaper transportation options to employment opportunities for drivers.
The digital platform of sharing networks can also reduce discrimination because it can control
what drivers know about the passenger prior to pick up. In research entitled “Racial and Gender
Discrimination in Transportation Network Companies” in Indonesia through the use of
quantitative research.
Gender Inequality

According to Kuhn (2010) based on his quantitative research entitled Gender

Discrimination in Job Ads: Theory and Evidence in U.S.A concluded that in a legal environment
where firms are allowed to engage in explicit gender discrimination when advertising their jobs,
when will they choose to do so? Our data show that firms in such an environment will use the
option to discriminate much more often when hiring for positions requiring lower levels of skill,
whether skill is measured by education requirements, experience requirements, or the offered
wage. This pattern holds both for discrimination against women and for discrimination against
men. We see this potent role of skill demands as a deterrent to discrimination as complementary
to the role of product market competition as emphasized by Becker (1957), and suspect that
rising skill demands may play an important role in explaining why nations tend to abandon
explicit discrimination as they develop economically. He suggests that three ongoing
developments –upskilling of the Chinese labor force, expansion of the share of Chinese firms
that face meaningful product market competition, and an increasing presence in China of firms
with some foreign ownership—may have powerful effects in reducing the incidence of
discriminatory job ads even in the absence of policy interventions. Whereas, Newman (2007)
argued that gender inequality influences workplace violence. Addressing gender discrimination
and violence simultaneously should be a priority in workplace violence research, workforce
policies, strategies, laws and human resources management training. This will go a long way in
making workplaces safer and fairer for the health workforce. This is likely to improve workforce
productivity and retention and the enjoyment of human rights at work. Finally, studies that
involve stakeholders throughout the research process are likely to improve the utilization of
results and policy impact. In addition based on his research, Taking action on the foregoing will
go a long way in making health systems safer and more gender-equitable for its workforce,
especially in increasing the enjoyment of human rights at work. This is in turn may increase the
productivity and retention of the health workforce. Finally, studies that involve stakeholders
through the research process are likely to improve the utilization of results and policy impact.
 Jacobsen (2011) stated that interesting challenge with a newfound respect for the
limitations of attempting a calculation of the sort found in this chapter, but also for the power of
undergoing such an attempt to concretize the costs involved in gender inequality worldwide. The
estimates presented in this chapter may strike some as large and some as small; they may strike
others as too radical and others as too conservative. Nonetheless they provide a starting point for
a debate on how much costs for gender inequality are we willing to bear, how much are we
willing to spend to reap the potential gains from decreased gender inequality, and how these
estimates might be modified by additional research and alternative conceptions of the challenge.
In her research entitled “Gender Inequality” in USA through the use of quantitative research.
However, Jayachandran (2014) stated that gender gaps in several domains are large in
developing countries. Should we expect these gender gaps to shrink and disappear over time? I
laid out several mechanisms through which, as countries grow, women’s lot should improve.
First, a sectoral shift away from agriculture toward services occurs. Second, technological
advances reduce the time needed for household chores. Third, the frequency and risk of child
bearing declines. Each of these factors increases women’s participation in the labor force, which
in turn increases human capital investment in girls and women’s personal autonomy. In research
entitled “The Roots of Gender Inequality in Developing Countries” in San Francisco, California
through the use of quantitative research.

Kanbur (2002) stated that the narrowly economic evidence can indeed be read as
supporting the view that gender inequalities (in education in other variables) are not large, that
they do not necessarily impede economic growth, and that in any case addressing gender
inequalities of power should receive less priority than more conventional economic
interventions. While those who hold these views could be dismissed as being in a minority, this
would be a mistake. Despite the impressive synthesis represented by World Bank (2001), such
views are more widespread than commonly realized, and are in any case intimately connected to
the nature of economic evidence and the framework for interpreting them. Taking the views
seriously leads to an interesting research and data collection agenda even in terms of
conventional economic analysis. In research entitled “Education, Empowerment and Gender
Inequalities” in USA through the use of quantitative research. In the other side, Hao (2012)
stated that the research has examined young Chinese people’s gender perceptions in many
diverse aspects. The results reveal both their perceptions of the reality and their gender values.
The majority of Chinese people have general acceptance of gender equality, although traditional
cultural values of gendered division of labor are still prevalent in many dimensions of gender
inequality. Women have more gender-equal values, beliefs and attitudes than men. Women see
more inequality and are also more pro gender equality than men. In research entitled “Chinese
People’s Perceptions of Gender Inequality” in China through the use of quantitative research.

Patcharin (2014) stated that puts forward the major conclusions of this research and
makes recommendations for practitioners. The growing interest in the study of women in
management is triggered by the increasing role that women are perceived to have in the labour
market. Over the past few decades, changes in demographic, social and economic forces have
resulted in a large increase in the number of women in paid employment around the world. And
she recommend that the newer generations, such as the Y generation, will be, hopefully, more
insistent on genuine equality in the workplace and assistance from their partners with childcare
and household tasks and acceptance of the choice not to become mothers. The challenges of
minority women need to be addressed with enthusiasm and sensitivity so that society can benefit
from their skills and experiences. Resolution of these concerns will do much to promote the
health and occupational well-being of all our citizens. In research entitled “A study on gender
inequality in Thailand : career experience of Thai female managers” in Australia through the use
of quantitative research. Based on the research of Orgad (2008) stated that on existing literature
and on the evidence of specific contributions made to the Commission across the economy,
politics, law and media and culture, we have been able to identify the depth and enduring
character of gender-based inequalities of position and power. We have explored how these
inequalities undermine existing rights, access to the law, fair representation in politics, realistic
portrayals in the media and culture, and continue to pose difficulties for managing paid work and
caring. And he recommend are framed in recognition of the following: Many of the changes we
propose require resources and the availability of these are dependent on political will. In turn,
that political will is premised on the institutional and social factors considered in the Politics
section, and also on government decisions regarding macroeconomic policy considered in the
Economics section. The influence of the media and other cultural institutions considered in the
Media section of this report also play a part. While our arguments are based primarily on the
value of fairness and the aspiration to gender equality as a matter of social justice, we make the
economic or business arguments for change where appropriate, and see no inconsistency in
appealing to both kinds of consideration. In research entitled “Confronting Gender Inequality” in
USA through the use of qualitative research.

Barclay et al. (2010) stated that stated that the gender equality has been accepted since
the acceptance of charter of United Nations in 1945. Most of the international agreements such
as ‘the Millennium Development Goals (2000)’ and ‘the World Conference on Human Rights
(1993)’ have highlighted the actions against inequitable actions. Gender equality is the primary
human right. Women have the rights to live in freedom and equal. Empowering women is an
effective tool for reducing poverty and improving development. In research entitled “Gender
Inequality and Socioeconomic Development” in Australia through the use of quantitative
research. Therefore, Kelsey (2012) stated that being a victor in the courtroom rather than a
victim in the workplace can be daunting and expensive task for a woman when faced with gender
discrimination. Unfortunately, filing a lawsuit may be the only option when effort, skill and
responsibility are no longer guarantees for an equal salary or decisions for advancement are
based on biased opinions rather than relevant, objective criteria. And she recommend the women
must collectively work together if they want their employers to treat them fairly based on their
merit. Knowledgeable, passionate, and organized woman can collectively dispel the myths used
to rationalize gender differences. In research entitled “Gender inequality: Empowering women”
in Texas through the use of qualitative research.

Brinton (2011) stated that the gender stereotypes are hard to break and, like it or not, we
are all prone to engaging in stereotyping at one time or another. It’s important to study our biases
and quantify inequality, such as the work conducted here at Harvard, so that we can understand
how to effect change. In both Japan and the United States, public policy is an important part of
increasing gender equality in the workplace and at home, but not all of it. And she recommend as
a society, we need to continue to encourage people to go beyond stereotypes and recognize the
contributions that each individual, male or female, can make to the workplace and to
relationships at home. In research entitled “Gender Inequality and Women in the Workplace” in
Cambridge, Massachusetts through the use of quantitative research. Whereus, Rivera (2014)
stated that gender inequality is not a new phenomenon. It has instead been a ubiquitous
characteristic of societies in evidence for millennia, though to varying degrees across countries
and over time. Here, too, research shows that some forms of gender inequality can slow
economic growth and development. In other words, in addition to the negative effects of gender
stratification on women’s relative capabilities and well-being more generally, there are societal
costs to continued gender inequality. In research entitled “Gender Inequality” in Philippines
through the use of quantitative research.

According to Niti Nagar et al. (2015) in his qualitative research entitled “A Study of
Gender Inequality in India” in India indicates that from the above factors, we can interpret that
economic, social, cultural, legal and political factors are responsible for gender inequality in
India. India needs to deactivate the gender Inequality. The needs of the day are trends where girls
are able not only to break out of the culturally determined patterns of employment but also to
offer advice about career possibilities that looks beyond the traditional list of jobs. It is surprising
that in spite of so many laws, women still continue to live under stress and strain. To ensure
equality of status for our women we still have miles to go. Man and Woman are like two wheels
of a carriage. The life of one without the other is incomplete. In his addition, there is a solution
of every problem. For reducing gender inequality in India, we should offer high level of
education to girls and increase women empowerment. We should also give them opportunity in
active politics & social activities so that social integration in Indian society can be made.
Government should make policies & strategies regarding stopping the sex identification &
abortions. However, in quantitative research of Terrell et al. (2017) entitled “Gender Differences
and Bias in Open Source: Pull Request Acceptance of Women Versus Men” in U.S.A stated that
in closing, as anecdotes about gender bias persist, it is imperative that we use big data to better
understand the interaction between genders. While our big data study does not definitely prove
that differences between gendered interactions are caused by bias among individuals, the trends
observed in this paper are troubling. The frequent refrain that open source is a pure meritocracy
must be re-examined.

In the quantitative research of Anderson (2010) entitled “The Effect of Increased Gender
Equality on Economic Growth in Developing Countries” in Sweden stated that The purpose of
this thesis was to investigate whether an increase in the level of human capital and an increase of
gender equality in the labor market affect developing countries’ growth rate and welfare. The
main findings in this thesis illustrate that there is a positive relation of increased levels of female
and male completion rates in primary school education on the economy. The estimated variables
on both female and male education meet its expected hypotheses. Whereas, in the quantitative
research of Wulansuri Sri (2003) entitled “Gender Inequality Perception: A Comparative Study
of Women in Japan and Indonesia” in Indonesia stated that in the beginning of this paper, this
study seeks to examine the ways in which gender inequality is perceived by women in Japan and
Indonesia by deploying sociological perspectives. He recommends it should also be pointed out
here that this finding has also revealed that in a comparison of Japan and Indonesia.