Running Head: GENDER INEQUALITY IN THE WORKPLACE 1

Gender Inequality In the Workplace

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Gender Inequality In the Workplace

Introduction

For over a decade, gender inequalities have been a problem globally. These disparities

have been witnessed in various aspects of life, culture, politics occupation, family, relationships,

and economy. Bruckmüller (2020) details gender inequality as a woman's disadvantage and often

a man’s advantage. It is therefore notable that women are affected most by gender disparities

especially in the workplace. The paper discusses gender inequities, stereotypes, and areas of

inequalities in the workplace and possible mitigation strategies.

Despite the meticulous efforts that have been made over the years, gender inequality is

still ubiquitous. I would be turning a blind eye to significant issues that need to be addressed if I

instigated that significant progress has been made to a point that gender inequality isn’t an issue

anymore. Yes, significant progress has been made with policies in place to advocate for the

rights of women but still, there are areas requiring attention. Barger (2021) emphasizes the need

to understand why gender inequalities continue to be pervasive in order to minimize stereotypes,

reduce wage gaps, and achieve equal distribution of opportunities.

Gender stereotypes

Gender inequality in all works of life dates back to many years ago. With the recognition

of the need for equality, there have been significant changes. Women have gained recognition

and the future gets brighter every other day. However, discrimination in the workplace on the

basis of gender continues to require special attention.

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Gender- Typed Work

To date, gender stereotypes continue to exist. In his study on gender stereotypes and

gender-typed work Clarke (2020) found that organizational hierarchy in the workplace continues

to be segregated by gender inequalities therefore directly affecting status and pay. These

discriminations also affect occupation and therefore bringing about dominance. Labeling of

occupations and division of duties based on gender needs to be a thing of the past. The notion of

predetermined career choices for both genders affects both women and men in whichever

trajectory they choose to take.

Wage Gap

It is absurd that wages and salary rewards are still affected by gender disparities. You

would be surprised or rather would not, to find that women holding the same position as their

male counterparts earn a lower salary. McAuliffe(2019) reports an average of 18% percent

difference in wage Gap between men and women.

Leadership

Women increasingly taking up leadership positions in a male-dominated environment is

such a good thing to note. However, as they do so they are faced with significant obstacles and

stereotypes. Equal representation of both genders in leadership positions and workplaces would

eradicate the stereotypical view of women in leadership positions.

Sexual harassment

Significant efforts like the MeToo movement started by Tarana Burke and # timesUp

have shade light on sexual harassment in the workplace. However, the risk for sexual harassment
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in many workplaces have not been done away with completely. Recognizing and appreciating

the consequences of sexual harassment is critical. Many victims suffer physical , psychological

and emotional traumas affecting the general well being and also productivity.

Conclusion

Women can do the job at hand just as a man can, increase in the number of women in

leadership and workforce is a good trajectory in ending gender inequalities. There has been great

progress in law making but that is not all. The existing laws and policies protecting women from

these disparities should be reviewed and implemented. The efforts directed towards ensuring

equality in the workplace will be futile without awareness creation and efforts to voice the

inequalities in order to create a deeper understanding of the matter. I totally appreciate the fact

that these issues are not discussed enough and we should normalize these talks. More efforts

need to be put into utilization of existing platforms and movements to address these inequalities.

With strategies in place, we need to consolidated our efforts in order to ensure equality in all

works of life.
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References

Bruckmüller, S., & Braun, M. (2020). One group’s advantage or another group’s disadvantage? How

comparative framing shapes explanations of, and reactions to, workplace gender

inequality. Journal of Language and Social Psychology, 39(4), 457-475.

Clarke, H. M. (2020). Gender stereotypes and gender-typed work. Handbook of Labor, Human

Resources and Population Economics, 1-23.

McAuliffe, R. (2019, Oct 07). That’s debatable: The gender wage gap exists. University Wire Retrieved

from https://search.proquest.com/wire-feeds/that-s-debatable-gender-wage-gap-

exists/docview/2303095385/se-2?accountid=8361