As relating to the issues discussed above, women are particularly looked down when it comes

to representing leadership position. Until today’s date, there are many employers that are
influenced by gender stereotypes. Especially when it comes to specific skill jobs such as
technical and administrative departments. It’s being believed that women perceived to be
more competent and suitable for administrative and desk work. Employers stamp women are
seen as emotional as and less competent than men, who possess more masculine traits that are
more attractive at the workplace, such as being charismatic, intelligent, and in control of their
emotions.

According to Article 8(2) of Federal Constitution of Malaysia. It states that here shall be no
discrimination against citizens regardless of religion, race, and descent, place of birth or
gender in any law. This proves that women cannot be discriminated by any factor of gender,
disabilities or age. In the case of Noorfadilla Binti Ahmad Saikin v Chayed Bin Basirun &
Others. This case is about a person who had accepted the offer to be a temporary teacher at a
government school. The moment the employer knew that she was pregnant, the employer
voided the offer. Noorfadilla appealed to the court for interests, damages and costs. The
parties who were being sued included the officer, Federal Government, Education Minister
and Education Director General. According to the Malaysian’s obligation under the
convention of the Elimination of all forms of discrimination against women. This case
comprises of direct discrimination which uses pregnancy to stop women from working and
indirect discrimination whereby men and women are not treated equally. It can be concluded
that the law guarantee everyone equality.

Moving on to next issue which is age discrimination. Age discrimination is a significant issue
that affects that women in employment, particularly as they get older. Women often face
challenges and biases related to their and age and gender. Age discrimination against women
can have detrimental effects on their economic security, self-esteem and overall well-being. It
can extend gender inequalities and reinforce societal expectations that value women primarily
or their youth and physical appearance rather than their skills, knowledge and experience.

This can be seen in the case of Smith V XYZ Corporation. Mary smith is a highly qualified
and experienced employee worked for XYZ Corporation or over 20 years. As she approached
her late 50’s, she noticed a change in the way she was treated by her superiors and
colleagues. Despite her excellent performance and proven record, she was repeatedly passed
for promotions in favour of younger, less experienced male candidates. Mary began to
suspect that she was a victim of age and gender discrimination.

She felt that she had been unfairly treated, Mary decided to take legal action against XYZ
Corporation. She filed a lawsuit alleging age discrimination under the relevant employment
laws and regulations. Mary’s case focused on providing evidence that the company’s
promotion practices systematically favoured younger male employees, while qualified older
women like herself being discriminated against. The court reviewed the evidence presented
by Mary including the performances record, internal communications and testimonies from
other employees who had witnessed discriminatory practices. The court found that XYZ
Corporation’s promotion decisions had indeed been influenced by age and gender biases.

The court ruled in favour of Mary, determining that XYZ Corporation had violated the law by
engaging in age and gender discrimination. As result, Mary was awarded back pay,
reinstatement to a higher position and compensation for emotional distress caused by the
discrimination she endured.