Gender Inequality and Sexism in Management

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Introduction:
The concept of sexism and the gender inequality is achieving greater significance in
the modern world of business and that is pretty evident with the increased urgency amongst
the management of the organizations regarding the formation of the various provisions in the
employees’ code of conduct related to the appropriate behaviour inside the workplaces.
Along with this, the initiation of the various activities for the improvement of the awareness
amongst the employees regarding the suitable behaviour towards the employees of the other
gender provides significant information regarding the increased consideration of the
management of the modern organizations towards the effective management of the gender
inequality. Haraway and Goodeve (2018) commented that the strong sense of feminism, in
many cases has the potential to affect the smooth and effective organizational or corporate
culture of the companies. However, Williams (2013) claimed that many of the modern
organizations are seen to be affected by the gender inequality in a significant manner. In
order to clarify the stand, Williams (2013) further added that the biased decisions from the
part of the managers responsible for the evaluation of the performances of the employees and
the inappropriate influences of the gender of the female employees have the potential to result
in faulty assessments of the performances of the employees.
The biased performance evaluations along with recognising and rewarding the
improper individuals has the possibility of creating significant amount of job dissatisfaction
amongst the employees of the organizations. Karim and Arif-Uz-Zaman (2013) stated that the
inappropriate performance evaluation and rewarding the improper individuals have the
potential to influence the deserving candidates towards approaching the unethical means of
the business activities. Hence it is evident that the gender inequality is a major social issue
which has the potential to become a threat for the sustainable business operations in the
modern business world. The paper is focused in the elaboration of my stand regarding the

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gender inequality. For the effective elaboration of the stand point regarding the sexism and
the gender inequality, the concept of the feminism is discussed throughout the paper. The
concept of feminism provides a strong basis for understanding the cause of the issue. Along
with that, the paper provides significant information in relation to the literature of the issue.
Literature Review:
From the analysis of the scoping paper, it is evident that the impact of the benevolent
and the hostile sexism is pretty significant in the various cases of the gender inequality.
Fincher (2016) commented that it is important to understand the definition of the gender for
achieving the knowledge regarding the context of the gender inequality. . Fincher (2016)
further added that one of the main characteristics that classifies the human beings is
considered as gender. Kleven, Landais and Søgaard (2018) considered it as a form of the
social recognition for the individuals. Massey (2013) shared an important insight with the
claim that, the classification of the works and the responsibilities for managing the diversified
works are significantly influenced with the differences in the genders. Connell (2013)
portrayed the fact that the gender of individuals has greater significance in the formation of
the personality of the individuals. Connell (2013) further added that the female individuals
have a proactive sense of taking the responsibilities for the management of the household
operations and along with that, the responsibilities of being a mother, daughter or sister of
someone.
On the other hand, the male individuals have the necessity of playing the role of a
father, son or husband where the main objective for them will be to make sure that they
provide the financial and physical safety to their family members. Hence, it is pretty evident
that, with a particular gender, people have a measure of the roles and the responsibilities of
the individuals. Having said that, Eckert and McConnell-Ginet (2013) also claimed that, in

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modern generation, exceptionality is pretty prominent. Considering the importance of the
culture in the modern organizations, it becomes important for the managers to have the
sustainable approach towards each and every individuals irrespective of the gender of the
individuals. Kristan et al. (2016) stated that the impact of the bias in the performance
evaluation of the employees has the potential to create considerable amount of vulnerability
in the business operations of the organizations. Koskinen Sandberg (2017) highlighted that
many of the managers of the modern organizations are seen to have a tendency of getting
influenced by the gender of the employees and that is pretty visible with the selection of the
tasks for both male and female employees inside the organizations. Bohnet, Van Geen and
Bazerman (2015) stated that many of the organizations specifically from the engineering
genre have a tendency of recruiting the male candidates as they hold a perception that the
engineering operations require muscular strength which will beyond the capabilities of the
female employees. Along with that, many of the organizations consider that the strengths
based tasks are to be allocated to the male employees instead of the female employees which
in many cases prepares the basis for the gender bias approach.
Haselton, Nettle and Murray (2015) claimed that the reflection of the gender bias
nature of the task allocation becomes prominent even in case of recognising the good work of
the employees. Several market researchers claimed that the managers, responsible for the
evaluation of the performances of the employees generally do not have any sort of additional
provisions for the evaluation of the difficulty of the operations that the employees have
performed and that restricts them from recognising the added efforts that the male employees
provided. Under such situation, the female employees with the limited efforts have the
possibility of getting improved recognition and rewards from the part of the management.
Faccio, Marchica and Mura (2016) highlighted a crucial factor with the claim that the
managers of the modern organizations are seen to be affected by the gender of the employees