Impact of Gender on Employment

This essay explores the impact of gender on employment, discussing gender inequalities, discrimination, and its effects on workplace and productivity.

CULTURES, IDENTITY AND
DIFFERENCE

TABLE OF CONTENTS
ESSAY: impact of gender on employment.......................................................................................4
Conclusion.....................................................................................................................................10
REFERENCES..............................................................................................................................11
Online........................................................................................................................................12

TABLE OF FIGURES
Figure 1Percentage ratio of Equal job opportunities for Men and Women.....................................6
Figure 2 Perception of equal job opportunities for women by gender and age...............................6

ESSAY: IMPACT OF GENDER ON EMPLOYMENT
In this increasing globalization majority of firms are expanding their business globally. It
helps them in enhancing their business growth as well as market share. At the time of serving
any business globally it is being determined that their employment may get hampered due to the
several different reasons (Scott, Crompton and Lyonette, 2010). Two most common factors
which affect the overall employment is class of a person as well as gender. From a wellbeing as
well as equality perspectives, gender inequalities are regarded as a most common factor which
may leads to hamper the overall employment opportunities. It is highly essential for business
organizations to maintain their gender equalities. It is not just about economic empowerment but
it is a moral imperative (Lim and Envick, 2013). In this regards, this factor is considered as a key
factor in self-reported wellbeing and happiness across the world. By keeping this equality across
the world individuals can easily survive in this advanced and global world. There are number of
closely related arguments regarding gender gaps in employment. All of them present various
factors related to the non-equal pay, sexual harassment, gender biasness etc. it may takes place
due to the gender and work culture differences among men and women. In this regards, this
whole study is based on the impact of gender on employment. It clearly shows the effects on
workplace as well as employment about gender equality as well as inequality.
Firstly, it may cause a distortion on economy as do gender gaps in education. This factor
highly affects the overall growth of talented pool and reduces the average ability of the
workforce as well (Ridgeway, 2011). Secondly, the gender inequality in employment can reduce
economic growth via demographic factor. It is being identified that employment would be
associated with higher fertility levels which in turn reduce economic growth. It is regarded as a
major reason which reduces the economic growth and it would deprive countries to use female
labors. Third argument directly relates with the importance of female employment and earnings
for their bargaining power within families (Verheul and et.al, 2012).
There are several factors which highly affect the whole employment such as class,
society, gender, ethnicity etc. Among all these, gender is regarded as a major factor which might
leads to affect the employment due to the discrimination. In this regards, gender discrimination is
one of the most frequent type of employment violation. It totally affects the overall production of
the company due to the less employee engagement (Robb and Watson, 2012). However, the
impact of gender biasness on employment can be huge depending on the employee’s reaction.
4 | P a g e

Within this regards, it is being determine that this factor affects the overall progress as well as
production of company. It also develops a sense of negativity due to which work culture become
negative and employees are not able to perform their tasks more effectively. Whenever any
person gets discriminated against the gender then the whole work environment can become
tense. It also leads to decline production at the workplace (Akman and Mishra, 2010).
Although the term sex and gender often used interchangeably, they, in fact having several
authors presented their different definitions and having their distinct meanings as well. Sex is a
classification based on the biological differences such as differences between males and females
physically as well as those differences which are rooted in their anatomy. On the other hand,
gender is a classification based on the social construction (Else-Quest, Hyde and Linn, 2010). It
can be easily explained by the biasness due to the cultural variances. An understanding of the
importance of gender differences introduces the new dimensions into the appreciation of the
dynamic relationship. This has clearly shown by their family structures as well as labor market.
In this regards, gender differences are one of the biggest factors due to which employment get
hampered. It can also be define as a category according to which resources are distributed within
a particular social order (Castells, 2011). As per the several past research and findings it would
be more likely to say that gender is becoming a principle of allocation of power as well as
resources that is becoming more salient.
Majority of workers within the same workplace wants to work together as a team when
some of them are not treated equally with same dignity and respect due to the opposite sex. It
clearly shows the negative cause of gender on employment (Robb and Watson, 2012). It creates
a sense of demotivation and they are not able to perform their tasks more effectively. Workers
might response to a lack of fairness by not being able to work to the best of their abilities.
Moreover, one of the most common reasons which might leads to arise due to the gender
biasedness is conflicts. It naturally arises whenever workers get discriminated on the basis of
their gender. It leads to develop unfair treatment by management to certain employees and for
the same workers required to fight for equality in their place of employment (Karamessini and
Rubery, 2013). Although women represent a majority of population in several countries, they are
still minority in the U.S workforce. As per the Gallup's annual Minority Rights and Relations
poll it has been founded that women’s have equal job opportunities with men. Men’s are more
likely to believe that women have achieved equal opportunities in the workforce.
5 | P a g e

Figure 1Percentage ratio of Equal job opportunities for Men and Women
(Source: Gender Differences in Views of Job Opportunity, 2005)
The issues regarding gender and perception of gender issues at the workplace is clearly
straightforward and shows the inequality at workplace (Gender Differences in Views of Job
Opportunity, 2005). However, there are some other factors that significantly some age gaps have
also been viewed as a job inequality.
Figure 2 Perception of equal job opportunities for women by gender and age
6 | P a g e

(Source: Gender Differences in Views of Job Opportunity, 2005)
The whole employment job opportunities viewed by the perception of gender
discrimination. In this, the above graphical representation clearly shows that 45% of women’s
are getting equal job opportunities with all those women’s who are currently employees. On the
other hand, 67% of working men believe that women have equal job opportunities compared
with 49% of networking men (Webster, 2014). It clearly shows the positive response of women
while men’s are not satisfied with their job opportunities. It totally affects the overall
employment base and creates a sense of demotivation among men workers. However, leading
women’s are connected with several women empowerment programs but somewhere it is
developing a sense of declination towards the men’s job opportunities (Gender Differences in
Views of Job Opportunity, 2005).
Gender inequality sometimes called as a sex discrimination which is becoming most
popular problem globally. Women’s are the most commonly subject of the gender inequality at
workplace. It directly shows a step towards elimination from the modern workplace as well as
negatively affecting the whole workplace conditions and employment as well (McDowell, 2011).
As far as this topic is presented that how gender impacts on employment, it clearly is
presented by the gender inequality. In order to enhance employee engagement, a person must be
treated equally with sense of dignity at any type of employment. Sexual harassment is one of the
most common factors which lead to presents the effects of gender on employment. Harassment
can be defined as another form of gender inequality at workplace (Hegewisch and Gornick,
2011). Under this, employer may offer a bonus in exchange for sexual favors as well as making
various color jokes etc. are regarded as a major example of harassment. However, there are
several acts proposed by the government on the basis of which this discrimination can be
controlled such as: The Civil Right Act of 1964, The Equal Pay Act of 1963, The Equal
Employment Opportunities etc. These are some most common acts which bond workplaces to
maintain authenticity as well as dignity at the workplace (Deakin and Morris, 2012). There are
several other factors which show the gender biasness such as gender pay gaps continues around
the world. However, The Equal Pay Act of 1963 ended the practices of paying men more than
women at the time of performing the same jobs and duties. This act essentially prohibits wage
discrimination based on based on gender. It clearly states that organization should pay same
salary for all those workers who are performing the same work under the same condition
7 | P a g e

(Buddeberg-Fischer and et.al, 2010). In this particular criterion, this act follows the equality and
employers are not allowed to pay employees less than those of the opposite sex performing equal
work with equal skill and responsibilities as well.
There has been a progress in recent decades in engaging women in the global workforce
by recognizing their unpaid work. It is becoming highly essential for the organizations to ensure
that men and women may get equal opportunities and chances in order to generate and manage
their income (Karamessini and Rubery, 2013). It is the most prominent ways to enhancing the
development as well as maintaining their rights and self-esteem. From the several past data and
findings it has been founded that, in general women’s are working longer hours than men
whether they live in developing countries or in urban setting. One of the major problems faced
by several business organizations in the past years is related to the gender based discrimination
(Deakin and Morris, 2012).
With the help of adopting several best and fair practices just to overcome with the gender
biasness, it has been identified that women’s are getting increasing employment. It helps them in
enhancing their motivation level and they are able to support their families as well. In this
regards, millions of women have become successful entrepreneurs and also underrepresented in
the world’s board rooms (Scott, Crompton and Lyonette, 2010). Incorporating gender concern
into employment promotion is one of the most effective ways and contributes towards the
enhanced productivity as well as economic growth. In this concern, it positively hampers the
growth rate of business and helps them in maintaining sustainable development and reducing
poverty as well. As far as people getting more employment opportunities whether it is a man or a
women, country may attain huge success and growth by reducing the poverty (Webster, 2014).
As far as this research concerns it is being determined that gender is a factor which can
be positively supported by company as well as negative also. In case of having any type of
gender discrimination and negative support by employers poor work culture may take place
within an organization (Lim and Envick, 2013). As per the TNS research survey it is being
identified that, 68% of women believe that gender discrimination exists at workplace. They
found it very serious concern and determine that their whole performance depends on the gender
equalities as well as inequalities. In case of providing several equal opportunities without any
type of biasness on the basis of gender organizations might leads to develop high employee
8 | P a g e

engagement. It helps them in enhancing their productivity and profit margin as well as
developing positive brand image globally (Deakin and Morris, 2012).
On the other, in case of having any type of inequality might leads to develop destruction,
loss of productivity etc. Here, destructiveness may visible itself as physical violence against
others. All those people who found themselves discriminated on the basis of their gender; lose
their level of motivation and morale (Robb and Watson, 2012). They are not able to perform
their job responsibilities and roles effectively. In this regards, it can be determines that employee
engagement is one of the most crucial parts within any workplace. It is highly essential to boost
the morale of workers within their employment so that they feel motivated and give their best
towards the job (Else-Quest, Hyde and Linn, 2010).
In addition to this, it can be regarded that mainstreaming the gender perspective at all
level of policy is one aspect on the basis of which equality can be maintained at workplace and
among all types of employment (Akma and Mishra, 2010). There are several gender equality
policies which are likely to be effective if both men and women are being seen to actively
promoting for their efforts. In order to go through the effective mainstream, careful monitoring is
highly essential.
In addition to this, the past reports presents that the gender differences exists to a large
extent because women’s are still facing the bear of several unpaid tasks of daily life such as
household work as well as child care (Else-Quest, Hyde and Linn, 2010). In less developed
countries whenever women’s will enter into the labor market, they are more likely confined to
the most vulnerable jobs. However, employer plays a crucial role in supporting every individual
at the workplace. Majority of them are requires to contribute towards the better possibilities to
combine work and family responsibilities. On the basis of this more women’s can be promoted
for attaining several job opportunities (McDowell, 2011). However, except the family
commitments many female professionals found it difficult to climb the career ladder due to the
existing discrimination policies. Tension between both the work and family life are regarded as a
biggest puzzle for employment whenever it comes to gender. Within the different countries after
finding the impact the gender inequality it has been founded that government across the world
plays a most important role. They have developed several policies in order to overcome with the
problem regarding inequality and promoting equality at workplace (Scott, Crompton and
Lyonette, 2010). They believe that providing equal opportunities in public service with the
9 | P a g e

government act as a role model for other employers. It motivates them to provide same equal
opportunities to their workers. With the help of this, they are able to develop positive work
culture within an organization easily enhances the level of employee engagement (Akman and
Mishra, 2010).
From the above whole discussion it has been identified that gender is a key factor which
might leads to serve equalities as well as inequalities at workplace (Karamessini and Rubery,
2013). However, there are several ways on the basis of which organizations can easily overcome
with the inequality problems such as: Various developed and underdeveloped countries should
introduce several measures on the basis of which they can monitor the progress on female
representation on boards of listed companies. In addition to this they can also provide good
quality affordable childcare to all parents and paid maternity leave as well for mother’s
employment. It is the most effective way which encourages the more equal sharing of parental
leave (Verheul and et.al, 2012).
CONCLUSION
From the above study it has been founded that there are several negative effects of gender
on employment. Due to the gender discrimination, employees are not able to perform their tasks
more effectively and it becomes a major reason for reducing the market share of company.
Further, it has been articulated that on the basis of gender whole employment gets affected. For
the same, organization requires developing and addressing the cultural barriers as well as various
findings which show the role of women in society. These are some of the most effective way on
the basis of which quality can be maintained within any organization and negative impact of
gender on employment can be reduced.
10 | P a g e

REFERENCES
Books and journals
Akman, I. and Mishra, A., 2010. Gender, age and income differences in internet usage among
employees in organizations. Computers in Human Behavior. 26(3). pp.482-490.
Buddeberg-Fischer, B. and et.al., 2010. The impact of gender and parenthood on physicians'
careers-professional and personal situation seven years after graduation. BMC Health
Services Research. 10(1). p.1.
Castells, M., 2011. The power of identity: The information age: Economy, society, and culture.
John Wiley & Sons.
Deakin, S.F. and Morris, G.S., 2012. Labour law. Hart publishing.
Else-Quest, N.M., Hyde, J.S. and Linn, M.C., 2010. Cross-national patterns of gender differences
in mathematics: a meta-analysis. Psychological bulletin. 136(1). p.103.
Hegewisch, A. and Gornick, J.C., 2011. The impact of work-family policies on women's
employment: a review of research from OECD countries. Community, Work &
Family. 14(2), pp.119-138.
Karamessini, M. and Rubery, J., 2013. Women and austerity: The economic crisis and the future
for gender equality. Routledge.
Lim, S. and Envick, B.R., 2013. Gender and entrepreneurial orientation: a multi-country
study. International Entrepreneurship and Management Journal. 9(3). pp.465-482.
McDowell, L., 2011. Capital culture: Gender at work in the city. John Wiley & Sons.
Ridgeway, C.L., 2011. Framed by gender: How gender inequality persists in the modern world.
Oxford University Press.
Robb, A.M. and Watson, J., 2012. Gender differences in firm performance: Evidence from new
ventures in the United States. Journal of Business Venturing. 27(5). pp.544-558.
Scott, J.L., Crompton, R. and Lyonette, C., 2010. Gender inequalities in the 21st century: new
barriers and continuing constraints. Edward Elgar Publishing.
Verheul, I. and et.al., 2012. Explaining preferences and actual involvement in self-employment:
Gender and the entrepreneurial personality. Journal of Economic Psychology. 33(2).
pp.325-341.
Webster, J., 2014. Shaping women's work: Gender, employment and information technology.
Routledge.
11 | P a g e

Online
Gender Differences in Views of Job Opportunity. 2005. [Online]. Available through: <
http://www.gallup.com/poll/17614/gender-differences-views-job-opportunity.aspx>.
[Accessed on 9th May 2016].
12 | P a g e