Women Discrimination in Workplace: Causes, Effects and Solutions

This report explains the current ratio of female to male in fulltime earning, how discrimination has contributed to such ratios, what causes discrimination In workplace, how it can affect women’s performance in workplace and possible solutions to end women discrimination in workplace.

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Table of Contents
ntrod ctionI u .................................................................................................................................................3
iterat re re ieL u v w.........................................................................................................................................3
ea on or omen di criminationR s s f w s .........................................................................................................3
1. iolo ical di erence and re pon i ilitieB g ff s s s b s...................................................................................3
2. d cational economic and ocial c lt re ca eE u , s u u us s........................................................................4
o di crimination can a ect omen per ormance on oH w s ff w f j b....................................................................4
t increa e con lict and ten ionI s s f s ..........................................................................................................4
o morale and prod cti itL w u v y...............................................................................................................5
ealt i e more li el to occ rH h ssu s k y u .......................................................................................................5
T e po i le ol tion to omen di criminationh ss b s u s w s .....................................................................................5
1. d cation and traininE u g.................................................................................................................5
2. orm lation o irin and promotion policieF u f h g s.............................................................................5
3. ollo in t e laF w g h w.........................................................................................................................6
4. nloc o o e mentation in t e or placeU k f j b s g h w k .............................................................................6
e lt and indinR su s f gs.....................................................................................................................................7
i c ion and concl ionD s uss s us .........................................................................................................................7
e erenceR f s...................................................................................................................................................9

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Introduction
Over, the past 60 years, the ratio of female to male in full time earning has drastically
changed. The issue of gender equality is one of the key factors that have positively contributed to
the change of ration of female to male in fulltime earning to change. In the past, women used to
be considered as housewife sources of cheap labor back in homes. Men were allowed to go out,
and as regarded as headmen’s in the families, they had an obligation to cater for family needs.
This therefore attributed to un-proportionality in the ration of female to male in full-time
earnings with the female being lesser than male. Discrimination is the key factor that has
attributed to a few women in full-time earnings than men, this report is an explanation from
research basis on the current ratio of female to male in fulltime earning, how discrimination has
contributed to such ratios, what causes discrimination In workplace, how it can affect women’s
performance in workplace and possible solutions to end women discrimination in workplace.
Literature review
The number of women in full-time jobs has reduced and is lower compared to the number
of full-time payroll schemes. This Is due to gender inequality and discrimination in the
workplace and during job selection. Men are mostly preferred than women and therefore making
some women in these workplaces very few.
Reasons for women discrimination
1. Biological differences and responsibilities
One of the major reasons why women are few in workplaces is due to the notion of the
existing biological differences between male and female. Its true male and female differ

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regarding biological makeup, responsibilities, and structure. However, this is not a justification
that their capabilities differ. The belief that women are to some handicapped by obligated
biological responsibilities makes them less represented in the workplace. Women tend to have
more responsibilities ranging from childbearing, breastfeeding, and upbringing children which
require close attention. This makes their availability for job responsibilities very wanting, and in
most cases, they are always multitasking and therefore can’t offer the best while at their jobs due
to the many maternity leaves and breaks requested. This, therefore, makes men more preferable
in fulltime job opportunities than women thus causing a sense of discrimination. (Sharma, 2016)
2. Educational, economic and social culture causes
They state that knowledge is power. Many cultures in the world for the past have been
practicing some social cultures that do not favor the girl child access to education. This,
therefore, exposes women risk of lacking enough knowledge and literacy which is a key
requirement for job recruitment. (Quain, 2018) Men are better placed in respect to this factor and
thereby makes men more represented since they are given a chance to learn and get enough
knowledge and skills.
Regarding economics, it was believed that women are weak economically and have to
depend on men for their upkeep. Women were considered as persons responsible for home
chores and this greatly contributed to gender discrimination in the workplace since women did
not get chances to get educated and given room to showcase their potentials. (Kenan, 2010)
How discrimination can affect women performance on the job
It may seem a minor issue to practice gender discrimination in the workplace and fulltime
jobs. However, this may negatively affect one's organization due to the negative effects that
women discrimination can have on job performance. The following are some of the effects.

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It increases conflict and tension
Women tend to be low tempered and rarely withstand discrimination. When they notice
that their contribution in the workplace is not being appreciated compared to others, they tend to
raise conflicts which causes tension. Instead of performing daily assigned responsibilities, the
relevant parties will be coming in resolution with these conflicts and these negatively affect the
organizational productivity. (Quain, 2018)
Low morale and productivity
Women discrimination leads to low motivation. If they are less motivated to work, this
means poor performance and can end up resigning or withdrawing their services in full-time
jobs. This, therefore, explains why the ratio of the female is less than that of a male in full-time
earnings. (Agadoni, 2018)
Health issues more likely to occur
Women’s bodies are generally not able to withstand some emotional issues. One of the
issues that can attribute to emotional discomfort in a case of workplace discrimination In the case
of women. Emotional challenges can lead to stress and depression for women undergoing
discrimination in the workplace. With physical and mental workplace, women end up being sick
with a disease such as hypertension and depression which do not allow them being on the job
fulltime. (MacGill & Stephens, 2017)
The possible solutions to women discrimination
1. Education and training
It’s important to educate women and senior leadership on the effect of women
discrimination. They should be made aware of all benefits of gender equality in the workplace
including diversification in ideas and connection with access to customers. Actually, women play

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a good role in attracting customers and therefore discriminating against them is a start of an
organizational downfall. (Segal, 2015)
2. Formulation of hiring and promotion policies
This method is a solution to any reason related to discrimination that can prevent women
from getting hired or being promoted to fulltime income jobs. Labor movements and human
resourced department should come up with such policies, and candidate selection should be
based on qualification and not gender biasness to favor male.
3. Following the law
The law speculates that it’s very unlawful to practice gender discrimination in workplace and
job selection. Actually, due to the many issues relating to women discrimination, most laws
require that out 100% work representation regarding male and female, a third of these workers
should be female workers. This step will help prevent women discrimination in the workplace.
(Root III & George, 2017)
4. Unlock of job segmentation in the workplace
Job segmentation encourages diversification in all perspectives. This includes appreciating
gender diversification. It’s important for managers to know that all employees are very important
and serve a good purpose towards the achievement of organizational goals. (Ramanathan, 2016)

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Results and findings
(Institute for womens policy research, 2015)
The following results could be recorded from a study conducted on the gender earnings ratio
between the year 1955 and year 2014.
 61.3 % of women workers fulltime all year compared to 73.9 of men
 There is the difference in hourly wages and number of hours worked in each year in both
earning rations for weekly a fulltime workers and year-round, full-time workers
 Women if all major racial groups and different ethnic groups are less than men of the
same group
 Asian American workers as a group have the highest median annual earnings
Discussions and conclusion
In respect to the above results and findings, it’s evident that women representation in full-
time jobs is lesser than men’s representation. Moreover, in comparison with studies that may

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have been conducted as evidenced in the literature review, these data portray some similarities
within the last 60 years regarding female to male ratio of representation in fulltime income jobs.
However, there are some differences according to the study leading to the results above. When
considering the Asian American worker's income graph readings, it’s noted that both women and
male showcase the highest median annual earnings. This is an indication that education and
training is a tool to solve the issue of women discrimination. Both Asian American men and
women group are having an 81.9 % earning in the year 2014. (Blau & Kahn, 2017) These
findings are very important since they help manager and human resource to determine the need
for each gender in workplace productivity.

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