Gender Discrimination at Work: A Literature Review and Analysis

This literature review examines the issue of gender discrimination in the workplace, focusing on the impact of gender stereotypes, organizational policies, and work-life balance. The review analyzes studies by Bobbitt-Zeher (2011) and Heilman & Caleo (2018), highlighting how gender discrimination can manifest in hiring, promotion, and overall work environments. It emphasizes the need for employers to monitor and address discriminatory practices to foster equality. The review suggests future research should focus on strategies to combat gender-based inequality both within and outside of the workplace. The studies referenced provide insights into the complexities of gender discrimination and the importance of creating equitable environments.

Literature review on Workplace based Gender Discrimination
Student Details

Literature Review: Gender Discrimination at Workplace
In certain occupations on the job, gender discrimination throughout the workforce is a
challenging problem. For females, certain harmful gender differences are deliberately
or unintentionally introduced by others can be termed as harmful. According to Bobbitt and
Zeher in their study, as the recruitment, selection, compensation, and advancement of each
individual that influence corporate processes such as policy, implementation and decision
making, they must therefore insure that there are some form of gender discrimination (Bobbitt-
Zeher, 2011). The present thesis analyzes the variables underlying the gender disparity
throughout the general workforce by analysis of the literature.
Gender disparity study has demonstrated the prevalence of gender discrimination throughout the
work life of women. Earlier studies have shown that organizational stereotypes may lead to
gender discrimination. Work-life balance is perceived to be a critical component of a stable work
environment, its distribution of sufficient responsibility including transparency for all forms of
gender, the elimination of outdated views regarding gender disparities, etc. may help
in reducing gender-based inequality at the workplaces. According to Heilman and Caleo in 2018
on an average, in every workplace, many women have been physically as well as mentally
discriminated. They discussed how the absence of a fit model can be utilized by companies as a
structure to recognize the procedure that facilitates gender based discrimination in service
decisions including the identification of intervention tactics to fight with the same (Heilman &
Caleo, 2018).
It is the employer's duty to keep a close eye on such issues at such an early stage to avoid women
from being discriminated on any level, and that is not only for females, but also for all types of
gender discrimination. Future studies can look forward to research about the measures that can
be taken by management or individuals to avoid gender based inequality at workplace as well as
outside it.
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Bibliography
Bobbitt-Zeher, D., 2011. Gender Discrimination at Work: Connecting Gender Stereotypes,
Institutional Policies, and Gender Composition of Workplace. Gender and Society, 25(6),
pp.764-86.
Heilman, M.E. & Caleo, S., 2018. Combatting gender discrimination: A lack of fit framework.
Group Processes & Intergroup Relations, 21(5), pp.725-44.
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