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Journal articles on the topic 'Gender discrimination'

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Published: 4 June 2021
Last updated: 29 July 2024

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1

Honig, Carlye. "Gender discrimination." Science and Public Policy 20, no. 1 (February 1993): 60–61. http://dx.doi.org/10.1093/spp/20.1.60.

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2

Marjit, Sugata, and Moushakhi Ray. "Gender Discrimination, Competition and Efficiency." Review of Development and Change 27, no. 2 (December 2022): 137–49. http://dx.doi.org/10.1177/09722661221136405.

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The standard literature on discrimination in labour market discusses discrimination-generated inefficiency at the firm level which cannot be sustained under competition. As competition gets intense, firms would be more disciplined and would be forced to refrain from practising discrimination. This forms the core of the pioneering works by Becker (1957) and Arrow (1973). In this article, we argue that when firms are heterogeneous in terms of productivity, some of the more efficient firms can easily survive practising discrimination and only relatively inefficient firms will quit the market. Thus, incentives to discriminate, if any, would be greater for more efficient firms. Once they survive, measured efficiency of the market would, in fact, increase. Thus ironically, discriminating industries would exhibit higher efficiency. This article shows that, in a model with heterogeneous firms, a competitive market system cannot eliminate the problem of discrimination. Thus, competition and discrimination may coexist.
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3

Mohapatra, Ashis. "Gender Discrimination in Odisha: an Overview." International Journal of Scientific Research 2, no. 5 (June 1, 2012): 569–70. http://dx.doi.org/10.15373/22778179/may2013/195.

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4

Foley, Sharon, Hang-yue Ngo, Raymond Loi, and Xiaoming Zheng. "Gender, gender identification and perceived gender discrimination." Equality, Diversity and Inclusion: An International Journal 34, no. 8 (November 16, 2015): 650–65. http://dx.doi.org/10.1108/edi-05-2015-0038.

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Purpose – The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace. Design/methodology/approach – Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses. Findings – The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination. Practical implications – The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions. Originality/value – This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.
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5

Bhattacharyya, Moumita Ghosh. "Gender and Discrimination." Contemporary Voice of Dalit 4, no. 2 (July 2011): 227–44. http://dx.doi.org/10.1177/0974354520110208.

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6

Qiaozhen, Liao. "Critical Analysis on Gender Discrimination in Advertising." Scholars Journal of Arts, Humanities and Social Sciences 4, no. 7 (July 2016): 836–38. http://dx.doi.org/10.21276/sjahss.2016.4.7.13.

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7

ASHAPPA, DR CHINNA. "Gender Discrimination and Equal Rights of Women." Paripex - Indian Journal Of Research 3, no. 4 (January 15, 2012): 242–43. http://dx.doi.org/10.15373/22501991/apr2014/77.

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8

FARADILLA, ANDINTYA. "THE EFFORTS OF FEMALE CHARACTERS FIGHT AGAINST GENDER DISCRIMINATION REVEALED IN HIDDEN FIGURES MOVIE." Dinamika Bahasa dan Budaya 15, no. 2 (July 31, 2020): 1–14. http://dx.doi.org/10.35315/bb.v15i2.8182.

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ABSTRAK This study reveals kinds of gender discrimination experienced by female characters and their efforts against gender discrimination in Hidden Figures movie by Theodore Melfi. The purpose of this study is to find kinds of gender discrimination happen towards female characters and their effort to against gender discrimination based on power feminism which applied in this problem to show that they are strong female character. In analyzing the movie the researcher applied qualitative method and applies feminism approach especially liberal feminism theory by Naomi Wolf (1997). The data were collected by reading the movie script comprehensively and identify the utterances based on the problems. After that the data were analyzed by applying Wolf’s theory. The results show that the female characters experience gender discrimination in work and gender discrimination in education because their gender as woman. Meanwhile although the female characters experience gender discriminations, the female characters in Hidden Figures movie also shows their power to have equal rights such as rejecting the help of man and proving themselves to be capable of man’s work, making direct verbal objection and protest toward male character, explaining about the importance of woman in work place, and also taking legal solution to fight for the fairness in education. The efforts apply power feminism concepts as Wolf suggest. Key words: Gender discrimination, liberal feminism, power feminism
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9

Sharma, Indu. "Gender Discrimination and Status of Women in India." Contemporary Social Sciences 27, no. 1 (January 1, 2018): 105–14. http://dx.doi.org/10.29070/27/57220.

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10

Khorasani, Soheil Dastmalchian. "Gender Discrimination or Respect?" European Journal of Social Sciences Education and Research 10, no. 2 (May 19, 2017): 115. http://dx.doi.org/10.26417/ejser.v10i2.p115-118.

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In recent years, sociologists pay special attention to the challenging issue of sexual discrimination which has been converted to a hot topic nowadays. The main issue is why women are inhibited to attend in a special socio cultural events despite of presence law, rule and regulation in that area. So, in order to find out the answer of this question, the authors decided to conduct an analytic short communication using a search in the literature. As the main problem was emerged in Iran, besides reviewing International documents and conventions allocated to women, national – Iranian- literature such as academic papers, reports, newspapers and magazines were also searched. Comparing the written documents to real situations showed inconsistency; because although there was no limitation for participating women in such activities, the execution of laws has been failed. The barriers seem to be categorized in Macro and Micro levels which could be resolved by clarifying, defining and planning specific strategies in their related area. Obviously, in depth exploration of the major concept need qualitative studies.
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11

Raju, Dr E. "Gender Discrimination in India." IOSR Journal of Economics and Finance 2, no. 5 (2014): 55–65. http://dx.doi.org/10.9790/5933-0255565.

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12

Adriana, Prodan, and Irina Manolescu. "Gender discrimination in Romania." Journal of Organizational Change Management 19, no. 6 (November 2006): 766–71. http://dx.doi.org/10.1108/09534810610708422.

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13

Loder, Natasha. "Gender discrimination ‘undermines science’." Nature 402, no. 6760 (November 1999): 337. http://dx.doi.org/10.1038/46379.

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14

Bystydzienski, Jill M., and Barbara Łobodzińska. "Poland: Gender Discrimination Unrecognized." Humanity & Society 22, no. 3 (August 1998): 290–312. http://dx.doi.org/10.1177/016059769802200305.

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15

Bobbitt-Zeher, Donna. "Gender Discrimination at Work." Gender & Society 25, no. 6 (December 2011): 764–86. http://dx.doi.org/10.1177/0891243211424741.

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16

Mehrotra, Santosh, and Sushma Kapoor. "Gender Discrimination in Asia." Global Social Policy: An Interdisciplinary Journal of Public Policy and Social Development 9, no. 1_suppl (April 2009): 197–205. http://dx.doi.org/10.1177/1468018109106891.

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17

Khorasani, Soheil Dastmalchian. "Gender Discrimination or Respect?" Humanities Today: Proceedings 2, no. 1 (April 1, 2023): 28–33. http://dx.doi.org/10.2478/htpr-2023-0003.

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Abstract In recent years, sociologists pay special attention to the challenging issue of sexual discrimination which has been converted to a hot topic nowadays. The main issue is why women are inhibited to attend in a special socio cultural events despite of presence law, rule and regulation in that area. So, in order to find out the answer of this question, the authors decided to conduct an analytic short communication using a search in the literature. As the main problem was emerged in Iran, besides reviewing International documents and conventions allocated to women, national – Iranian- literature such as academic papers, reports, newspapers and magazines were also searched. Comparing the written documents to real situations showed inconsistency; because although there was no limitation for participating women in such activities, the execution of laws has been failed. The barriers seem to be categorized in Macro and Micro levels which could be resolved by clarifying, defining and planning specific strategies in their related area. Obviously, in depth exploration of the major concept need qualitative studies.
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18

A, El Badry, Allam H, and Soliman S. "GENDER DISCRIMINATION AMONG PHYSICIANS." Egyptian Journal of Occupational Medicine 48, no. 1 (January 1, 2024): 63–74. http://dx.doi.org/10.21608/ejom.2023.231755.1314.

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19

McKnight-Compton, Karen. "A Case of Gender Discrimination? Benchmarking Gender Discrimination Policies in Public Works." Public Works Management & Policy 2, no. 2 (October 1997): 115–20. http://dx.doi.org/10.1177/1087724x9700200201.

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In November 1996, California voters passed the controversial California Civil Rights Initiative (Proposition 209) to abolish race- and gender-preference programs by amending the state constitution. Although the constitutionality of this initiative is being debated in court and the final outcome is still to be decided, the potential impact of such legislation is widespread within the public works agency administration. Historically, public works agencies have developed and defined their workplace protection policies by referencing laws or regulations that were designed to protect employees. However, in the face of initiatives such as Proposition 209, this type of referencing may facilitate gender and/or racial discrimination. This article examines the implications of “incorporation by reference” and alternative methods of effective policy development.
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20

KELAN, ELISABETH K. "GENDER FATIGUE -- CAMOUFLAGING GENDER DISCRIMINATION IN ORGANIZATIONS." Academy of Management Proceedings 2008, no. 1 (August 2008): 1–6. http://dx.doi.org/10.5465/ambpp.2008.33645060.

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21

Snizek, William E., and Cecily C. Neil. "Job Characteristics, Gender Stereotypes and Perceived Gender Discrimination in the Workplace." Organization Studies 13, no. 3 (July 1992): 403–27. http://dx.doi.org/10.1177/017084069201300305.

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This study examines the processes underlying gender discrimination in a large Australian government research organization. It is specifically concerned with discrimination that occurs after the initial assignment of employees to career streams or ladders has occurred. When questioned, 37 and 41 percent of the women surveyed stated that they had regularly experienced promotional or day- to-day discrimination. Based on analyses of data collected from 625 women and 512 men, evidence is presented for a vested interest explanation as best account ing for promotional discrimination, as distinct from day-to-day discrimination. These findings highlight the need to recognize and treat different forms of gender discrimination in the workplace as analytically distinct.
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22

Dillingham, Alan E., Marianne A. Ferber, and Daniel S. Hamermesh. "Gender Discrimination by Gender: Voting in a Professional Society." ILR Review 47, no. 4 (July 1994): 622–33. http://dx.doi.org/10.1177/001979399404700407.

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Although most economic theories of discrimination hypothesize that discrimination stems from people's discriminatory tastes, no empirical study of the labor market has examined tastes for discrimination directly or considered people's willingness to trade off other preferences to indulge their tastes for discrimination. The authors study this trade-off using a set of data on votes for officers in a professional association in 1989 and 1990. They find that female voters were much more likely to vote for female than for male candidates, and that other affinities between them and a candidate had little effect on their choices. Male voters, in contrast, were indifferent to the candidates' gender, and their choices were easily altered by other affinities to a candidate.
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23

Steyn, Renier, and Leon Jackson. "Gender-based discrimination during appointments, promotions and remuneration: Views of South African managers." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 2 (February 20, 2019): 48–69. http://dx.doi.org/10.25159/2520-3223/5891.

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Managers are key in the appointment, promotion and remuneration of staff, and as such, they are actively involved when discrimination occurs in the workplace. This also applies to gender-based discrimination. The objective of the current research was to identify the points in human resource processes where gender-based discrimination most often occurs, as seen and experienced by managers. Interviews were conducted with 75 managers from 15 organisations. Questions were posed about the prevalence and nature of gender discrimination during different human resource processes. The responses were categorised and the overall inter-observer reliability was .88. Most cases of gender-based discrimination occur during promotion processes, and this generally involves pro-female discrimination. Pro-male discrimination occurs at appointment level and is often due to the inherent requirements of the job. Discrimination at remuneration level seems to favour men, allowing them to receive higher salaries than women at the same organisational level. Discrimination occurs in structured (e.g. job descriptions) as well as less structured (e.g. decision-making after interviews) phases of human resource processes. It can be concluded that gender-based discrimination still occurs and that both genders are affected negatively. It is recommended that managers be vigilant in order to avoid these discriminatory tendencies.
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Steyn, Renier, and Leon Jackson. "Gender-based discrimination during appointments, promotions and remuneration: Views of South African managers." African Journal of Employee Relations 38, no. 2 (February 20, 2019): 48–69. http://dx.doi.org/10.25159/2664-3731/5891.

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Managers are key in the appointment, promotion and remuneration of staff, and as such, they are actively involved when discrimination occurs in the workplace. This also applies to gender-based discrimination. The objective of the current research was to identify the points in human resource processes where gender-based discrimination most often occurs, as seen and experienced by managers. Interviews were conducted with 75 managers from 15 organisations. Questions were posed about the prevalence and nature of gender discrimination during different human resource processes. The responses were categorised and the overall inter-observer reliability was .88. Most cases of gender-based discrimination occur during promotion processes, and this generally involves pro-female discrimination. Pro-male discrimination occurs at appointment level and is often due to the inherent requirements of the job. Discrimination at remuneration level seems to favour men, allowing them to receive higher salaries than women at the same organisational level. Discrimination occurs in structured (e.g. job descriptions) as well as less structured (e.g. decision-making after interviews) phases of human resource processes. It can be concluded that gender-based discrimination still occurs and that both genders are affected negatively. It is recommended that managers be vigilant in order to avoid these discriminatory tendencies.
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25

Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.
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Alfarina, Shella. "GENDER DISCRIMINATION PORTRAYED IN CAROL LYNCH WILLIAMS’ THE CHOSEN ONE." 3rd Annual International Conferences on Language, Literature, and Media 4 (September 21, 2022): 134. http://dx.doi.org/10.18860/aicollim.v4i1.1936.

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Gender discrimination occurs because of the domination of beliefs and justifications instilled throughout human civilization in various forms experienced by women. This article aims to explain the kinds of gender discrimination experienced by Kyra and its impacts on her in Carol Lynch Williams’ The Chosen One (2009). This study is categorized into literary criticism and applies the theory of gender discrimination proposed by Wolf (1993) & (2002). This study found four kinds of gender discrimination: gender discrimination in marriage, gender discrimination in education, gender discrimination in religion, and gender discrimination in the domestic area. First, the impact of gender discrimination in marriage is pregnancy disorders that cause death and mental disorders, psychological disorders, and negative assumption. Second, the impact of gender discrimination in education is the loss of the right to get a position in government. Third, the impact of gender discrimination in religion is excessive fanaticism. Finally, the impact of gender discrimination in the domestic area is death.
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27

Lane, Tom. "Along which identity lines does 21st-century Britain divide? Evidence from Big Brother." Rationality and Society 32, no. 2 (February 10, 2020): 197–222. http://dx.doi.org/10.1177/1043463120904049.

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This article measures discrimination in the reality TV show Big Brother, a high-stakes environment. Data on contestants’ nominations are taken from 35 series of the British version of the show, covering the years 2000–2016. Race and age discrimination are found, with contestants more likely to nominate those of a different race and those different in age from themselves. However, no discrimination is identified on the basis of gender, geographical region of origin, or level of education. Racial discrimination is driven by males, but females exhibit stronger age discrimination than males. Age discrimination is driven by the younger contestants discriminating against the older. Regional differences emerge, particularly between contestants from Greater London and those from the north of England; northerners have a stronger tendency to engage in racial and age discrimination, and to discriminate in favour of the opposite gender.
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LIAO, HUNG-CHANG, and YA-HUEI WANG. "THE DEMARGINALIZATION OF FEMALE DISCOURSES: ON THE INTERSECTIONAL DISCRIMINATIONS AGAINST WOMEN IN THE HELP." LINGUISTICA 13, no. 1 (March 3, 2024): 27. http://dx.doi.org/10.24114/jalu.v13i1.56472.

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This paper aimed to examine the unfair treatment and inequality among women by using and assessing the racial, class, and gender perspectives. It also demonstrated the intersectional discrimination against women, and how it brought the oppression and subordination of women in the private and public spheres, which can be characterized as violations of basic human rights and obstacles to the attainment of women’s equality, development, and integrity. In order to further demonstrate the intersectional discrimination against women, the researchers took The Help as a case study to compare various oppressive situations of White middle-class and African-American women and depict how the multiple and overlapped forms of oppression and structural discrimination should be taken into consideration to address the intersectional discriminations against women, particularly African American women. This study adopted latent-content analysis, including primary and secondary resources, as a qualitative method to facilitate analysis of underlying content. The study further concentrated on the diverse perspectives of women to observe various forms of discrimination and examine how the intersectionality of race, class, and gender affects their experiences and conditions of being discriminated. While reflecting upon the discrimination and oppression of the underprivileged genders, races and social classes, readers may manage to deconstruct the “intersectionality” and better empathize with those who are marginalized.
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Fataya, Isna Ardyani. "Negotiating Transgender Identity Amidst Increasing Cases of Discrimination in Donald Trump’s Presidency." Humanus 19, no. 2 (October 31, 2020): 174. http://dx.doi.org/10.24036/humanus.v19i2.109945.

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In contemporary society, transgender become a controversial issue since people consider the attitude violates binary gender. As transgender organization to obtain equal rights grew larger, discriminations against transgender ironically grew larger. This research aims at investigating factors which trigger the rise of discrimination cases against transgender in Donald Trump’s presidency. It also analyzes efforts of transgender people to negotiate their identity in the midst of discrimination. This research employs descriptive qualitative method with the source of data are taken from U.S online newspaper, The New York Times from 2017 to 2020 throughout Trump’s presidency. The study reports that the increasing cases of discrimination against transgender are perpetuated by Trump’s anti-LGBT policies, racist and sexist attitude, religious Christian belief. In addition, transgender have ways to negotiate public discrimination by concealing gender identity and modifying gender expression such as by changing legal name, pronoun, clothing, voice, and mannerism.
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Huang, Chiung-Hui, and Ing-Chung Huang. "Women’s Gender Discrimination Difference in Workplace." International Journal of Human Resource Studies 12, no. 2 (March 31, 2022): 101. http://dx.doi.org/10.5296/ijhrs.v12i2.19539.

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Although many studies have pointed to the fact that women directly experience gender discrimination, relatively little has been explored about which individual and organizational variables of women in the workplace are more sensitive to gender discrimination. This article has been conducted in an attempt to investigate the individual and organizational characteristics of female workers who are sensitive to gender discrimination. A total of 415 participants were included in this study. The results indicate that while participants' age, salary, and position are significantly and negatively related to gender discrimination; tenure years is significantly and positively related to gender discrimination. Besides, participants' education is not significantly relative to gender discrimination. Furthermore, while participants who have no spouses perceive greater gender discrimination than those who have spouses; participants whose careers are ever intermittent perceive greater gender discrimination than those whose careers are never intermittent. In addition, according to the organizational variables, firm size is significantly and negatively related to gender discrimination. While participants who work in production or administrative department perceive greater gender discrimination than those who work in sales department; participants who work in manufacture industry perceive greater gender discrimination than those who work in service industry. The results can serve as a basis for understanding women's cognition of gender discrimination in the workplace.
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31

Bano Kazimi, Anjum, Muhammad Ali Shaikh, and Stephen John. "Mothers Role and Perception in Developing Gender Discrimination." Global Political Review IV, no. II (June 30, 2019): 20–28. http://dx.doi.org/10.31703/gpr.2019(iv-ii).03.

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This study of the role and perception of mothers in developing gender discrimination is focused on analyzing mother's role, as their role in developing child personality and social behavior is proved by the researches. Present research is a mixed method research, mothers were the population , a total 183 mothers were selected, data was collected through questionnaire and 16 mothers were selected for personal interview through purposive and random sampling .Validity was ascertained through expert opinion and reliability through Cronbach alpha .Results indicated that mothers from rural and urban areas of Sindh Pakistan have almost similar and very obvious discriminative behavior for daughters and sons mother do not realized implications of their behavior and they presents many arguments to justify their gender discriminative behavior. We concluded that awareness of the consequences of their behavior and education should be emphasized to change discriminative behavior for minimizing gender gap.
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32

Yang, Philip Q. "Race, Gender, and Perceived Employment Discrimination." Journal of Black Studies 52, no. 5 (June 15, 2021): 509–27. http://dx.doi.org/10.1177/00219347211006486.

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This study investigates the effects of race and gender on perceived employment discrimination using the 2016 General Social Survey that provides new data on perceived employment discrimination that aligns more closely with the legal definition of employment discrimination. It is found that 19% of the American adults self-reported the experience of employment discrimination in job application, pay increase, or promotion in the past 5 years. The results of logistic regression analysis show that either controlling or not controlling for other factors, Blacks were much more likely to perceive being discriminated in employment than Whites, but other races were not significantly different from Whites in perceived employment discrimination after holding other variables constant. While gender did not have a significant independent effect on perceived job discrimination, it did interact with race to influence perceived job discrimination. Regardless of race, women were somewhat less likely than men to perceive job discrimination, but Black women were significantly even less likely than White women to self-report job discrimination, and Black men were much more likely to self-report employment discrimination than White men. These findings have implications for combating employment discrimination and addressing social inequalities.
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33

Tsarenko, O. M., and S. I. Tsarenko. "Gender discrimination of women services." Legal position, no. 3 (2020): 102–7. http://dx.doi.org/10.32836/2521-6473.2020-3.19.

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34

Xu, Wei. "Discrimination on Gender Binary Campuses." Elements 16, no. 1 (November 1, 2021): 53–58. http://dx.doi.org/10.6017/eurj.v16i1.14063.

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In recent years, transgender people have both grown in numbers and visibility in the united states. However, the issue of discrimination against transgender people has been a serious and widespread phenomenon in today's society. This paper discusses the transgender issues at large and how the issues negatively affect transgender students' college experiences in a variety of ways, including but not limited to institutions' failure to include "gender identity" in their nondiscrimination policies. The evidence from scholarly sources also suggests that religiously affiliated, single-sex and two-year colleges typically offer few protections for transgender students. Finally, the paper will examine institutions' past initiatives on the subject matter and provide recommendations for institutions to create a more gender-friendly environmnent.
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Kim, Soohan, and Dongeun Shin. "Gender Discrimination at Korean Workplace." Korean Journal of Sociology 48, no. 4 (August 31, 2014): 91. http://dx.doi.org/10.21562/kjs.2014.08.48.4.91.

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36

Shastri, Andrey. "Gender Inequality and Women Discrimination." IOSR Journal of Humanities and Social Science 19, no. 11 (2014): 27–30. http://dx.doi.org/10.9790/0837-191172730.

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37

Cho, Sooyoung, and Lucinda D. Davenport. "Gender Discrimination in Korean Newsrooms." Asian Journal of Communication 17, no. 3 (September 2007): 286–300. http://dx.doi.org/10.1080/01292980701458372.

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38

Torres, Andres. "Nativity, Gender, and Earnings Discrimination." Hispanic Journal of Behavioral Sciences 14, no. 1 (February 1992): 134–43. http://dx.doi.org/10.1177/07399863920141007.

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39

Dubbelt, Lonneke, Sonja Rispens, and Evangelia Demerouti. "Gender discrimination and job characteristics." Career Development International 21, no. 3 (June 13, 2016): 230–45. http://dx.doi.org/10.1108/cdi-10-2015-0136.

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Purpose – The purpose of this paper is to examine the relationship between gender discrimination and the perceived job demands and job resources of women and men. This is important because it may provide insight into what factors contribute to women’s disadvantaged position at work. Design/methodology/approach – Two cross-sectional studies were conducted, Study 1 in a male-dominated organization and Study 2 in a gender-balanced organization. Findings – The results showed that in both organizations, gender discrimination was positively associated with women’s job demands and negatively associated with their job resources. Additionally, in the male-dominated organization the perceived gender discrimination was also negatively associated with men’s job resources. Overall, the results were more consistent across the two organizations for women’s job resources. Originality/value – This paper links gender literature with the job demands-resources model to translate gender discrimination into quantifiable job characteristics and may provide alternative explanations for previous found gender differences in well-being and career success.
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Heyman, Fredrik, Helena Svaleryd, and Jonas Vlachos. "Competition, Takeovers, and Gender Discrimination." ILR Review 66, no. 2 (April 2013): 409–32. http://dx.doi.org/10.1177/001979391306600205.

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Chow, Candace J., Morgan M. Millar, and Ana María López. "Gender Discrimination Among Academic Physicians." Women's Health Reports 1, no. 1 (April 1, 2020): 203–11. http://dx.doi.org/10.1089/whr.2020.0031.

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Johansson, Mats, Katarina Katz, and Håkan Nyman. "Wage Differentials and Gender Discrimination." Acta Sociologica 48, no. 4 (December 2005): 341–64. http://dx.doi.org/10.1177/0001699305059946.

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Sagatun, Inger J. "Gender Discrimination in Criminal Justice:." Women & Criminal Justice 2, no. 1 (January 21, 1991): 63–81. http://dx.doi.org/10.1300/j012v02n01_05.

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Yang, Hua, Jianhong Shen, Juan Chen, and Fang Fang. "Face adaptation improves gender discrimination." Vision Research 51, no. 1 (January 2011): 105–10. http://dx.doi.org/10.1016/j.visres.2010.10.006.

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Gardeazabal, Javier, and Arantza Ugidos. "Gender wage discrimination at quantiles." Journal of Population Economics 18, no. 1 (March 2005): 165–79. http://dx.doi.org/10.1007/s00148-003-0172-z.

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Isaacs, Ellen. "Gender discrimination in the workplace." Communications of the ACM 38, no. 1 (January 2, 1995): 58–59. http://dx.doi.org/10.1145/204865.384262.

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Spears Brown, Christia, and Rebecca S. Bigler. "Children's Perceptions of Gender Discrimination." Developmental Psychology 40, no. 5 (2004): 714–26. http://dx.doi.org/10.1037/0012-1649.40.5.714.

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Njoki, Winnie. "GENDER DISCRIMINATION IN THE WORKPLACE." Journal of Gender Related Studies 2, no. 2 (December 24, 2021): 9–17. http://dx.doi.org/10.47941/jgrs.744.

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Gender equality in employment has given rise to numerous policies in advanced industrial countries, all aimed at tackling gender discrimination regarding recruitment, salary and promotion. However, gender inequalities in the workplace persist. The article summarizes gender discrimination against working women in the workplace. Different articles have revealed that gender discrimination is a persistent problem in the workplace. The theory developed by Engels, Patriarchy-capitalism theory and the Conflict theory by Turner and Musick are the major theories that are used in this analysis. This study used a humanistic approach to textual analysis while researching and writing this essay, compared to a behavioral approach, which would involve studying gender discrimination in workplaces. Content analysis shows that females are discriminated more than males in private organizations. Further, the findings show that females are discriminated more than males in private sector than in public sector. The results show that gender discrimination decreases satisfaction & motivation and commitment & enthusiasm level of employees, and increases the stress level in the employees. The study recommends that organizations should review their recruiting processes and also stand up to gender bias when it happens.
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Cook, Ellen Piel. "Gender Discrimination in Jessica's Career." Career Development Quarterly 46, no. 2 (December 1997): 148–54. http://dx.doi.org/10.1002/j.2161-0045.1997.tb01000.x.

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Desai, Astha. "A Study on Gender Discrimination." International Journal for Research in Applied Science and Engineering Technology 12, no. 3 (March 31, 2024): 3147–58. http://dx.doi.org/10.22214/ijraset.2024.59564.

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Abstract: Gender discrimination still exists in India, even with significant progress made in certain areas. It can take many different forms, such as unequal access to education, unequal compensation for work of equal value, and deeply rooted cultural customs and practices. Gender-based violence, including domestic abuse and sexual harassment, still affects a lot of women. In addition to experiencing pervasive discrimination, members of the LGBTQ+ community also encounter social and legal obstacles that keep them from exercising their rights and being accepted. Gender discrimination remains a complex issue that is deeply linked with historical and cultural components, necessitating ongoing work towards gender equality, notwithstanding legal initiatives and public awareness campaigns. A new research on gender discrimination among undergraduate students in Bangalore uncovered unsettling trends. The study, which employed surveys and interviews, demonstrates how common genderbased biases and prejudices are among female students in both social and academic contexts. Some of the examples of unjust treatment that female students brought up included less rigorous requirements for their academic accomplishment and less opportunities for leadership positions in student organizations. Furthermore, a large number of female students expressed feeling uncomfortable and unsafe on campus as a result of sexual harassment and gender-based stereotypes. In addition to highlighting the need of combating gender discrimination and advancing inclusivity in educational institutions, this study highlights the need of fostering a friendly and fair learning environment.
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