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Artykuły w czasopismach na temat „Workplace Inequality”

Autor: Grafiati

Data publikacji: 5 czerwca 2025

Data aktualizacji: 2 sierpnia 2025

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1

Wilmers, Nathan, and Clem Aeppli. "Consolidated Advantage: New Organizational Dynamics of Wage Inequality." American Sociological Review 86, no. 6 (2021): 1100–1130. http://dx.doi.org/10.1177/00031224211049205.

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The two main axes of inequality in the U.S. labor market—occupation and workplace—have increasingly consolidated. In 1999, the largest share of employment at high-paying workplaces was blue-collar production workers, but by 2017 it was managers and professionals. As such, workers benefiting from a high-paying workplace are increasingly those who already benefit from membership in a high-paying occupation. Drawing on occupation-by-workplace data, we show that up to two-thirds of the rise in wage inequality since 1999 can be accounted for not by occupation or workplace inequality alone, but by t

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Tomaskovic-Devey, Donald, Anthony Rainey, Dustin Avent-Holt, et al. "Rising between-workplace inequalities in high-income countries." Proceedings of the National Academy of Sciences 117, no. 17 (2020): 9277–83. http://dx.doi.org/10.1073/pnas.1918249117.

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It is well documented that earnings inequalities have risen in many high-income countries. Less clear are the linkages between rising income inequality and workplace dynamics, how within- and between-workplace inequality varies across countries, and to what extent these inequalities are moderated by national labor market institutions. In order to describe changes in the initial between- and within-firm market income distribution we analyze administrative records for 2,000,000,000+ job years nested within 50,000,000+ workplace years for 14 high-income countries in North America, Scandinavia, Co

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Sana Mukhtar and Muhammad Ibrahim. "The Impact Of Workplace Inequality On Job Crafting: Moderating Role Of Work Social Support And Workplace Resilience In Mitigating The Effect Of Psychological Stress: An Analysis Of Academia." Administrative and Management Sciences Journal 3, no. 1 (2024): 144–56. https://doi.org/10.59365/amsj.3(1).2024.136.

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This study aims to examine how workplace inequality effect job crafting of Academia of South Punjab, Pakistan: exploring the mediation role of psychological stress and moderating role of work social support and workplace resilience. The primary method for gathering data in this study was a survey questionnaire, utilizing a quantitative research approach. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab, Pakistan. As per the research, workplace inequality effects job crafting. Moreover, the study has revealed that psychological stre

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Kristal, Tali, Yinon Cohen, and Edo Navot. "Workplace Compensation Practices and the Rise in Benefit Inequality." American Sociological Review 85, no. 2 (2020): 271–97. http://dx.doi.org/10.1177/0003122420912505.

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This article aims to explain why inequality in fringe benefits has grown faster than wage inequality over the past four decades. We depart from previous income inequality research by studying benefits in addition to wages, but also by focusing on workplaces as the main drivers of benefit determination. We advance the argument that benefits determination is more organizationally embedded than wages mainly because workplaces have greater ability and incentive to alter benefits. Consequently, workplace compensation practices, including type of employment relations, are more important for benefits

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Hu, Ruoxi. "Uncovering Factors and Solutions to Gender Inequity in the Workplace." Journal of Education, Humanities and Social Sciences 27 (March 5, 2024): 123–27. http://dx.doi.org/10.54097/trrtyn74.

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With differences in income, promotion, and opportunity continuing to impede progress toward workplace equality, persistent gender inequality in the workplace remains a major concern. The study examines at the complex interplay of factors that cause gender inequality, from cultural standards to organizational biases. A qualitative methodology is used to assess the data from various workplaces. The survey found significant gender differences in pay, representation in leadership roles, and access to professional development opportunities. Additionally, it shows how biases and cultural norms suppo

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Pulignano, Valeria. "Workplace inequality, trade unions and the transnational regulation of the employment relationships." Employee Relations 39, no. 3 (2017): 351–64. http://dx.doi.org/10.1108/er-07-2016-0144.

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Purpose The purpose of this paper is to report on research on the strategies of inequality at the workplace level of multinational corporations within the context characterized by the weakening of traditional bargaining and representation structures. Through which specific strategies multinational corporations foster inequality across different workplaces across borders and how do trade unions in Europe respond to it? Design/methodology/approach This paper is a conceptual one and it is based on existing qualitative comparative research developed by the author. Findings The regulatory regime of

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Pro. Ajay Kumar attri and Abhay Veer Singh. "Impact of gender inequality on teacher's Psychological well-being at the workplace." Knowledgeable Research: A Multidisciplinary Journal 2, no. 09 (2024): 40–49. http://dx.doi.org/10.57067/w5fh1464.

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Gender inequality is certainly a matter of concern in the workplace. Gender inequality has existed in India for centuries. Gender inequality means inequality with women on the basis of gender. Traditionally, women are seen as a weaker section in our society. Inequality in the workplace is analyzed by discrimination in decisions regarding wages, termination, promotion, hiring, leave, benefits etc. The presented research paper is an attempt to investigate the impact of gender inequality in the workplace on the psychological well-being of teachers. In the study, data has been collected using the

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Abraham, Mabel, Daphné Baldassari, JoAnne Delfino Wehner, Sanaz Mobasseri, and Alison Tracy Wynn. "Organizational Narratives to Workplace Inequality." Academy of Management Proceedings 2021, no. 1 (2021): 13340. http://dx.doi.org/10.5465/ambpp.2021.13340symposium.

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Sana Mukhtar and Dr. Muhammad Ibrahim. "The Impact of Workplace Inequality on Employee Performance: Moderating Role of Work Social Support and Workplace Resilience in Mitigating the Effect of Perceived Discrimination." Administrative and Management Sciences Journal 3, no. 1 (2024): 119–33. https://doi.org/10.59365/amsj.3(1).2024.133.

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This paper aims to examine how workplace inequality effect employee performance of Academia of South Punjab, Pakistan; exploring the mediation role of perceived discrimination and moderating role of work social support and workplace resilience. The targeted population for this research comprised the 470 employees (faculty) in the academia of South Punjab in Pakistan. These participants included a diverse range of faculty members from numerous academic fields, offering a complete view of the impact of workplace inequality in the academic sector. As per the research, workplace inequality effects

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10

Peters, Eileen, and Silvia Maja Melzer. "Immigrant–Native Wage Gaps at Work: How the Public and Private Sectors Shape Relational Inequality Processes." Work and Occupations 49, no. 1 (2022): 79–129. http://dx.doi.org/10.1177/07308884211060765.

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We investigate how the institutional context of the public and private sectors regulates the association of workplace diversity policies and relational status positions with first- and second-generation immigrants’ wages. Using unique linked employer–employee data combining administrative and survey information of 6,139 employees in 120 German workplaces, we estimate workplace fixed-effects regressions. Workplace processes are institutionally contingent: diversity policies such as mixed teams reduce inequalities in the public sector, and diversity policies such as language courses reinforce ex

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Cech, Erin A., and William R. Rothwell. "LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations." ILR Review 73, no. 1 (2019): 25–60. http://dx.doi.org/10.1177/0019793919843508.

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How do lesbian, gay, bisexual, and transgender (LGBT) employees fare in US workplaces? Beyond formal discrimination, do LGBT workers encounter biases that degrade the quality of their day-to-day workplace experiences? Using a representative sample of more than 300,000 employees in 28 “best case” organizations—federal agencies with LGBT-inclusive policies—the authors examine not only whether these informal workplace inequalities occur but also where and for whom they are most exaggerated. LGBT employees report worse workplace experiences than their colleagues across 16 measures of employee trea

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Otis, Eileen, and Tongyu Wu. "The Deficient Worker: Skills, Identity, and Inequality in Service Employment." Sociological Perspectives 61, no. 5 (2018): 787–807. http://dx.doi.org/10.1177/0731121418766899.

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Skill is central to inequality in the workplace, as a basis of material reward and status recognition. While much research treats skill as a set of abilities possessed—or not—by a worker, scholars have yet to grasp the organizational processes whereby jobs come to be taken as rudimentary and the worker performing them unskilled and therefore deficient. To illuminate these processes, we travel to Beijing, China, where workers are loquacious about inequalities confronted in relatively new forms of labor. By juxtaposing two service workplaces where similar sets of work tasks carry contradictory v

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Wu, Jiayi. "Workplace Inequality -- The Discrimination Women Has to Face." Communications in Humanities Research 13, no. 1 (2023): 118–24. http://dx.doi.org/10.54254/2753-7064/13/20230256.

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This abstract delves into the pervasive issue of workplace gender discrimination, encompassing overt and covert manifestations within professional settings. Despite legislative and judicial efforts, bias persists, inhibiting gender parity. Direct discrimination, exemplified through differential treatment and remuneration, is visible. Covert bias, exemplified through seemingly neutral practices that disproportionately affect genders, is subtler. Organizations must embrace comprehensive strategies: providing family support, continuous diversity training, and addressing evaluation biases. By ackn

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14

Huffman, Matt L. "Organizations, Internal Labor Market Policies, and Gender Inequality in Workplace Supervisory Authority." Sociological Perspectives 38, no. 3 (1995): 381–97. http://dx.doi.org/10.2307/1389433.

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Typically, it is assumed that bureaucratic labor policies associated with internal labor markets (ILMs) both promote the efficient use of workers' skills and foster equality in the workplace by publicizing managers' decisions and increasing the accountability they face. This article uses data from a national probability sample of U.S. workplaces to test these assumptions about ILM policies with regard to gender inequality in workplace supervisory authority. The analysis also considers supply-side and occupational segregation as explanations for gender inequality in work authority, as well as s

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15

Viha, Dalmia. "STATUS OF GENDER EQUALITY IN WORKPLACE-A LEGAL STUDY." Scholarly Research Journal for Humanity Science & English Language 12, no. 65 (2024): 221–39. https://doi.org/10.5281/zenodo.14039085.

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<em>The research paper titled “Status of Gender Equality in Workplace-a Legal Study” focuses on gender inequality faced by women in workplaces, particularly MNCs.Focusing on the impact of laws implemented pertaining to gender inequality in India and the process for filing complaints, the paper provides a comprehensive overview of the situation regarding gender empowerment in India. Using statistical tools, a study of women in workplaces and their attitude towards this area has been done. A survey with a sample size of approximately 20 was conducted and findings revealed a majority

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16

Gwartney-Gibhs, Patricia A., and Denise H. Lach. "Workplace Dispute Resolution and Gender Inequality." Negotiation Journal 7, no. 2 (1991): 187–200. http://dx.doi.org/10.1111/j.1571-9979.1991.tb00613.x.

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Hua, Wenxi. "Gender Inequality: A Multi-Perspective Analysis." Lecture Notes in Education Psychology and Public Media 42, no. 1 (2024): 200–204. http://dx.doi.org/10.54254/2753-7048/42/20240849.

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Gender equality is a fundamental human right that has long been denied, and despite progress in some areas, significant challenges still remain in achieving true gender equality. The research motivation of this paper mainly stems from the pursuit of the universal value of social justice and human rights. The aim of gender equality studies is to understand and address the problems caused by gender inequality and gender discrimination in society. In this paper, the author analyzes gender inequality from three perspectives, namely gender inequality in the workplace, education, and health care. It

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Wilmers. "Solidarity Within and Across Workplaces: How Cross-Workplace Coordination Affects Earnings Inequality." RSF: The Russell Sage Foundation Journal of the Social Sciences 5, no. 4 (2019): 190. http://dx.doi.org/10.7758/rsf.2019.5.4.07.

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Murray, Sarah E. "Seeing and Doing Gender at Work: A Qualitative Analysis of Canadian Male and Female Police Officers." Feminist Criminology 16, no. 1 (2020): 91–109. http://dx.doi.org/10.1177/1557085120914351.

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This qualitative study examines the ways in which male and female police officers view and enact gender in their workplace. Data were generated from in-depth interviews with 20 active police officers working in a populous Canadian province. Although most male officers deny gender differences and gender bias, female officers describe experiences of workplace sexism and deploy adaptive strategies daily in their workplaces to resist gender inequality. Both men and women describe a masculine-coded ideal police officer and disparage the “old police culture” and “old boy’s club.”

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Soleman, Noviyanti. "Gender Inequality in Workplace (Study Case: Indonesia)." AL-WARDAH 13, no. 2 (2020): 169. http://dx.doi.org/10.46339/al-wardah.v13i2.211.

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In Indonesia, gender issue has been develop since long time ago and set under the law of Indonesia. The President Instruction No 9 of 2000 about gender mainstreaming to decrease the gap between men and women in accessing the development, improve the participation and understanding towards development. However, the effort of gender equality in Indonesia has to face many obstacles. According to World Economic Forum, among 149 countries Indonesia placed in the rank of 85 regarding to the gender gap issue of 2018 such as in economic participation and opportunity which means not in the good conditi

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Hamermesh, D. S. "Changing Inequality in Markets for Workplace Amenities." Quarterly Journal of Economics 114, no. 4 (1999): 1085–123. http://dx.doi.org/10.1162/003355399556214.

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ISHIDA, Hiroshi. "Inequality in Workplace Conditions and Health Outcomes." Industrial Health 51, no. 5 (2013): 501–13. http://dx.doi.org/10.2486/indhealth.2013-0028.

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Yamada, Ayaka. "Gender Inequality in the Workplace in Japan." International Journal of Sociology 8, no. 2 (2024): 36–46. http://dx.doi.org/10.47604/ijs.2592.

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Purpose: The aim of the study was to analyze the gender inequality in the workplace in Japan. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Gender inequality in Japan's workplace persists despite initiatives to promote equality, wit

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Kim, Kwang-Ho, and Kyoung Yong Kim. "Foreign Ownership and Gender Inequality at Workplace." International Business Journal 28, no. 3 (2017): 135–63. http://dx.doi.org/10.14365/ibj.2017.28.3.5.

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Paek, Eunjeong. "Workplace computerization and inequality in schedule control." Social Science Research 116 (November 2023): 102939. http://dx.doi.org/10.1016/j.ssresearch.2023.102939.

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Kevin Namiiro Kuteesa, Adebukola Olufunke Dagunduro, Olanike Abiola Ajuwon, and Chidinma Favour Chikwe. "Addressing gender inequality in tech workplaces: Challenges and opportunities." Comprehensive Research and Reviews in Multidisciplinary Studies 2, no. 1 (2024): 019–26. http://dx.doi.org/10.57219/crrms.2024.2.1.0037.

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Gender inequality in the tech industry remains a significant barrier to innovation and growth. This review paper explores the historical context and current landscape of gender inequality in tech workplaces, highlighting persistent issues such as biased hiring practices, career advancement barriers, and challenges related to workplace culture and work-life balance. The paper examines opportunities for addressing these inequalities through policy and regulatory changes, corporate initiatives, and educational and training programs. Recommendations for improvement include implementing comprehensi

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Bergman, Bodil, Pernilla Larsman, and Jesper Löve. "Psychometric evaluation of the “Men's Polarized Gender Thinking Questionnaire (MPGQ)”." Gender in Management: An International Journal 29, no. 4 (2014): 194–209. http://dx.doi.org/10.1108/gm-07-2013-0077.

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Purpose – The purpose of this paper is to develop and validate a new measure of gender equality at male-dominated workplaces, allowing quantitative analyses of men's beliefs about gender-based inequality at work. Design/methodology/approach – The present paper examines a questionnaire developed from qualitative interviews based on grounded theory methodology and designed to assess men's beliefs about gender inequality. A 23-item version of the Men's Polarized Gender Thinking Questionnaire (MPGQ) was completed by a sample of 220 men from three different male-dominated organizations in Sweden. R

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Radey, Melissa, and Lisa Schelbe. "Gender Support Disparities in a Majority-Female Profession." Social Work Research 44, no. 2 (2020): 123–35. http://dx.doi.org/10.1093/swr/svaa004.

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Abstract Theory and empirical evidence establish gender disparities in work pay and promotion trajectories, particularly in majority-male workplaces. Workplace support’s role, particularly in majority-female workplaces, in facilitating gendered occupational trajectories is less clear. Authors used a statewide sample of child welfare workers (N = 1,501) to examine gender differences in support and analyzed qualitative interviews with a subsample of participants (n = 37) to explore the role of gender in support perceptions. Analyses indicated that men perceived more supervisory and organizationa

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Sharma, Deepa, S. Ramachandran, and Mandeep Kaur. "Analysis of Gender Inequality Indian Women's faced on Workplace." Innovative Computing and Communication: An International Journal 1, no. 1 (2019): 9–13. https://doi.org/10.5281/zenodo.4743412.

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Gender based discriminations is a universal fact especially in case of poor or lower class women’s. We speak only men and women both are equals to each other but in reality it’s not fact. Gender discrimination mostly based on stereotypes concept makes by society. In today era peoples are educated but their thinking is backward based, they consider men are physically and mentally strong rather than the women’s. They thought women are physically weak and emotionally sensitive. Gender discrimination term comes from the conflicting with the term sex. In my opinion both terms are

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Boréus, Kristina. "Patterned Inequalities and the Inequality Regime of a Swedish Housing Company." Nordic Journal of Working Life Studies 5, no. 4 (2015): 105. http://dx.doi.org/10.19154/njwls.v5i4.4846.

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In this article, the authors analyze inequalities between different groups of employees at a housing company in a larger Swedish city. The concept of inequality regime is taken as a point of departure. The purposes of the article are three: first, to add to knowledge of how inequality is generated at an organizational level at specific workplaces; second, to contribute to the understanding of how different practices, processes, and meanings of inequality regimes may interact to create and reinforce inequalities between natives and immigrants; and, third, to contribute to the empirical usefulne

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Yoo, Sora, and Yiting Liu. "World Policy Analysis on Gender Inequality in the Workplace." Iris Journal of Scholarship 2 (July 12, 2020): 42–56. http://dx.doi.org/10.15695/iris.v2i0.4825.

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Gender inequality is a significant issue in the workplace. The purpose of this study is to analyze how the national policies affect practice regarding gender equality in the workplace in Eastern Asia. The primary policy-level datasets used in this study are from the World Policy Analysis Center. We examined five variables regarding pay, promotion/demotion, and parental leave by gender. In comparing policies and practices, we found that women are still unequally treated in pay, promotion, and unpaid childcare responsibilities, even with policies intended to positively affect practices in China,

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Lester, Toni P., and Sonia Ospina. "Illusions of Opportunity: Employee Expectations and Workplace Inequality." Industrial and Labor Relations Review 50, no. 4 (1997): 696. http://dx.doi.org/10.2307/2525278.

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Dittmann, Andrea, Christilene Du Plessis, Jon Michael Jachimowicz, Catherine Owsik, and Mindy Truong. "Understanding and Disrupting Class Inequality in the Workplace." Academy of Management Proceedings 2021, no. 1 (2021): 15568. http://dx.doi.org/10.5465/ambpp.2021.15568symposium.

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Leicht, Kevin T., and Sonia Ospina. "Illusions of Opportunity: Employee Expectations and Workplace Inequality." Administrative Science Quarterly 43, no. 4 (1998): 942. http://dx.doi.org/10.2307/2393623.

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Roberson, Quinetta, Eden King, and Mikki Hebl. "Designing more effective practices for reducing workplace inequality." Behavioral Science & Policy 6, no. 1 (2020): 39–49. http://dx.doi.org/10.1353/bsp.2020.0003.

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Davidson, Skylar, and Jamie Halsall. "Gender inequality: Nonbinary transgender people in the workplace." Cogent Social Sciences 2, no. 1 (2016): 1236511. http://dx.doi.org/10.1080/23311886.2016.1236511.

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Kluegel, James R., and Sonia Ospina. "Illusions of Opportunity: Employee Expectations and Workplace Inequality." Contemporary Sociology 26, no. 6 (1997): 758. http://dx.doi.org/10.2307/2654669.

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Roberson, Quinetta, Eden King, and Mikki Hebl. "Designing more effective practices for reducing workplace inequality." Behavioral Science & Policy 6, no. 1 (2020): 39–49. http://dx.doi.org/10.1177/237946152000600104.

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To explore the effectiveness of behavioral policy interventions on workplace inequality, we focus on four categories of interventions: affirmative action practices, targeted human resource management, diversity training, and accountability and transparency practices. We assess the impact of each of these approaches on improving employment outcomes for women and underrepresented minorities, and we highlight the approaches’ key design features. On the basis of this review, we offer recommendations for developing and implementing organizational policies and practices to increase workforce diversi

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Holck, Lotte. "Spatially embedded inequality." Personnel Review 45, no. 4 (2016): 643–62. http://dx.doi.org/10.1108/pr-08-2014-0182.

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Purpose – The purpose of this paper is to apply a spatial approach to organizational inequality to explore why unequal opportunity structures persist in an organization despite its commitment to diversity and employing highly skilled ethnic minority employees. Design/methodology/approach – The (re)production of inequality is explored by linking research on organizational space with HRM diversity management. Data from an ethnographic study undertaken in a Danish municipal center illustrates how a substructure of inequality is spatially upheld alongside a formal diversity policy. Archer’s distin

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Thew, Penny. "Addressing inequality: The impetus behind the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth)." Journal of Industrial Relations 64, no. 3 (2022): 426–37. http://dx.doi.org/10.1177/00221856221101082.

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While this article commences with apologies issued on 8 February 2022 in the Commonwealth Parliament in respect of alleged sexual harassment, workplace bullying and sexual assault, its focus is on the drivers behind and implications of the Sex Discrimination and Fair Work (Respect at Work) Amendment Act 2021 (Cth). Both flowed from reviews conducted by the Federal Sex Discrimination Commissioner, Kate Jenkins, and both were propelled by a need to address historical deficiencies and inequalities in workplace practice and culture leading to what is described now by the leader of the Opposition a

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Zhang, Hanting. "Social Capital and Gender Inequality in Contemporary China: A Quantitative Analysis from Structure-Cognition Paradigm." Sociology, Philosophy and Psychology 1, no. 2 (2024): 6–19. http://dx.doi.org/10.70267/fnxr7h63.

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The dilemma of gender inequality is embodied not only in the potential confrontation under patriarchal disciplines in both household and workplace, but also the pursuit of work-family balance. This paper argues how social capital contributes to or constrains gender equality from a structural-cognitive paradigm. Three sub-concepts of social capital, namely social trust, network strength, and social exchange are included. Gender inequality is categorized as gender inequality in the family, gender inequality in the workplace, and female work-family balance. The findings suggest that social trust

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Dr., Punama Sen Dr. Manjeet Dr. Anil Kumar. "Gender Roles and Workplace Inequality: A Cross-Cultural Perspective." Gender Roles and Workplace Inequality: A Cross-Cultural Perspective 25, no. 1 (2025): 248–66. https://doi.org/10.5281/zenodo.15253865.

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This paper explores the persistent issue of gender roles and workplace inequality through a cross-cultural lens. By examining sociocultural, economic, and institutional factors across diverse regions, the study highlights how gender roles—shaped by culture, tradition, and societal expectations—impact career opportunities, wage parity, leadership representation, and workplace dynamics. Using a comparative approach, it underscores both universal patterns and culturally specific challenges, and provides policy recommendations aimed at fostering gender equity in global professional env

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Kismiati, Nova Erin, Muhafidhah Novie, Wahyu Eko Pujianto, and Ayu Lucy Larassaty. "Unraveling the Interaction of Work Environment, Work-Life Balance, Perceived Organizational Support, and Career Anxiety among Female Workers." Journal La Sociale 5, no. 3 (2024): 636–50. http://dx.doi.org/10.37899/journal-la-sociale.v5i3.1137.

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Women play a crucial role in workforce growth and can contribute to identifying and addressing gender inequality in the workplace. Women play a crucial role in workforce growth and can contribute to identifying and addressing gender inequality in the workplace. Women play a crucial role in workforce growth and can contribute to identifying and addressing gender inequality in the workplace. However, they also face significant challenges in balancing work and personal life. This study utilized a causal approach and collected data through questionnaires. The study utilized SPSS software for analy

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Agarwal, Utkarsh, Bharti Shukla, and Sudhir Singh. "ASSESSING GLASS CEILING AND GENDER INEQUALITY FOR WOMEN EMPLOYEE IN SERVICE SECTOR." Sachetas 2, no. 2 (2023): 58–66. http://dx.doi.org/10.55955/220006.

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The glass ceiling is a barrier to the advancement of capable female professionals in the workplace, primarily due to gender or racism (Abidin, Z. Z. 2009). Carol Hymowitz and Timothy Schellhardt of the Wall Street Journal developed the term "glass ceiling" in 1986. Many researchers like (Shukla, 2015) have confirmed the presence of a glass ceiling based on various constructs such as social, cultural, and individual constraints. In India, there is no substantial proof on this topic. In their workplaces, the majority of the respondents had experienced some form of prejudice. Despite increases in

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Batra, Renu, and Thomas G. Reio. "Gender Inequality Issues in India." Advances in Developing Human Resources 18, no. 1 (2016): 88–101. http://dx.doi.org/10.1177/1523422316630651.

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The Problem India struggles with gender inequality issues beyond just equal economic growth and access to educational resource opportunities. Gender inequality exists in the form of socially constructed, predefined gender roles firmly anchored in India’s sociocultural fabric that has deep cultural and historical roots. Sociocultural influences have spillover effects across all domains, including the organizational workforce, and social and political contexts. This unquestionable influence is still accepted as the norm within the societal and familial periphery. The Solution The purpose of this

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Card, David, Jörg Heining, and Patrick Kline. "Workplace Heterogeneity and the Rise of West German Wage Inequality*." Quarterly Journal of Economics 128, no. 3 (2013): 967–1015. http://dx.doi.org/10.1093/qje/qjt006.

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Abstract We study the role of establishment-specific wage premiums in generating recent increases in West German wage inequality. Models with additive fixed effects for workers and establishments are fit into four subintervals spanning the period from 1985 to 2009. We show that these models provide a good approximation to the wage structure and can explain nearly all of the dramatic rise in West German wage inequality. Our estimates suggest that the increasing dispersion of West German wages has arisen from a combination of rising heterogeneity between workers, rising dispersion in the wage pr

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Stryker, Robin. "Rights on Trial; How Workplace Discrimination Law Perpetuates Inequality." Social Forces 96, no. 4 (2018): e1-e1. http://dx.doi.org/10.1093/sf/sox097.

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Kalev, Alexandra. "Rights on Trial: How Workplace Discrimination Law Perpetuates Inequality." Contemporary Sociology: A Journal of Reviews 48, no. 5 (2019): 519–21. http://dx.doi.org/10.1177/0094306119867060e.

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Yavorsky, Jill E. "Cisgendered Organizations: Trans Women and Inequality in the Workplace." Sociological Forum 31, no. 4 (2016): 948–69. http://dx.doi.org/10.1111/socf.12291.

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Liu, Nianzhi. "Gender Inequality in Workplace: A Perspective of Gender Narrative." Communications in Humanities Research 25, no. 1 (2024): 52–57. http://dx.doi.org/10.54254/2753-7064/25/20231852.

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The prejudice and discrimination toward femininity lasted from the ancient world to today's workplace. Women frequently faced judgments, with a particular focus on anti-feminity, this study explores the gender differences in career expectations, the unequal distribution of career opportunities, and disparities in unemployment rates which all contribute to this pervasive imbalance. Firstly, this research investigates how societal norms and stereotypes shape gendered career expectations. By analyzing the pressures that steer individuals towards specific career paths, it becomes evident that femi

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