Gender Inequality

Gender Inequality

 

Fardeen Arif Khan

 

  1. Work family problems

Padavic irene et al. (2020) emphasize that the prevalent idea that women’s workplace advancement is primarily hindered by the conflict between family obligations and long work hours, revealing that men also face similar challenges without impeding their progress. Drawing on a professional service firm case, the study proposes a multilevel theory, suggesting that the work–family narrative has become a pervasive “hegemonic narrative” preserving the status. Using systems-psychodynamic theory, the article argues that organizations unconsciously employ this narrative as a “social defence” to navigate anxieties related to a constant work culture, inadvertently perpetuating workplace inequality and hindering women’s progress. The conclusion discusses the implications for gender equality, emphasizing the role of cultural forces, psychodynamic factors, and the need for a broader vision beyond women-centric solutions.

 

  1. Work-to-family enrichment

Beham B. et al. (2020) emphasize that the positive aspect of work–family enrichment (WFE) and gender differences in developmental work–family enrichment across eight European countries. In contrast to the traditional focus on conflicting roles, the research reveals that, in line with traditional gender roles, women report more work–family enrichment than men. Surprisingly, the gender gap in work–family enrichment is larger in more gender-countries, suggesting that women in such societies may better transfer resources from work to family roles. The study emphasizes the implications for multinational companies, suggesting that understanding the complex interactions between societal gender egalitarianism, gender, and work–family enrichment can inform HR policies in diverse cultural contexts.

 

  1. Employment

Choi jaerim and greaney theresa M. (2022) states that whether multinational enterprises (MNEs) transfer gender-equal employment practices across borders using firm-level data from Korea, a country with low gender equality. The findings indicate that foreign-acquired firms report higher female shares of permanent main-task workers at headquarters compared to non-acquired firms, and this difference increases with the level of gender equality in the MNEs’ home countries. The study estimates that 1 to 7 percent of the productivity increase caused by foreign acquisition can be attributed to workforce reorganization that may reduce gender-based misallocations of talent. The results suggest that MNEs bring their home countries’ gender norms in employment with them.

  1. Paid and unpaid work

Farre lidia et al. (2022) emphasize that real-time household data in Spain during the pandemic lockdown, reveals significant employment losses, particularly affecting low-skilled workers and college-educated women. The gender gap in total hours worked increased due to a smaller decrease in paid work hours for women, uncompensated by a smaller increase in unpaid work. Despite some increase in men’s participation in home production, women continued to bear the primary burden of domestic workload, suggesting traditional explanations cannot fully account for the unequal distribution. The findings emphasize the role of gender norms in shaping these patterns, highlighting the impact of the pandemic on labour markets and family dynamics.

 

  1. Ideology disparities

Carnahan seth and greenwood brad N. (2018) states that the influence of managers’ political ideology on gender inequality in the U.S. legal industry. Analysing data from 2007 to 2012, the research reveals that more liberal law offices tend to hire a higher percentage of female associates, select more female associates for client teams, and promote with greater gender parity. Importantly, the ideology of male partners has a more significant impact than that of female partners. The findings challenge prior models that often oversimplify gender comparisons among managers, highlighting the need to consider variations within managerial categories. The study raises questions about employees’ awareness of their managers’ ideologies and the potential impact on job choices and satisfaction.

 

  1. Labor market

Olle folke and johanna rickne (2022) states that how sexual harassment contributes to gender segregation and pay inequality in the labor market. Analyzing survey and administrative data, it reveals that harassment and wages vary systematically across workplaces. Gender minorities face more harassment, deterring them from applying to certain jobs and leading them to leave their workplaces. The study demonstrates that sexual harassment perpetuates gender inequality by discouraging workplace minorities, reinforcing gender segregation, and imposing costs on victims. The analysis suggests a need for preventive measures in workplaces, emphasizing the potential business case for reducing harassment to enhance worker well-being, reduce turnover costs, and improve the recruitment pool. Future research could develop into the long-term career impact of sexual harassment and gender inequality.

 

  1. Remote work

Kim de laat (2023) state that the gender dynamics in the adoption of remote work within two work design models—agile and waterfall. Interviews with IT employees reveal that the agile model unintentionally promotes on-site work, resulting in gender-inequality with more women working remotely. In contrast, the waterfall model, associated with gender egalitarianism, empowers both men and women to work remotely. The study contributes to understanding the impact of work design on remote work arrangements and challenges assumptions about women’s preferences for flexible work. It highlights the need for initiatives that consider both men and women in fostering gender equality in workplace policies, especially in the context of the COVID-19 pandemic.

 

  1. Financial Inclusion

Kazemikhasragh amirreza et al. (2022) emphasize that gender inequality in financial inclusion in the Middle East and North Africa using the World Bank’s Global Findex database. Findings reveal lower financial inclusion for women, with men, older individuals, the well-educated, and those with high incomes more likely to be included. The research supports policymakers in shaping initiatives to enhance financial inclusion, emphasizing its positive impact on official savings and overall development. The article underscores the importance of addressing economic and cultural discrimination as key factors limiting women’s financial inclusion. The results offer insights for policymakers to develop impactful strategies and contribute to initiatives like the Africa Digital Financial Inclusion Facility.

 

  1. Globalization

Bataka hodabalo (2020) States that the impact of globalization on gender inequalities in Sub-Saharan African (SSA) countries from 1990 to 2016. Utilizing de jure and de facto aspects of globalization, the research employs second-generation panel data tests to address spatial dependence. Overall, the findings indicate that globalization reduces gender inequalities in Sub-Saharan African, with both de jure and de facto aspects contributing to this effect. The study emphasizes the need for Sub-Saharan African countries to reassess and monitor their globalization policies to sustainably diminish gender inequalities, highlighting the importance of coordination with other policies to avoid conflicting effects.

 

  1. Politics

Goetz anne marie (2020) states that two key developments contributing to the deinstitutionalization of women’s rights are identified: the privatization linked to neoliberalism and austerity measures, which erodes public social services, and security/immigration crises that fuel right-wing populist movements attacking liberal equality protections. The result is a stagnation in the global gender gap closure since 2016. The study emphasizes the role of neoliberal economic growth policies in deepening gender divisions and explores how populist assaults on liberal institutions impact women’s status. It also discusses implications for development policies, emphasizing the need to prevent gender equality from being reduced to a special interest rather than a core developmental objective. The article concludes by highlighting the active negotiation and coalition-building around the preservation or resistance to gender inequality in the face of global and national political dynamics.

Conclusion:

In conclusion, the collection of studies presented sheds light on various aspects of gender dynamics in different contexts. They challenge conventional notions and reveal underlying factors contributing to gender inequality. From the perpetuation of workplace inequality due to ingrained narratives to the transfer of gender norms by multinational enterprises, each study underscores the complex interplay of cultural, organizational, and economic factors. The findings also emphasize the persistent impact of gender norms on employment patterns, financial inclusion, and remote work dynamics. Moreover, they highlight the need for proactive measures to address sexual harassment, promote gender equality in the workplace, and enhance financial inclusion. Ultimately, the studies call for a holistic approach to combat gender inequality, stressing the importance of policy interventions and concerted efforts to resist deinstitutionalization and preserve gender equality as a core developmental objective.

 

Reference:

  1. Bataka H., 2020, Globalization and Gender Inequalities in Sub-Saharan Africa, International Trade Journal, [s. l.], v. 34, n. 6, p. 516–534, 2020. DOI 10.1080/08853908.2020.1774448. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=62fd92b4-1879-3def-bdb7-f54e4a7b978e. Acesso em: 22 fev. 2024.

 

  1. Beham B. et al., 2020, Work-to-family enrichment and gender inequalities in eight European countries, International Journal of Human Resource Management, [s. l.], v. 31, n. 5, p. 589–610, 2020. DOI 10.1080/09585192.2017.1355837. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=728582cc-a29f-3bb4-841d-f34a3e0186dd. Acesso em: 23 fev. 2024.

 

  1. Carnahan S.; Greenwood B. N., 2018, Managers’ Political Beliefs and Gender Inequality among Subordinates: Does His Ideology Matter More Than Hers?, Administrative Science Quarterly, [s. l.], v. 63, n. 2, p. 287–232, 2018. DOI 10.1177/0001839217708780. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=5f65dfea-2877-39c3-bcca-1874dd9f5abd. Acesso em: 22 fev. 2024.

 

  1. Choi J.; Greaney T. M., 2022, Global Influences on Gender Inequality: Evidence from Female Employment in Korea. International Economic Review, [s. l.], v. 63, n. 1, p. 291–328, 2022. DOI 10.1111/iere.12539. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=c6db86fc-afb5-3521-bc7f-0d9cee5b8d0b. Acesso em: 22 fev. 2024.

 

  1. De Laat K., 2023, Remote Work and Post-Bureaucracy: Unintended Consequences of Work Design for Gender Inequality. ILR Review, [s. l.], v. 76, n. 1, p. 135–159, 2023. DOI 10.1177/00197939221076134. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=0312c170-21b3-3e86-8ee0-546b500bf54b. Acesso em: 22 fev. 2024.

 

  1. Farre L. et al., 2022, Gender Inequality in Paid and Unpaid Work During Covid‐19 Times. Review of Income & Wealth, [s. l.], v. 68, n. 2, p. 323–347, 2022. DOI 10.1111/roiw.12563. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=623b2802-77fc-3530-b090-b7e67931d735. Acesso em: 22 fev. 2024.

 

  1. Folke O.; Rickne J., 2022, Sexual Harassment and Gender Inequality in the Labor Market. Quarterly Journal of Economics, [s. l.], v. 137, n. 4, p. 2163–2212, 2022. DOI 10.1093/qje/qjac018. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=7e120060-bbdc-3b2c-a44a-4e281edcb9bf. Acesso em: 22 fev. 2024.

 

  1. Goetz A. M., 2020, The politics of preserving gender inequality: de-institutionalisation and re-privatisation, Oxford Development Studies, [s. l.], v. 48, n. 1, p. 2–17, 2020. DOI 10.1080/13600818.2019.1672144. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=b4efffc5-0b73-3879-9221-6e734a6b17c0. Acesso em: 22 fev. 2024.

 

  1. Kazemikhasragh A., et al., 2022, Gender Inequality in Financial Inclusion: An Exploratory Analysis of the Middle East and North Africa, Journal of Economic Issues (Taylor & Francis Ltd), [s. l.], v. 56, n. 3, p. 770–781, 2022. DOI 10.1080/00213624.2022.2079936. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=fcb2f757-4560-3975-bb2b-0d8d50365cb7. Acesso em: 22 fev. 2024.

 

  1. Padavic I.; Ely, Robin J. E.; R., Erin M. R., 2020, Explaining the Persistence of Gender Inequality: The Work–family Narrative as a Social Defence against the 24/7 Work Culture, Administrative Science Quarterly, [s. l.], v. 65, n. 1, p. 61–111, 2020. DOI 10.1177/0001839219832310. Disponível em: https://research.ebsco.com/linkprocessor/plink?id=911a8110-4333-3e93-a33a-01d154782980. Acesso em: 22 fev. 2024.

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