“The issue of parity is not a women’s issue. It is a societal issue that needs to be resolved by men and women”-Stacey Allaster. Although there are numerous kinds of occupational gender discrimination, it generally refers to when a worker or job applicant is treated differently or less favourably due to their sex, gender identity, or sexual orientation. Gender, alongside other factors such as colour or ethnicity, can lead to workplace discrimination. For instance, a woman of colour can encounter discrimination in work differently than a white female colleague. Due to the mix of her gender and race, she can experience harassment, receive less money, have harsher evaluations, or be turned over for a promotion.
Uneven compensation, unequal promotions, instances of sexual harassment and racism are just a few of the ways that gender inequality in the workplace manifests itself. It frequently manifests itself on subtler ways, such as through diminished chances for moms and a rise in female burnout. Equal pay for men and women is still a pipe dream. Women earned 84% of what men earned for the same job in 2020, with Black and Latina’s women earning even less. This gender pay disparity has persisted in recent years, shrinking by only 8 cents in 25 years. Even if their résumés are identical to those of male applicants or childless women, mothers and women of childbearing age are less likely to receive a callback from hiring managers. According to research, more women than men, particularly those in higher-level positions, are burned out and dealing with constant stress at work. The pandemic nearly doubled the gender gap in burnout.
Occupational gender discrimination is a vital problem that everyone should be concerned. Additionally, a discrimination-free-work environment and closing the gap in the workplace between men and women are essential in overcoming this trouble. Closing this gap, we can start making a difference right away: Inform employees about unconscious gender bias. Appoint a diverse panel of interviewers and use longer shortlists to hire more women in senior positions. Conduct an audit and make salaries publicly allow employees to work when and where it is convenient for them. Provide development opportunities for women to advance to higher-level positions. Women can be empowered through coaching sessions, make resources available to improve well-being and mental health, create mentor-mentee relationship, provide at least four months of paid parental leave, point out any instances of gender discrimination or bias, create or join a women’s employee resource group, become a role model for women and women of colour and give leaders honest feedback on their gender inequality initiatives.