Gender Discrimination at Workplaces
Title: Gender Inequality and Discrimination in the Workplace in Sainsbury’s and Tesco
Gender Discrimination is a scenario in which people are handled differently because of their sex, either male or female, and not on the basis of their capabilities and skills. Gender discrimination is very common in homes, schools, and workplaces. Expectations of women are worked on by circumscribing the inequality between the males and females in the cultural attitudes and laws.
At workplaces, women are always given different roles by their employees. Women are seen to be incapable of carrying out some roles hence seen as being of low status, some tasks are specifically left for men. The variability in roles always lead to salary variations as men earn more compared to women. There has been cross-national variation in the gender pay gap in Sainsbury. Making inequality between males and females mainly results from the hole in the class hierarchy, combined with the severity of wage differentials between and within classes.
In Sainsbury, there is a high rate of harassment at the workplaces. The number of females who are employed in different sectors is much lower than men. However, in some institutions, women have held top-level positions. Women academics in higher education face a lot of challenges along their professional journey to top-level positions. They face pressure from the institution and society and are even seen as caretakers. The increase in work obligations hasn’t been allied with a decrease in responsibilities for women in their homes. Administrators in Higher Education Annual Report from the College and University Professional Association for Human Resources did research in 2020 and their reports indicated that females are better represented in lower-level management positions and are paid less.
The research will be done in some workplaces using internet google forms. The questions will focus on the type of work, gender, salary earnings per month, and the attitudes towards women issues. The google forms will be filled and submitted online via email, and each respondent’s answer will be confidential and can only be accessed by the researcher. After the data collection process, the collected data will be analyzed to compare the wage gap between the different genders.
There has been a steady rise in the gap in the pay wages between males and females in the world, leading to disparity and violence in the workplace. Most employers pay women less than men because they view them as inferior and incapable of carrying out some duties. The equity gap between men and women has been appearing to narrow down in management careers, and it still exists in today’s employment sectors. Men out-earn women throughout the world. At workplaces, most employees always give women different roles as opposed to those of men since they view them as inferior and aren’t qualified to carry out certain tasks. This leads to variation in the salary payments as men earn compared to women because of the variability in roles. There has been cross-national variation in the gender pay gap in Sainsbury. Making inequality between males and females mainly results from the hole in the class hierarchy, combined with the severity of wage differentials between and within classes.
Gender Pay Gap in Sainsbury’s
To investigate the status of gender discrimination in the workplace in terms of the wage gaps in Sainsbury’s and Tesco.
- To investigate the status of the gender pay gap in the workplace.
- To determine factors affecting gender equality in the workplace.
- To analyze the wage gaps in gender.
- What are some of the effects of gender discrimination in the workplace?
- Can the wages gaps in different genders be fair?
- Do men get paid better compared to women?
Quantitative research will be adopted. A series of numerical data is used from the questionnaire findings, and mathematical, statistical, and logical techniques will be employed in the analysis to come up with the best results on Gender equality and discrimination in the workplace. The disparity in the pay gaps will be shown using hard fact figures from the collected data. Therefore, a recommendation on the final course of action.
A primary research technique will be used to collect data directly from the respondents. An in-depth analysis of the collected data is then carried out to discover gender discrimination and equality in the workplace. Primary sources of data will therefore be used. The preliminary data will be collected using the internet-generated google questionnaires filled and submitted via online social media platforms such as Twitter, Facebook, and WhatsApp. Once the questionnaires are filled, they will be accessed through the email address. Then the data will be retrieved and fed into data analysis tools for data cleaning and other diagnostics. Primary is chosen because of its reliability and to carry out the modern analysis using the current data on the wage pay gaps. There will be a stipulated amount of time given to answer the questions and send them back. The survey has both open-ended and close-ended questions to get full information.
The target population for the study is both males and females employed in different sectors in Sainsbury. The industry is divided into either formal or informal, and each sector is presented using an equal number of questionnaires. A simple random sampling technique is used where subsets of participants are randomly selected from different companies in each industry. A sample size of 2000 respondents will be interviewed, and each sector will have 1000 respondents. Simple random sampling is used because of the high external validity and is easier in making statistical inferences.
The data will be collected using online questionnaires. Internet questionnaires will be developed, both closed-ended and open-ended, and sent to the selected respondents via email and other platforms. Once the respondent has filled the question, they will send it back. Online questionnaires are chosen because they can cover a wide range of workers, it saves time and is easier to fill.
Gender-based discrimination and violence reflect severe and persistent gender inequality in society. There has been a steady rise in the gap in the pay wages between males and females in the world, and this was leading to disparity and violence in the workplace. Most employers pay women less compared to men because they view them as inferior and incapable to carry out some duties (MacDonald et al., 2015). There is low participation of girls and women in Science, Technology, Engineering, and mathematics subjects and courses at college levels. There are few women in the STEM industry as concerns about the same have been of crucial value. Women’s success in STEM requires them to be determined and risk-takers. Women have overcome the barriers and the theories to make it successfully in STEM (MacDonald et al., 2015).
Harassment of Women in Sainsbury’s
The equity gap between men and women has been appearing to narrow down in management careers, and it still exists in today’s employment sectors—men out-earn women throughout the world (Sipe et al., 2019). Women in different industries, public sectors, and businesses are still underrepresented, and this leads to women lagging down in salaries and salary progression; the working conditions of women are less favourable compared to those of men (ranging from pay to autonomy). Females always work in dead-end jobs, making it hard for promotions (Sipe et al., 2019). In almost all economic indicators, women are disadvantaged compared to men. Most research done on gender discrimination among women shows that it is the primary hindrance to their careers (Verniers & Vala, 2018). Gender discrimination in the labour industry results in lower earnings for females. Research done by the Institute of Management Accountants showed that women earned lower than men in all management, education, and certification (Blau & Kahn, 2004). As much as gender discrimination extends beyond wages, women comprise a small percentage of the workforce in most countries. Only a few hold middle leadership and management positions, and a very small number at the senior levels (Verniers & Vala, 2018). It is evident that there has been a remarkable increase in women’s participation in the labour market, education, and politics; they are still paid less compared to their counterparts (Eurostat, 2019). There has been less attention on the relationship between female leadership and gender discrimination. Very little is known about whether having a female boss makes a change when it comes to gender discrimination within firms and whether the leadership of women and men differ (Lucifora & Vigani, 2021).
Women in leadership positions have always set a pace for others and proved that they are not inferior as thought. Female leadership may have an effect on gender differences in workplaces. For the gap in the gender wages to reduce, wage determination and career advancements must be affected by discriminatory behaviours of male heads and managers (Cipollone et al., 2014). Female managers are better because they consider the inclusivity of both males and females and therefore help in lifting their fellow female workers in the industry. Female leaders are expected to adopt a management style that is less biased against women, and this is beneficial to females (Kato & Kodama, 2018).
Female managers are likely to organize work in a way that is less gender-biased and more family-friendly. This improves time flexibility and balanced practices in workplaces, thus avoiding the effects of gender discrimination (Macdonald, 2015). In places where work is organized in line with inflexible time schedules and where employees are not easily promoted, men always benefit more than women because men can work under tight conditions and thus leading to an increase in gender inequality.
In some countries, unequal access to education or level of education is one of the key causes of gender discrimination. Constitutional protections are another key contributor to gender inequality (Krishna et al., 2021). A study done in a certain institution in the United States showed that female students experience more discrimination from the school heads than their male counterparts. This results in negative psychological impacts. The females in male-dominated institutions suffer and are more likely to change to other institutions (MacDonald et al., 2015).
Gender Discrimination in Higher Education
A report by the American Council on Education Center for Policy Research and Strategy shows some primary data on females in higher education. Findings show discrepancies between tenure terms and status (Munroe-Farrington, 2021). Women leaders tend to lack support from other people, and their voices are not heard. They are assigned a load of work and are less exposed to career development opportunities (Munroe-Farrington, 2021). In this century, more women than men graduate from both tertiary institutions and high schools, but gender discrimination is still on the rise; this shows a gap in the studies about gender inequality and discrimination (Noronha et al., 2022). Women earn less than men for the same workload and are treated differently.
A total number of 2000 participants were randomly selected from both the informal and formal workplaces. Out of the 2000 participants, 1896 responses were received. 1234 out of 1896 responses were from women participants and the remaining from the male participants. This shows that 61.7% of the participants were females, 33.1% males and 5.2% unreported. This shows the viability of the survey as 94.8% responded in the survey. Respondents were being asked to answer the questions politely. Some of the questions were; gender, age, occupation, current position, and the average salary per year of each respondent.
I used R software to carry out the data analysis. The collected responses were entered into the software and cleaned; after that, I did research comparing the wages of different gender individuals. The collected data had some outliers, which were clearly out of range; this might have been attributed due to various structures in the job.
The results were as follows: From the informal sector, out of the participants who responded, men earn an averagely of $ 7,000 annually, and women earn an averagely of $ 5,000 annually carrying out the same work. In the formal sector, women earn less than men, and they make $10000 on average compared to men earn $15,000 on average. This showed the disparity in the wage gaps in gender. With the same level of education, women make less compared to men leading to gender inequality and discrimination.
Conclusion
In conclusion, gender discrimination is on the rise, and it is affecting the workplace. Most women are treated differently regarding tenure and job status. They are treated harshly compared to their counterparts. In turn, they earn less than men with the same education level and workload. More studies need to be done to provide more insights into gender discrimination in the workplace and to provide favorable working conditions for all.
Studies should be done on gender discrimination in the workplace concerning the level of education. Subsequent studies should consider expanding the survey to a bigger sample size for better representation. Further, measures should be included to assess whether the respondent has any experience of gender discrimination.
References
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Heilman, M. E., & Caleo, S. (2018). Gender discrimination in the workplace.
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Krishna, A., Kim, S., & Shim, K. (2021). Unpacking the effects of alleged gender discrimination in the corporate workplace on consumers’ affective responses and relational perceptions. Communication Research, 48(3), 426-453.
Lucifora, C., & Vigani, D. (2021). What if your boss is a woman? Evidence on gender discrimination at the workplace. Review of Economics of the Household, 1-29.
Pitot, M. A., White, M. A., Edney, E., Mogensen, M. A., Solberg, A., Kattapuram, T., & Kadom, N. (2022). The current state of gender discrimination and sexual harassment in the radiology workplace: A survey. Academic Radiology, 29(3), 416-425.
Pitot, M. A., White, M. A., Edney, E., Mogensen, M. A., Solberg, A., Kattapuram, T., & Kadom, N. (2022). The current state of gender discrimination and sexual harassment in the radiology workplace: A survey. Academic Radiology, 29(3), 416-425.
Pitot, M. A., White, M. A., Edney, E., Mogensen, M. A., Solberg, A., Kattapuram, T., & Kadom, N. (2022). The current state of gender discrimination and sexual harassment in the radiology workplace: A survey. Academic Radiology, 29(3), 416-425.
Sipe, S., Johnson, C. D., & Fisher, D. K. (2019). University students’ perceptions of gender discrimination in the workplace: Reality versus fiction. Journal of Education for Business, 84(6), 339-349.
Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PloS one, 13(1), e0190657.
Krishna, A., Kim, S., & Shim, K. (2021). Unpacking the effects of alleged gender discrimination in the corporate workplace on consumers’ affective responses and relational perceptions. Communication Research, 48(3), 426-453.
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