Do You Face Gender Inequality in the Workplace? Here’s How to Handle It
Is gender inequality still an issue in the workplace?
While some regions and countries have done a great deal to pursue workplace equality, we still see persistent gender gaps across industries. Gender inequality happens when there are biases and preferential treatment based on people’s sex and gender. Employees who do not receive the same opportunities, rewards, and resources for being a man or a woman experience gender inequality in the workplace.
Gender equality is a human right. Employers have crucial responsibilities in fostering a fair workplace culture. But are companies consistent in supporting and advocating it? Do you feel safe and supported in your job? How would you know if you are experiencing gender discrimination in the workplace?
Read on to learn how to spot gender inequality in the workplace and what you can do to handle these issues.
Why gender inequality still happens
Gender inequality can be connected to bigger social problems, including the lack of education, existing legal barriers, job segregation, and poor health care.
In Malaysia, a 2020 study identified five factors driving gender inequality among women in the workplace: “childcare and household poverty, government policies, labour force participation, discrimination in dress codes, and lack of technical and managerial skills.”
Lack of awareness may not be the main issue in the workplace. But influences in evaluations can be a possible driver in displaying gender biases in job applications, promotions, and recognition. Differences in educational background and work preferences can also group men and women in different jobs.
COVID-19’s impact on global gender gaps
According to the World Economic Forum 2021 Global Gender Gap Report, labour issues have slowed the progress of gender equality. As a result, it may take a generation to close the gender gap as the impact of the pandemic continues.
Gender inequality can happen to anyone, but where does it frequently occur, especially as the pandemic persists? Women and girls get smaller earnings and unstable jobs; they are more likely to live in poverty. Reports have also shown that more women than men lost their jobs during the pandemic, especially in sectors with more female employees.
Fewer women exist in roles that require technical skills, such as cloud computing, engineering, and data and AI. And while there is an increase in females working in the professional field, there remains a need to improve women’s representation in leadership roles. On the flip side, a UK survey by SME Loans revealed that more men feel discriminated against because of their gender than women. Either way, these studies prove that gender discrimination can happen to anyone; companies must be on their toes to prevent this from happening.
How to spot gender inequality in the workplace
The growing gender gap in employment and wages proves that gender inequality remains widespread in workforces. On top of this, several employees have had closer encounters with this phenomenon. You might have experienced gender inequality in your workplace, manifesting in unequal pay, promotion gaps, gender biases, and incidents of sexual harassment.
Here are six common signs that will just help you be more mindful and can raise awareness on how gender inequality can be solved.
1. Recruitment practices
You can spot a company’s gender biases and discrimination as early as the recruitment process. A 2020 survey conducted by Vase.ai in collaboration with the Women's Aid Organisation (WAO) found 22% of Malaysian women experienced discrimination during the recruitment process.
Take note of these instances before you decide to apply for a job and accept an offer.
Gender biases in job ads
Assess the use of masculine or feminine terms in job advertisements. Identify if they are inclined to use masculine adjectives, such as “aggressive”, “confident”, and “active”, or feminine words like “emphatic”, “honest”, and “interpersonal”. Also, notice if they use “he” or “she” rather than gender-neutral pronouns, such as “they”.
Discriminating interview questions
Observe if there are questions addressed to selected candidates only. For example, women are more likely to be asked questions about children or family than men.
Forty-seven per cent of the respondents from the Vase.ai Women's Aid Organisation (WAO) survey were asked their marital status in their job interview, while 20% were asked if they could carry out tasks as a woman.
If you encounter inappropriate personal questions like this, chances are the employers have gender biases that you must watch out for.
Lack of diversity
Observe the interview panel and hiring managers. Notice the new hires. Pay attention to the organisational charts and the leaders of the team. Do they belong to a similar background or one particular gender group?
Employee diversity also builds the culture within an organisation. If you notice that a company favours a certain social group, that may be a red flag.
2. Workload
The amount and type of workload can also show inequality in the workplace. For instance, you might find yourself more often assigned urgent tasks compared to other members of your department. Fifty-six per cent of Malaysian women experienced being given more work than men with the same job responsibilities. On the other hand, you may not be given the workload that should be part of your main responsibilities.
Yes, your daily requirements may vary. But, ensure you are getting the volume and variety of reasonable and appropriate tasks for your role, especially with employees who have the same job title as yours.
3. Performance review
Assessments based on gender are common biases seen during a performance review. You will notice this when two employees do not get the same positive reviews despite having similar backgrounds and performances.
Biases and assumptions can happen when managers do not see you work, especially while remote working amid the pandemic. Pre-COVID assessment criteria may not be applicable now. Performance management should review results instead of an employee’s characteristics. Check the criteria of your performance review. Are they in line with the current work setup? Ensure your employer sets new achievable criteria for a fairer evaluation and better productivity.
4. Career development opportunities
Access to career development opportunities and resources should be equal and consistent. This way, employees can continuously meet expectations, achieve results, and evolve in their careers. However, lack of career support through mentorship is still an issue, especially for women of colour.
There should be various training and upskilling programs for employees to hone their skills and improve performance. With this, you should also be aware if you are offered equal chances to upskill as your coworkers.
5. Salary range
A study on wage differentials in Malaysia found that gender and ethnic salary differences have decreased in recent years, both in the public and private sectors. There is also a lack of significant data showing a pay gap due to gender bias, according to the CPA Australia report on Gender Equality in the Malaysian Workplace.
However, while the wages sub-index showed the lowest gender gap, the country has not yet achieved gender equality. There is still an average of 40% wage gap between men and women in similar work worldwide. The 2020 Salaries and Wages Statistics from the Department of Statistics Malaysia reported that male and female salaries decreased, but the monthly salaries of male employees are still higher than women.
The striking impact of the pandemic made it difficult to increase wages since its onset. But if your company implemented salary increases within a year, then employees of the same work status and performances should earn the same.
Organisations should set a pay range and flexible conditions for every position to manage and maximise resources properly. You can know how much you should be earning through JobStreet’s Career Insights page.
If you discover you are not fairly compensated, set a meeting with your manager or Human Resources. Find out more about the salary policies, including the pay range for your position and conditions for salary increase. Use your performance reviews and negotiate based on work performance and outcomes.
6. Job promotions
Every employee should have the opportunity to climb up in their career. Thus, no one should face promotion discrimination because of cultural differences or physical or mental conditions.
There is progress in women’s representation amid the pandemic, especially in senior roles. However, men still outnumber women in being promoted to the managerial level. Forty per cent of the survey respondents from the same report by CPA Australia said that their board of directors consists of all men or only one woman.
Now, take a look at the ratio of men and women managers in your workplace. How does having a male or female leader make a difference in the company’s performance? Does gender have anything to do with being a great leader?
There may be gender inequality in the workplace, but that should stop you from doing your best at work. Show and tell people what you can do. Let them see you are just as capable as your coworkers of different genders. Let your contributions and achievements speak for themselves.
How to handle discrimination in the workplace
- Talk to the proper personnel
The first person to talk to will depend on who the offender is. If you experience gender discrimination from your coworker, alert your manager. But if you are suffering from gender inequality issues from your manager, inform the Human Resources in charge of grievances. If you are experiencing workload inequality, talk to your supervisor. Determine if it has something to do with your performance.
Whenever you experience gender discrimination in the workplace, immediately call the attention of your immediate supervisor. They may be unconsciously practising their gender biases, so letting them know how issues affect you can help them become more aware of their actions.
- Keep records and evidence
After experiencing gender discrimination, avoid reacting impulsively. Instead, be strategic. Ask your colleagues for supporting insights and proof. Write the details of any offensive incident with time, date, location, persons involved, and possible witnesses. Then, list all points you wish to discuss before arranging a meeting with your evaluator.
- Review your company’s anti-discrimination policies
Your company’s policies will guide you on appropriate steps to address the issues you are facing. They can also determine whether your employer is complying with the labour law and doing its job of promoting equality in the workplace.
- Contact your trade union or Malaysian Labour Office
If your employer does not take the necessary steps to investigate and resolve the issue, you may seek the help of your trade union or the Malaysian Labour Office.
- Take legal action where appropriate
You may file a lawsuit for any discrimination or harassment, unfair treatment resulting in unreasonable dismissal, pay inequality, or any breach of contract.
(Read more: Handle Workplace Ethical Issues Like a Pro by Asking 5 Questions )
The workplace should always be safe and inclusive. But biases and discrimination hinder happiness and productivity at work. Companies must protect their workers — regardless of position, race, religion, and physical conditions — from gender discrimination in the workplace. It is also best to know your employee rights to easily recognise signs of inequality.
Uphold your rights and empower yourself for positive and rewarding work! You can read more expert advice when you visit our Career Resources page.
Want to find a company that respects your gender identity and affirms your capabilities as a professional? #LetsGetToWork and create or update your JobStreet profile today or download the JobStreet app on Google Play or App Store.
