Gender

- Is the range of physical, mental, and behavioral

characteristics pertaining to, and differentiating between,
Masculinity and Femininity.
- Depending on the context, the term may refer to
biological sex.

- Refers to unequal treatment of perceptions of
individuals based on their gender. It arises from
differences in socially constructed gender roles as well
as biologically through chromosomes, brain structure,
and hormonal differences.
Some common inequalities that take place in the
workplace are the gender-based imbalances of
individuals in power and command over the management
of the organization.
Women are not able to move up into higher paid
positions quickly as compared to men. Some
organizations have more inequality than others, and the
extent to which it occurs can differ greatly.
In the workplace the men usually hold the higher
positions and the women often hold lower paid positions
such as secretaries.

Differentiation and hierarchy in the labour market and
unequal opportunities in working life between women and
men still prevail
Year after year, employment statistics describe the
continuing gap between women and men in Labour
Force Participation; permanence of gender segregation
within labour markets; atypical forms of working such as
Part-time Work and Fixed-term Contracts.
Human Capital Theories
- Refers to the education, knowledge,
training, experience, or skill of a person
which makes them potentially valuable to an
employer.
Human Capital Theories has historically been understood
as a cause of the gendered wage gap but is no longer a
predominant cause as women and men in certain
occupations tend to have similar education levels or other
credentials.

Even when such characteristics of jobs and workers are
controlled for, the presence of women within a certain
occupation leads to lower ages. This earnings
discriminations is considered to be a part of Pollution
Theory.
Pollution Theory
- This theory suggests that jobs which are predominant by
women offer lower wages than do jobs simply because of
the presence of women within the occupation.
Occupational Gender Segregation

- Is understood as the concentration of men and women.
- Is one of the barriers which prevents women and men
from fulfilling their potential in the labour market, and
conseqently contributes the to the pay gap. (e.g. caring,
catering, cleaning, clerical, cashering) and the lower
grades within an organisation.
- Can be understood to contain two components or
dimensions:
Horizontal and Vertical Segregation





Horizontal Segregation
- Occupational sex segregation occurs as men and women
are thought to possess different physical, emotional, and
mental capabilities. These different capabilities makes
the genders vary in the types of jobs they are suited for.
- This can be specifically viewed with the gendered
division between manual and non-manual labor.

Vertical Segregation
- Occupational sex segregation occurs as occupations are
stratified according to power, authority, income and prestige
associated with the occupation and women are excluded
from holding such jobs.
Since 1960s, occupations have become segregated based
on the amount femininity or masculinity presupposed to be
associated with each occupations.

And based on the census data, women occupy the service
sector jobs at higher rates than men. Womens
overrepresentation in service sector jobs , as opposed to
jobs that require managerial work acts as a reinforcement
of women and men into traditional gender roles that causes
GENDER INEQUALITY.
What are the causes of Occupational
Segregation:

1. Gender Stereotype Social Attitudes (Both Explicit and
Implicit) which stereotype the roles of women and men
have in our society. This attitudes can influence subject
choice in school and can limit their career aspirations.
2. Inflexible Working Women with children face
constraints in terms of finding work.
3. Under-valuing of Roles and Occupations Perceived to
be Womens work.
Statistical Discrimination
- Is cited as a cause for income disparities and gendered
inequality in the workplace.
- Indicates the likelihood of employers to deny women
access to certain occupational tracks because women
are more likely than men to leave their job or the labor
force when they become married or pregnant. Women
are instead given positions that dead-end or jobs that
have very little mobility.
Many types of discrimination in the workplace are partly to
blame for the wage gap.
Allocative discrimination describes the phenomenon
that women are differentially allocated to occupations and
establishments that pay lower wages.

Evaluative discrimination describes the idea that
occupations held by women are typically paid less than
occupations traditionally held by men, despite the fact that
skill requirements and other factors are the same.

Within-job discrimination describes the possibility that
women are paid lower wages than men in similar
occupations in the same establishment.
In one study researchers sent identical curricular vitae to
psychology department assistant professor openings, but
it was manipulated by applicants sex, to be male or
female; the male candidates were judged worthy of being
hired 73% of the time, while female applicants were
judged worthy of being hired of 45% of the time.

Women are currently most underrepresented in the
following occupations; Management, Technology,
Mathematics, Architecture, Engineering, Science,
Production and Transportation.

Gender discrimination suggests that women are losing
employment opportunities unfairly to men in the said
occupations.
The single greatest contributor to the GLBT experience in
the workplace is the decision of the employees to come out
or remain closeted at work.

Brian McNaught, a lauded leader of gay sensitivity training,
explained the pressures that surrounds a decision, noting
that, Gay people who have to worry about what will
happen to them if they come out generally produce a lower
level than gay employees who dont, it takes a lot of energy
who put on a mask, he also said that there are 54% of
closeted employees; and in 2009 survey, theyve concluded
51% of GLBT employees.

It is documented that being a gay negatively impacts an
employees opportunity for promotion, 28% of gay
employees remain closeted, because in many states it is
perfectly legal to fire an employee for being gay.
GOD BLESS