gender inequality in the wrokplace

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Introduction Research has shown that stereotypes and prejudice in the workplace are contributing factors of why disparities in income and treatment exist in the workplace, leading to overall gender inequality in this area. This paper will evaluate this phenomenon from the psychological perspective and will view the topic in regards to the theories of prejudice, discrimination, ingroup/outgroup bias, group interaction, theory of the self, and social identity theory, among others. These theories will be discussed because they are relevant in explaining the roots of inequality and the socialization that causes men to be in a certain role and women in another. Additionally, the consequences of disparities in the workplace will be presented in order to understand what may result from experienced inequality. This issue is significant because it is important to recognize issues such as these in order to enhance equality in the workplace and make further progress to enhance the inclusion of women in society on the whole. Furthermore, it is relevant to know how this inequality affects the sense of self of the parties involved so that strategies can be given to both men and women to make this inequality less prevalent in the future. Literature Review In their article, “Workplace Gender Bias: Not Just Between Strangers”, authors Nadler and Stockdale discuss the forms of gender bias that still exist in the workplace for women who have jobs in male-dominated fields. They suggest that “gender role stereotypes” and “subtle forms of gender bias” give women a harder time in these fields and may result in “reduced pay, harsher…standards in performance evaluation, and a reduced likelihood to advance” (282-84). Women that do not conform to societal e... ... middle of paper ... ...ally go to men. It also may be useful to try to do a gender-blind hiring process somehow so that any prejudices from hiring managers do not impact the inequalities that stem from the hiring process before women can even work in a male-dominated field. Another possibility to decrease the inequalities would be to give more rewards and reinforcement to women who are performing well in their occupations. If women know that they are doing well, they may doubt themselves less and be more confident in asking questions and expressing their opinions without being scared that what they say will be discounted by those around them. In conclusion, this is a very prominent issue that needs to be researched more so that women and men will be treated more equally where they work. There has been much progress made already, and spreading awareness can only help decrease this problem.

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