ASSIGNMENT 2 FRONT SHEET

Qualification BTEC Level 5 HND Diploma in Business

Unit number and title Unit 11: Research Project

Submission date 23/12/2019 Date Received 1st submission

Re-submission Date Date Received 2nd submission

Student Name Tran Duy Hung Student ID GBH18575

Class GBH0704 Assessor name Ngo Tran Thaii Duong

Student declaration

I certify that the assignment submission is entirely my own work and I fully understand the consequences of plagiarism. I understand that
making a false declaration is a form of malpractice.

Student’s signature Hung

Grading grid

P3 P4 P5 P6 P7 M2 M3 M4 D2 D3
 Summative Feedback:  Resubmission Feedback:

Grade: Assessor Signature: Date:

Internal Verifier’s Comments:

Signature & Date:

Table of Contents
GENDER DISCRIMINATION AT TAMBOOKS COMPANY .....................................................
Acknowledgements ................................................................................................................ 4
Executive summary: ............................................................................................................... 5
I. Introduction:................................................................................................................. 5
1. Background of the topic: .............................................................................................. 5
2. Background of the company: TamBooks (4A Holding Group): ..................................... 5
3. Research question and Methodology: ......................................................................... 6
4. Significance of reasearch question: ............................................................................. 6
5. Literature Review: ....................................................................................................... 7
Definition:............................................................................................................................ 7
II. Methodology: ............................................................................................................. 11
A, Quantitative research definition: .......................................................................................... 11
B, The researcher choose quantitative method ................................................................... 11
C, Primary and secondary research:....................................................................................... 11
III. Main body: ................................................................................................................. 12
1. Respondences informations: ..................................................................................... 12
2. Research question: .................................................................................................. 12
IV. Recommendation: ..................................................................................................... 15
V. Conclusion:................................................................................................................ 16
Bibliography ......................................................................................................................... 17
Appendices: ........................................................................... Error! Bookmark not defined.

Acknowledgements
Special thanks to the instruction support from the assessor Mr. Ngo Tran Thai Duong.

Special thanks to the data support from the University of Greenwich Vietnam.

Special thanks to Tambooks company’s employees who take part in the survey.
Executive summary:
Gender-related discrimination has become a very controversial issue and has negative consequences in
the working environment of all companies and organizations today. In order to understand the effects
of gender discrimination on employees and the quality of work, this work I collected analyzed data
from 50 male and female employees of Tambooks Vietnam. The analysis shows that gender
discrimination is still fierce among employees. Overall, the company has yet to come up with effective
measures to combat discrimination among employees.

I. Introduction:
1. Background of the topic:
Discrimination in the workplace is based on certain preconceptions and occurs when an employee is
treated unfairly because of issues related to gender, sex, race, religion or disability (Benstead, 2018). If
you treat someone differently because they have different characteristics from other staff members,
you have acted in an unlawful manner. Direct discrimination occurs when someone is treated more
fairly than other employees. For example, qualified employees do the job but you refuse because you
think they might want to start a family early. There are two kinds of discrimination: Direct and
undirect.

Direct discrimination can also occur when you pay someone less than other employees for no good
reason, you choose specific employees to pay based on their own characteristics, you do not adjust the
reasonable rate for a worker with a disability, you dismiss someone for making an allegation of
discrimination or unfairly rejecting a request to work overtime to increase income import. Indirect
discrimination occurs when certain rules or regulations put certain employees at a disadvantage. For
example, if you insist all workers should work on Sunday, this could be considered as discrimination
against Christians, who consider it a day at home to pray.

2. Background of the company: TamBooks (4A Holding Group):

Desiring to bring knowledge to the wider community, creating values that help SMEs, in August 2016, Mr.
Nguyen The Phong founded 4A Holdings which started as Agency C3 Group - Marketing committing to
business. Numbers and online training system Udemyvietnam.vn.

Tambooks Co., Ltd. belongs to the startup organization 4A Holdings, with the desire to bring knowledge value
to the community, Tambooks provides a system of online courses from leading lecturers at home and abroad
with diverse fields. We harness the strength of technology and sustainable business philosophy to
create breakthrough growth while creating significant value for our customers, partners and our employees.
yourself. With a staff of enthusiastic, dedicated, Tambooks confidently bring quality service as well as the
best values to customers.

4A - Holdings is a complex in the field of Sale - Marketing - Technology, more specifically in the SMEs
business community and Startup community. Including 2 fronts:

+ Udemyvietnam.vn /Tambooks.vn: Platform provides diverse online courses on topics such as Yoga,
Marketing, Teaching ... with leading lecturers in Vietnam such as Ambassador of Yoga Nguyen Hieu, teacher
Phan Anh CEO PA Marketing; Co-Founder of CROWN SPACE fashion store chain, Mr. Vu Ngoc Quyen - Founder of
PAcademy Academy, Mr. Vu Van Binh - expert in training large corporations such as FPT, VinGroup, and
coaching business owners…

+ C3group.vn - Marketing commits to sales: Providing outsourced services to SMEs in terms of overall
marketing, marketing to increase sales. Some of the typical C3 Group projects we have served are: CEO Brand
Key to success, Tomokid children's education system, Dr Green, Star Travel, Ty Bach Thao, ... and more than 200
projects in 02 offices in Hanoi and Ho Chi Minh City (4A Holdings, 2018).

3. Research question and Methodology:

The research question: The project's research question is: What is the situation of gender-related
discrimination in Tambooks Company, especially the discrimination between men and women in the
company?

The method of this study is quantitative. Specifically, this paper will apply the questionnaire method for
research purposes. This questionnaire will be a series of questions for the purpose of collecting sexist
information from respondents. This is a simple, cost-effective and energy-saving method for researchers.

Reasons for choosing the project (e.g. links to other subjects you are studying, personal interest, future plans,
knowledge/skills you want to improve, why the topic is important):

4. Significance of reasearch question:

Research questions are a set of questions that are raised and answered by participants who answer
research results. It plays an important role in the development of research projects. It not only
contributes to the accurate orientation of the content research process, as well as the method of
implementation, limit the audience and the scope of the author that wants to study. That research
question also evokes and stimulates each individual's creativity. Even if the scope of the study is confined to a
narrow audience, research questions that are suggestive and connected with other related issues will lead
to further and broader research.

For the research question on workplace discrimination, the question posed is considered a problem
that needs to be addressed immediately for the company. Discrimination today is a very common thing
and especially among multinational corporations, where many people from around the world work. It
is always a matter of great pressure for some employees in the company, affecting the quality of work
and there will be a large number of employees unable to resist the pressure of discrimination and
quitting. As a result, the company faces great losses when seeking new employees. The survey
question given is directly related to the issues that the company is facing. Accordingly, the process of
making decisions and changing policies and regulations will be accurate, transparent and fair,
consistent with the characteristics of the business. Addressing inadequacies, reducing the number of
employees leaving and the cost of training new employees.

5. Literature Review:
Definition:
This project will concentrate on the issue of gender discrimination in 2 main section: Sexual orientation,
gender discrimination at workplace. In gender discrimination in workplace, there are 3 smaller section:
Discrimination in the services industry, manufacturing industry and discrimination at workplace in
Vietnam.

+ Sexual/Gender orientation discrimination:

First, sexual orientation, sometimes referred to as sexual preference, describes a human emotional
pattern of affection, romance or sexual attraction for men, women, both or not having sex. According to the
American Psychological Association (APA), sexual orientation also refers to a person who has an awareness
of identity, based on attractions, related behaviors and membership in a community of others have those
same attractions.

Example is the research into the genetic component of some complex behaviors often causes
controversy research by Schuklenk (2012). Research into sexual orientation—simplistically refered to as “gay
gene” research—is an example of research that provokes intense controversy. This research is worrisome
for many reasons, including the fact that it has been used to harm lesbians and gay men. Many homosexual
people have been forced to undergo “treatments” to change their sexual orientation.. Moreover, such
research may lead to prenatal tests that claim to predict for homosexuality. For homosexual people who
live in countries with no legal protections these dangers are particularly serious.

Next, the article can demonstrate the sexual orientation is the reasearch of M. V. Lee Badget (1995), the
study apply the econometric tools developed in the study of discrimination of race and gender to the new
issue of discrimination of sexual orientation. Analyzing pooled data from a national random sample from
1989–91, the researcher finds that gay and bisexual male workers received from 11% to 27% less than
heterosexual male workers with the same experience, age, occupation, marital status, and home region.
There is also proof that lesbian and bisexual women received less than heterosexual women, but in all
parameter meanings and criteria this finding is not reliably statistically significant.

Another article is the research studied distress by Joana Almeida (2009) between students in the 9th– 12th
grade and explored whether the correlation between lesbian, homosexual, bisexual, and/or
transgendered (i.e., "LGBT") and emotional distress was influenced by perceptions of being treated badly or
discriminated against because others believed they were gay or lesbian. Data comes from a Boston,
Massachusetts, school-based study; 10% were LGBT, 58% were female, and ages ranged from 13 to 19 years.
Approximately 45% are Black, 31% Hispanic, and 14% White. Mediation analyses showed that perceived
discrimination accounted for increased depressive symptomatology among LGBT males and females, and
accounted for an elevated risk of self-harm and suicidal ideation among LGBT males. Perceived
discrimination is a likely contributor to emotional distress among LGBT youth.

Finally is the study conducted by Day and Schoenrade (2000) used data from a survey of 744 homosexual
employees to determine the relationships with relevant work attitudes of reported sexual orientation
disclosure, anti-discrimination policies and top management support. All three independent variables were
found to be significantly associated with affective workplace engagement and conflict.

+ Gender discrimination at workplace:

Next is gender discrimination in the workplace, is essentially being treated less well because of your gender
as it's stated in the New York City Human Rights Law. Some examples of gender discrimination can be treated
less well for being a woman, for being a man, being subjected to stereotypes regarding the genders – for
example, discriminating against a woman for having a familial responsibility and assuming that, because
she's a woman, she will be taken by that responsibility, or discriminating against a man and assuming that he
will not have certain responsibilities because he is not the primary caretaker or caregiver (Lawyer,2019).

A form of gender discrimination is harassing or otherwise making gender based comments to women who
disclose their pregnancy in the workplace, whether women reveal that they are pregnant and they would
need time off in the future or whether they're not allowed to return back to work after they have had a
child. These are the kinds of situations where individuals – women specifically – are being harassed for their
gender in the workplace (Lawyer, 2019).

The first study extends to an empirical survey design, in which employed participants are asked in some way
how others respond to classic bias discriminatory conditions and ways. Research was conducted by Trentham
and Larwood (1998) with the participants were 148 males and 158 females (88.6% white, 4.6% Hispanic, 4%
Asian and 2.8% racist Other) with a graduate business degree from Republican University. The results show
evidence of continued discrimination and support the theory that predicts reasonable bias in the workplace.

Next article is the study explores the mechanisms underlying gender discrimination by Willam Snizek
(1992). 37 and 41 percent of the women surveyed said they had encountered marketing or day-to-day
discrimination on a regular basis when asked. Based on analyzes of data collected from 625 women and 512
men, as distinct from day-to-day discrimination, evidence is presented as the best account of
promotional discrimination for an interpretation of interest. These findings emphasize the need for
different forms of workplace gender discrimination to be recognized and treated as analytically distinct.

Another article is the gender inequality research conducted by Donna Bobbitt-Zeher (2011) has placed the
importance of gender discrimination in the workplace experiences of women. By analyzing 219
narratives of discrimination based on cases of sex discrimination brought before the Ohio Civil Rights
Commission. The analyzes reveal how gender stereotyping combines workplace sex composition and
organizational policies in predictable ways, often resulting in discrimination through interactional
dynamics of discretionary policy use. The findings suggest the importance on gender discrimination of
cultural, structural and interactional influences.

+ Gender discrimination in the service industry:

The service industry today is focusing primarily on industries related to entertainment and tourism,
restaurants and hotels. Therefore, employers who are very focused outside the interviewers' knowledge must
also consider an important factor that is their appearance. For example, in order to do jobs such as hostess,
hotel staff, they often prefer women over men. Because the recruiter think that women often have better
appearance and way of speaking than men. And in the issue of salaries and services, especially in
industries such as hotels, bars, ... women are always treated better than men.

The article discusses the contribution of different types of gender segregation to the pay gap between men
and women in the hospitality industry. To this end, matched employer–employee data from a list of hotels and
restaurants in Andalusia are used. The data source includes information about 181 hotels and 121 restaurants.
Impacts on the wage gap are extracted from two empirical criteria. In the first, equivalent returns of
measurable variables are assumed for both men and women, and in the second, the returns are assumed to
be unique for each sex ( Juan, 2009).

Another articles is conducted by Mark Bendick (2010) about white and racial minorities with equal
qualifications in fine dining restaurants in New York City applied simultaneously for 43 waiter / waitress jobs.
Applicants of all demographic backgrounds were treated equally courteously, but minorities were only 54%
as likely to receive a job offer as whites. In 31 percent of the restaurants tested, this discrimination,
whether conscious or unconscious, was documented. Differences in post-hiring are even more common, with
restaurant servers in front of the house minority reporting 12% lower earnings than their equally qualified
white peers.

Next article conducted by Elizabeth M.Ineson (2013) explores issues that lead to sexual discrimination in the
work environment of hospitality. Using cluster sampling, demographic data was obtained by
questionnaire after 12-month foreign internships from a captive audience of 101 students in hospitality
management. Online publicly reported critical cases of sexual discrimination. Descriptive statistics are then
used to evaluate perception and narration.

The article of the research conducted by Sara A. Brallier (2011) is to assess restaurant managers’ decision to hire
servers as a function of the applicants’ tattoo status and gender. Based on past research, Alternative
Hypothesis One predicts that tattooed applicants will be less likely to be hired than non tattooed
applicants. Additional analysis reveals no significant difference exists between genders within the same
category of tattoo/non-tattoo status. However, employers consider non-tattooed females more
employable than both tattooed males and females, while non-tattooed males show no such significant
difference.

+ Gender discrimination in the manufacturing industry:

Gender inequality has always been a strongly debated topic. In the past few months, however, the issue has
made headline news after an unprecedented number of women around the globe took to the streets to
protest about President Trump’s policies on women’s issues.

Turning to focus on the world of manufacturing industries, promoting gender equality has been an aim of
the ethical trading industry for a number of years now. Many companies have been working with NGOs
and the UN to find a sustainable way of eliminating gender discrimination and preventing sexual assault.

We examine credit constraint differentials between male and female manufacturing entrepreneurs using firm
data from 16 sub-Saharan Africa countries. The result show that small enterprises owned by female
entrepreneurs are less likely to be credit constrained compared to their male counterparts, while this is
reversed for medium-sized enterprises (Hansen, 2014).

The article conducted by Jones and Walsh (2014) presents a regression model of female managers ' relative
employment level using data from a forty-one industry sample from the Canadian manufacturing sector for
1971 and 1981. The goal of the study is to test the neoclassical proposition that discrimination against
women in jobs is fostered by imperfect conditions on the consumer market. Therefore, the model allows
for the Canadian economy's open nature and variations in the work and skill quality of managerial
occupations for interindustry. The findings endorse the neoclassical point of view and also underline the
value of post-secondary education for women's jobs at management level.

+ Gender discrimination at workplace in Vietnam:

In the minds of many Vietnam employers today, for a woman to be admitted to a job there are two
reasons: One is due to sex ratio requirements. Second, they must have higher qualifications than the male
candidates (Anh, 2018). For example, a former Google project manager said that in his experience, the
majority of women are employed largely thanks to the company's gender diversity program and current
appearance. Their workplace is not performing as well as other male candidates (Anh, 2018). The purpose
of this article was to investigate how Vietnamese female workers from various industries perceived gender
discrimination and how they reacted against gender discrimination misconducts at workplace. A survey
questionnaire was designed by Pei-Kuan Lin ; Tri Thai Tran ; Pao-Cheng Lin ; Shao-Yu Li and distributed to 450
respondents. Structural Equation Modeling (SEM) was employed as statistical methods to analyze the
relationships and mediating effect among the variables. Several implications were proposed at the end of
the text based upon the research findings (Lin, 2017).
 II. Methodology:

A, Quantitative research definition:

In this research, the type of research that the researcher use is quantitative research. The purpose of
quantitative research is to create knowledge and understanding of the social world. Social scientists,
including communication researchers, use quantitative research to observe phenomena or events that affect
individuals. Social scientists are concerned about people's study. Quantitative research is a way of learning
about a particular group of individuals known as a sample population. Quantitative analysis uses scientific
inquiry to rely on data that are collected or analyzed to answer sample population issues (Allen, 2017).

As above, I chose the quantitative research method to conduct the evaluation and gather information from
Tambooks employees on gender discrimination in the workplace. I have prepared a survey
questionnaire of 15 questions. I then sent a survey to about 30 employees at Tambooks including its
current manager. The selection of related questions is done carefully. The questions were referenced from
various sources and related to the content of the study.

B, The researcher choose quantitative method because quantitative research

requires careful experimental design and the ability for anyone to copy both experiment and results. This
makes data collection more reliable and less controversial. And when you collect quantitative data, the
type of results will tell you which statistical tests are appropriate to use. Therefore, interpreting your data
and presenting them is simpler.

C, Primary and secondary research:

Primary research is characterized by an individual who was part of the study as accurate, first-hand
accounts of the study. The methods for performing an experiment or research differ, but usually follow the
scientific method. One way you can think about primary research is that the work is usually original.
Secondary research is defined as the primary research analysis and interpretation. The secondary
research writing method is to collect primary research relevant to a writing topic and to interpret what the
primary research found.

In this research, researcher will apply primary research by using online surveys to easily collect the
information from the participants. Online surveys are convenient and can be sent via emails or can be filled
out online. These can be accessed on handheld devices like smartphone, tablets and similar devices. In
addition, the researcher also applied secondary research to carry out this research, the researcher used
secondary research to collect academic papers related to issues of gender discrimination at workplace.

My questionnaire consists of a set of 15 questions with two questions using multiple choice and 13
questions using linear scale. All the questions were thought and created by me because I could not find
many materials to serve for creating survey questions.

III. Main body:

1. Respondences informations:

As you can see from the pie chart above, I have

Gender collected the male and female ratio of
Tambooks to answer the gender equality survey
questions. The statistics show that many women
answer discriminatory questions at work. It
42.86% accounts for about 57.14 percent compared to
Female
the male rate of 42.86 percent. Age ranges
57.14% Male
mostly from 20 to 29 years and are allocated in
positions from low to high, most of them are
employees in the company's translation and
auditing department. The rest works in human
resources and related divisions.

Do you believe that

gender discrimination still 2. Research question:
appears in Tambooks? To this question, it's easy to see that up to 40 percent of
12.07% employees are strongly agree with the company’s gender
8.62% Agree discrimination status. This is also the highest proportion of
24.14% respondents compared with 24,14 percent of respondents
Disagree
choosing gender discrimination not exists and 12 percent are
48.28%
Neutral neutral. In general, the company Tambooks still appear
discrimination between men and women.
6.90%
Through the chart on the right side, we can see
Does your boss gender
that the employer discrimination on gender when
discriminated when assigning
assigning employees is pretty much agreed
jobs to employees?
strongly in Tambooks company (more than 30
percent). Ranked next is the number of employees 17.14%
Agree
who agree in a moderate and neutral manner. So 20.00% Disagree
can be seen in Tambooks female employees are Neutral
31.43%
not appreciated by the boss when assigning jobs. 17.14% Strongly agree
Strongly disagree
14.29%

Nearly a quarter of respondents (22.86 percent) chose to

Have you ever been agree strongly when asked about having experienced
experienced gender gender-related discrimination. Only a few with 8.57
discriminated in the percent of respondents disagree strongly with the
company? statement. 40% of respondents chose an affirmative
8.57% Agree answer, although they did not choose the most accurate
Disagree answer, they also expressed their opinion on this
Neutral
question, very likely to agree. with this idea. This proves
22.86% 40.00%
that most employees feel that Tambooks is still
Strongly Agree
experiencing gender inequality.
20.00% Strongly
8.57%
disagree

Your gender has a great

influence on your current This table shows that the majority of employees (nearly 50
position in the company. percent) strongly disagree with their gender influencing the
position in the company. It was followed by 25.71 percent
11.43% Agree
of employees who did not give specific answers and only
5.71%
Disagree
11.43 percent of employees strongly agreed that gender
48.57% affects job position in the company. From this we can see
25.71% Neutral that Tambooks, although still sexist, does not affect the job
or the position of the employees.
Strongly agree
8.57%
In this question, the researcher posed a Female employees in the
question to see if Tambooks executives company often underestimated often
underestimated female employees. And by their superior. the
results showed that nearly half of the 11.43%
employees (42.86 percent) reported that Agree they
17.14%
strongly agreed with the director who had Disagree or
was unfairly treating female employees 20.00% Neutral more
than the ones. male. Only a few (17.14 42.86% Strongly agree
percent) of employees said that the Strongly disagree
8.57%
directors treated the female employees fairly
in the company.

Your employer has taken various As shown in the table above, we can see that
methods to combat gender most people have yet to see the specific
discrimination in the company. methods the director has in place to combat
gender discrimination in the company (37.14%
of employees. ). This was followed by more than
22 percent of employees who had the opposite
Agree
22.86% opinion, agreeing with the issue, which proves
37.14% Disagree
that Tambooks' superiors also took steps to
Neutral
14.29% prevent gender discrimination from happening
Strongly agree
in the organization.
Strongly disagree
14.29% 11.43%
According to the chart above, it can be
seen that the majority of respondents The superior does not apply gender-
(74%) have the option to agree with the based discrimination in salaries,
question of whether the company does promotions, fines, or layoffs.
not introduce any form of discrimination 5.71%
in the process of paying salaries and
Agree
benefits. However, only a small number 20.00%
Disagree
(16%) chose to disagree. From this, it can
11.43% Neutral
be drawn that Tambooks has almost no
54.29% Strongly agree
gender discrimination in the process of
Strongly disagree
paying salaries, promotions, etc. 8.57%

IV. Recommendation:
From the analysis of the answers obtained from the above survey, it can be seen that there is still a
phenomenon of gender discrimination in Tambooks. The company needs to quickly improve to
minimize that level of discrimination as much as possible, and if possible eliminate it. Therefore, the
researcher has made some recommendations for Tambooks to improve the situation better. First, the
company can organize many inter-departmental exchanges between employees, male and female
employees that will cross each other's work, learn from each other, thereby forming a good
relationship between male and female employees. Next, the company can choose to hold meetings or
travel or teamwork events, all of which can increase the exchange time between employees. The
division of ’mployees in teams must also be carefully calculated, limiting the separation between male
and female employees. The last recommendation of the researcher for Tambooks is that changing
thinking about gender discrimination needs to start from the higher levels. If higher levels do not
discriminate against employees or induce employees to commit such acts, the gender discrimination in
the company will be significantly reduced. Finally, in order for gender discrimination to be eliminated, a
large part will depend on the attitudes of each other, both male and female employees must be
equally aware that negatively affect individuals and the wider company, so that they can be aware of
their actions and words accordingly.
 V. Conclusion:
To sum up, it can be seen that the phenomenon of gender-related discrimination still exists at a
significant frequency at Tambooks Vietnam. Based on the analysis of the surveyed data, it can be seen
that most employees agree with the idea that in Tambooks, there are still inequities in work related to
the gender of the employees. employees, only a few people think that this phenomenon does not exist
in the company. In order to improve this situation, the researcher also made some specific
recommendations for the company to contribute to the lowest reduction of gender discrimination.
Bibliography
4A Holdings, 2018. Hành trình có tên 4a holdings. [Online]

Available at: http://4aholdings.vn/cau-chuyen-ve-hanh-trinh-co-ten-4a-holdings/ [Accessed 19 10 2019].

Allen, M. 2017, The sage encyclopedia of communication research methods, vol. 4, SAGE Publications,
Inc, Thousand Oaks, CA, [Accessed 6 November 2019], doi: 10.4135/9781483381411.

Anh, H., 2018. Bình đẳng giới nơi làm việc. [Online]

Available at: https://www.elleman.vn/phong-cach-song/binh-dang-gioi-noi-lam-viec [Accessed 27 10 2019].

Benstead, S., 2018. What is discrimination in the workplace. [Online]

Available at: https://www.breathehr.com/blog/what-is-discrimination-in-the-workplace [Accessed 19 10

2019].

Trentham, S. and Larwood, L., 1998. Gender discrimination and the workplace: An examination of
rational bias theory. Sex roles, 38(1-2), pp.1-28.

Schüklenk, U., Stein, E., Kerin, J. and Byne, W., 1997. The ethics of genetic research on sexual
orientation. Hastings Center Report, 27(4), pp.6-13

Hansen, H. and Rand, J., 2014. The myth of female credit discrimination in African manufacturing.
Journal of Development Studies, 50(1), pp.81-96.

Lin, P.K., Tran, T.T., Lin, P.C. and Li, S.Y., 2017, June. Gender discrimination misconducts perceived by
female workers of Vietnamese industries. In 2017 International Conference on Service Systems and
Service Management (pp. 1-4). IEEE.

Snizek, W.E. and Neil, C.C., 1992. Job characteristics, gender stereotypes and perceived gender
discrimination in the workplace. Organization studies, 13(3), pp.403-427.

Badgett, M.L., 1995. The wage effects of sexual orientation discrimination. ILR Review, 48(4), pp.726-
739.

Almeida, J., Johnson, R.M., Corliss, H.L., Molnar, B.E. and Azrael, D., 2009. Emotional distress among
LGBT youth: The influence of perceived discrimination based on sexual orientation. Journal of youth
and adolescence, 38(7), pp.1001-1014.

Day, N.E. and Schoenrade, P., 2000. The relationship among reported disclosure of sexual orientation,
anti- discrimination policies, top management support and work attitudes of gay and lesbian
employees. Personnel review, 29(3), pp.346-363.
Bobbitt-Zeher, D., 2011. Gender discrimination at work: Connecting gender stereotypes, institutional
policies, and gender composition of workplace. Gender & Society, 25(6), pp.764-786.

Bendick Jr, M., Rodriguez, R.E. and Jayaraman, S., 2010. Employment discrimination in upscale
restaurants: Evidence from matched pair testing. The Social Science Journal, 47(4), pp.802-818.

Ineson, E.M., Yap, M.H. and Whiting, G., 2013. Sexual discrimination and harassment in the hospitality
industry. International Journal of Hospitality Management, 35, pp.1-9.

Brallier, S.A., Maguire, K.A., Smith, D.A. and Palm, L.J., 2011. Visible tattoos and employment in the
restaurant service industry. International Journal of Business and Social Science, 2(6), pp.72-76.

Jones, J.C.H. and Walsh, W.D., 1991. Product market imperfections, job content differences and gender
employment discrimination at the management level: some evidence from the Canadian
manufacturing sector in 1971 and 1981. Canadian Journal of Economics, pp.844-858.

Lawyer. (2019). What is Gender Discrimination in the Workplace? Retrieved from Phillips and Associate:
https://www.newyorkcitydiscriminationlawyer.com/what-is-gender-discrimination-in-the-
workplace.html

Campos-Soria, J. A., Ortega-Aguaza, B., & Ropero-Garcia, M. A. (2009). Gender segregation and wage
difference in the hospitality industry. Tourism Economics, 15(4), 847-866.

VI. Apendices:
0121321405 6789
ÿ 7
8
ÿÿ

88

ÿ8ÿÿ8

123456ÿ8259:;<==>;35ÿ<=ÿ?5=@53A35B>:5@ÿ@;9C3;D;=>:;<=
>:ÿE<3FG
H
8ÿ68ÿ2ÿ-
I8ÿÿJÿÿ7ÿ9
8ÿ7ÿ8ÿÿ78ÿ97K
ÿ
ÿÿ
ÿ

ÿ
ÿ 7
8
ÿK
ÿ
L
ÿ78
ÿÿÿ789
ÿÿÿ
ÿ8
ÿ8

8
8ÿ9
ÿÿ
8ÿÿK"
9
ÿ9
ÿÿ

8
8

ÿ8ÿÿLKÿM

!ÿ
8ÿ8ÿ7ÿ
ÿ
8ÿ
ÿÿK
ÿ78

ÿÿÿK
ÿ
ÿÿ
78
ÿ
ÿ

ÿÿ8ÿ!Jÿÿ8ÿ7ÿ89
ÿÿÿK
ÿ7
ÿ8ÿ8

8ÿÿÿ8ÿ
ÿ
8ÿ78
ÿN78ÿ
ÿÿK
ÿÿ8ÿ8ÿÿÿ8

8
Lÿ7ÿ9
8ÿ7ÿÿÿ88ÿÿ8

9ÿ78ÿ8

ÿÿLÿÿ
ÿ8ÿ
ÿ%ÿ9
ÿ

ÿ
ÿ789
Jÿÿ
8
ÿ8
ÿÿ
ÿÿ87
Jÿ%ÿ
ÿ7ÿÿ7
8ÿÿ8
ÿ%ÿ
ÿ
ÿ7
8ÿ8Jÿ

ÿÿ
ÿ8

8
8ÿÿ
ÿ
ÿ7K
8ÿÿÿ8
ÿ
ÿ
K

L8ÿH7ÿO7
H
8
ÿÿ#7
ÿ!8JÿP9
8ÿÿ'8

ÿM

Q
ÿ45403411+*
Rÿ7K00*(*S 
79
TU
78


0ÿV<23ÿ=>D5W

1ÿV<23ÿ?5=@53W
XYZ[ÿ]^_`ÿ]^aÿ]bY_c
ÿ-

ÿI


3ÿd<Eÿ<B@ÿ>35ÿ6<2W

$ÿe<ÿ6<2ÿf5B;545ÿ:g>:ÿ?5=@53ÿ@;9C3;D;=>:;<=ÿ9:;BBÿ>hh5>39ÿ;=ÿi>Df<<F9Wÿj
XYZ[ÿ]^_`ÿ]^aÿ]bY_c
0 1 3 $ *
68ÿ8

68ÿ8

22
28220!"#9$%& '
(#)*+$&8$4,-,./8"+/6'02
 02$
0121321405 6789
ÿ 7
8
ÿÿ

88

ÿ8ÿÿ8
*ÿ1234ÿ6278ÿ9244ÿ:3;<38ÿ83:=8<>344ÿ?@3;ÿ=44A:;A;:ÿB294ÿC2ÿ3DE>26334F
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

+ÿSCÿA4ÿ83E28C3<ÿC@=CÿC@3ÿA;T2D3ÿ:=EÿA4ÿUVWÿ93C?33;ÿD3;ÿ=;<ÿ?2D3;ÿA;ÿX7>>YCAD3ÿB294ÿ=;<ÿZ[\]W
A;ÿE=8CYCAD3ÿB294\ÿ^2?ÿ<2ÿ627ÿX33>ÿ=927CÿC@A4F
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

(ÿ_278ÿ9244ÿA4`
GHIJÿLMNOÿLMPÿLQHNR
ÿ-

ÿa


0ÿ^=b3ÿ627ÿ3b38ÿ933;ÿ3cE38A3;T3<ÿ:3;<38ÿ<A4T8ADA;=C3<ÿA;ÿC@3ÿT2DE=;6F
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

5ÿ12ÿ627ÿC@A;dÿD3;ÿ=;<ÿ?2D3;ÿ4@27><ÿ93ÿC83=C3<ÿ3e7=>>6ÿA;ÿ=>>ÿ=4E3TC4ÿ2XÿC@3ÿT2DE=;6F
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

04ÿ_278ÿ:3;<38ÿ@=4ÿ=ÿ:83=CÿA;X>73;T3ÿ2;ÿ6278ÿT7883;CÿE24ACA2;ÿA;ÿC@3ÿT2DE=;6\
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

00ÿ_27ÿ@=b3ÿ933;ÿ<3;A3<ÿ=ÿ8=A43ÿ96ÿ6278ÿ47E38bA428ÿ<73ÿC2ÿ:3;<38ÿA44734\
GHIJÿLMNOÿLMPÿLQHNR
0 1 3 $ *
68ÿ8

68ÿ8

22
28220!"#9$%& '
(#)*+$&8$4,-,./8"+/6'02
 12$
0121321405 6789
ÿ 7
8
ÿÿ

88

ÿ8ÿÿ8
01ÿ123ÿ536783ÿ3698:;33<ÿ=>ÿ?@3ÿA:697>;ÿ:5?3>ÿB>C323<?=67?3CÿD;ÿ?@3=2ÿ<B932=:2<E
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

03ÿR:B2ÿ<B932=:2<ÿ7998=3CÿC=55323>?ÿ637<B23<ÿ?:ÿA:6D7?ÿS3>C32ÿC=<A2=6=>7?=:>ÿ=>ÿ?@3ÿA:697>;T
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

0$ÿU698:;32<ÿ:5ÿA:697>=3<ÿD7<3Cÿ:>ÿA2=?32=7ÿ2387?3Cÿ?:ÿ?@3ÿS3>C32ÿ:5ÿA7>C=C7?3<ÿ?:ÿ23A2B=?
@B67>ÿ23<:B2A3<T
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

0*ÿVB932=:2<ÿC:ÿ>:?ÿ7998;ÿS3>C32W2387?3CÿC=<A2=6=>7?=:>ÿ=>ÿ<7872=3<Xÿ92:6:?=:><Xÿ93>78?=3<ÿ:2
C=<6=<<78ÿ:5ÿ3698:;33<T
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

0+ÿY>ÿZ76D::[<XÿC=23A?:2<ÿ78\7;<ÿA237?3ÿ57=2ÿA:>C=?=:><ÿ<:ÿ?@7?ÿD:?@ÿ6783ÿ7>Cÿ536783ÿ3698:;33<
@7]3ÿ?@3ÿ:99:2?B>=?;ÿ?:ÿC3]38:9ÿ?@36<38]3<
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

0(ÿ^:?@ÿ63>ÿ7>Cÿ\:63>ÿ@7]3ÿ?@3ÿ:99:2?B>=?;ÿ?:ÿD3ÿ23A2B=?3Cÿ=>?:ÿ?@3ÿA:697>;ÿ7>Cÿ6B<?ÿD3
3_B788;ÿA:><=C323Cÿ23A:2C<T
FGHIÿKLMNÿKLOÿKPGMQ
0 1 3 $ *
68ÿ8

68ÿ8

22
28220!"#9$%& '
(#)*+$&8$4,-,./8"+/6'02
 32$
0121321405 6789
ÿ 7
8
ÿÿ

88

ÿ8ÿÿ8
00ÿ3456ÿ849:ÿ69;5:<=64:ÿ>?<5ÿ?ÿ;4@=A8ÿ4Bÿ;:4>=C=D=EFÿ4D>5:ÿ5G;@48556ÿB:4GÿC48A4DD=EF
A4@@5?F956ÿC?65Hÿ4EÿD>5=:ÿF5EH5:I
JKLMÿOPQRÿOPSÿOTKQU
0 1 3 $ *
68ÿ8

68ÿ8

1
8
ÿ2

22
28220!"#9$%& '
(#)*+$&8$4,-,./8"+/6'02
 $2$