Journal of Entrepreneurship Education Volume 21, Issue 3, 2018

GENDER-BASED DISCRIMINATION FACED BY

FEMALES AT WORKPLACE: A PERCEPTUAL STUDY
OF WORKING FEMALES
Mansi Tiwari, Jiwaji University, Gwalior
Dr. Garima Mathur, Prestige Institute of Management & Technology,
Gwalior
Dr. Suvijna Awasthi, Jiwaji University, Gwalior
ABSTRACT

The presence of discriminatory problems has remained same especially when it comes to
working females. This study aims to study about the different factors contributing to
discriminatory problems which females are facing. Many studies have been conducted for
understanding the discriminatory issues related to females at different sectors but this study
evaluated the underlying factors which contribute more in discriminatory problems faced by
working females when it comes to promotion, work allocation etc. This study includes the
working females from Gwalior city. The measures for this were used as Factor analysis,
Cronbach’s Alpha. The results show that on actual ground discrimination is still exists in the
workplace for females & major contributing factors are gender-based stereotype & prejudices,
gender orientation, workload participation & work & family.

Keywords: Gender-Based Discrimination, Working Females, Gender Stereotype, Gender

Orientation, Work-Family.

INTRODUCTION

In 1950's the issues related to gender discrimination were highlighted but considered as
the most important issue around 1980's & 1990's. Importance was given to female issues in that
organization where males were dominating according to researchers. Gender discrimination is
existing in various areas of management which includes differences in wages, salary, promotion,
participation, decision making etc. Many of the employees are affected by the discriminatory
issues & problems on gender bases. Therefore this study is conducted to study issues which
contribute to gender discrimination in the workplace. This study is helpful for those companies
where females are working & being discriminated against on the ground of lack of gender
sensitivity & orientation & how it also affects their performance. An organization must accept
the importance of females & should follow fair representation in every functioning of the
organization when it comes to distribution of salary or wages, promotion, leadership, power etc.
The top management should avoid such discrimination as it may affect their survival.
If we talk about our country, then India is the country who is a witness of discrimination
from its early history until today which is due to so many practices like political, social &
religious also. It has not been stopped even after the enforcement equality law. People
discriminate against females on the ground of work, allocation of food, healthcare & fertility
choices. Only making of law & enforcing it is not the solution but there should be some practices

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adopted by organizations for social awakening & attitude change in the mind-set of male
counterparts. This will not only reduce gender discrimination but also helps in women
empowerment. The most of the researches show different factors that stuck women’s
involvement & participation in managerial leadership and in positions where decision making is
important. It has been observed that these factors are interrelated. These include: lack of
adequate educational facilities required for women, absence of commitment by the superiors (top
management decision making) body, backward socio-cultural attitudes, lack of insufficient
experiences to women for holding & controlling the leading top positions, overburden or
excessive household obligations, as well as negative predispositions of men towards women, and
last but not the least the weak confidence in women themselves. All these factors understood as
major hurdle considered as the barrier to senior position & leadership.
In many of the organization it has been seen that females are entertained in terms of
hiring, selection, wages due to the awareness among the females & also as per the norms in
terms of policies for women in employment. But still, that has been seen that leadership & power
allocation is also influenced by gender. Many researchers tried to study the relationship between
leadership & gender.
It should be understood like both man & women have their importance in every field. So
that made us study about even after so many changes in our social status regarding gender still
there is discrimination. This discrimination not only affects the employee's productivity but
mental peace, quality of work life, relationships at home & at workplace too.

LITERATURE REVIEW

As per the study conducted by Gberevbie et al. (2014) shows that there is an effect of
cultural belief where female child is taken as second fiddle & does not have the cultural right to
compete with male counterparts. t means that males are enjoying the birth right of females as per
the cultural & family norms of our Indian society. A family gives primary focus to male instead
of female. The institutes should have gender inclusive in recruitment as per the survey findings.
Similarly, Shastri (2014) also stated that female role is to look after the household & the major
factor behind this is our society & its beliefs which were also influenced by lack of education.
One of the studies Barahmand & Nafs (2013) shows that working woman & non-working
woman both significantly reported poor adjustments with their spouses.
According to Ross (2008), discrimination is somewhere is simple to identify &, and there
could be so many different hypothetical analysis in the way of dealing treatment of one
individual with another individual towards different sex. The main focus for the working woman
is to be able & to show that a man was always in fact dealt with more favourably than the
females which are highly visible & observable in giving promotion & recruitment & selection
also. Likewise one of the thesis explained that there is an influence of gender discrimination on
job satisfaction & job performance by Tesfaye (2011). This study revealed about the despite
many advances & improvement gender discrimination still persists at workplaces, and it
continues to be experienced by working women in the professional workspace. Similarly, Hora
(2014) said that women not only denied for superior leadership positions, but also stopped from
availing to higher education which will make them more developed in terms of skills, and also
gives them with lot of experience in learning & applying managerial decision-making methods,
help them in enhancing their self-confidence in holding & controlling leadership positions.
Sikdar (2008) examined the role of socially constructed gender stereotypes in leadership and
their influence on leadership behaviour of people. Hypotheses are tested by creating measures of

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congruence- self-made, self-female, male leader and female leader based on respondents rating
of self, males or females and leaders. Correlation between four types of congruence and
leadership, intention and behaviour would be used to test the hypothesis. Shikha & Yuvika
(2014) in their study shows that there is a variation which could be seen in between
characteristics of male and female leaders. Many respondents believe women have the right stuff
to be leaders on basis of emotions, creativity, intelligence, hard work and honesty. But when we
talk about decisiveness and arrogance male leaders have upper hand. In one of the study, the
researcher states that how management can be studied on the bases of gender in different ways.
Broadbridge and Hearn (2008) mentioned the new directions in the context of gender &
management.
Rehman & Azam (2012) stated that increased participation of women in the labour force
creates challenges for them to balance work and family obligations. The situation becomes more
complicated in patriarchal societies such as Pakistan due to women's stereotypical domestic
roles, religious prescriptions as well as cultural norms and values. Lack of sufficient time, gender
bias, social and cultural norms as well as family responsibilities are the most significant
challenges women face to achieve balance in a patriarchal Islamic society. This study is based on
women entrepreneurs in Pakistan.

OBJECTIVES OF THE STUDY

To find out the underlying factors responsible for gender-based discriminatory problems
faced by working females.

RESEARCH METHODOLOGY

The Researcher’s Role

In this study, the role of researcher includes as an observer, as a collector of the data by
distributing the questionnaire & as an analyzer. Having work experience as an assistant professor
in the academic profession the researcher were easily got an opportunity to approach the
respondents for data collection. As a self-experience holder also got a chance to eliminate the
biases which could cause hurdles while analyzing the data. Moreover, researchers acted as the
instrument of the investigation as their presence in the lived experiences of respondents are
central.

Theoretical Perspective

To gain an effective understanding of all those females who work in professional

institutions are being discriminated & to find it or to analyze it on the ground of relativism is
taken seriously into consideration. To achieve moral & ethical stands on which how working
female experience discrimination & how they differently face this issue at their respective
workplace due to various factors as every female relate to the different factor.
In addition to this, a phenomenological approach is used to collect and analyze the data to
provide an effective description in which respondents make understanding of their working
environment & how they are being discriminated at home or at their workplace. This approach
allows us in understanding which helped the objective of this particular study.

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The Sample–This study is an exploratory research in nature where working female

related gender discriminatory factors are identified. In this study, authors used a quantitative
study to answer about what discriminatory factors are responsible behind the gender
discrimination especially which female's face. The semi-structured questionnaire was distributed
to 160 working females of institutions out of which only 120 responded which were taken as the
sample size for further analysis. The selection of the instructions is based on convenience of the
researcher. The questionnaire includes around 20 questions to stimulate the complete
information. The standards used were:
1. Working female's working in any of the institution.

2. They are hurdles while working in the organization.

A tool is self-designed questionnaire was used which were also forwarded to the panel of
experts for the content validity of the questions & approved by the experts of respective filed.
For conducting this research primary method of data collection was adopted in this study. 120 is
the sample size. The method of sampling was used purposive sampling method through which
data is collected by using questionnaire where 20 item was there & which were to be responded
on five-point Likert's Scale in regard to gender-based discriminatory situations faced by working
females especially in the field of education. Cronbach’s Alpha has been used to check the
reliability. Underlying factors for the discrimination have been analyzed by using factor analysis.

RESULTS & DISCUSSION

Reliability

It has been calculated by using SPSS software. The results of reliability through
Cronbach's alpha have been shown in Table 1. The reliability value is 0.902 which is more than
0.7 is considered to be good & it can be seen that the reliability value is at par with the standard.
So, the questionnaire is considered to be highly reliable.

Table 1
RELIABILITY STATISTICS
Cronbach's Alpha N of Items
0.902 20

For further to check the adequacy of sample size the KMO & Bartlett’s Test has been used which
is shown in Table 2. The finding shows that the value of KMO is 0.779 which means that sample
size is also adequate.

Table 2
KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of
Sampling Adequacy 0.779
Approx. Chi-Square 2526.177
Bartlett's Test of Sphericity df 190
Sig. 0

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Factor Analysis

Factor analysis for gender discrimination has been applied separately & the following
factors are underlined pertaining to gender-based discrimination (Table 3).

Table 3
FACTORS RELATED TO GENDER DISCRIMINATION
Total
Sl. Item Factor Variance
Factor Name Statement Eigen
No No Loading Explained
Value
5 “Promotion is done on favouritism” 0.811
“Male colleagues feel jealous from
19 0.801
female & play politics”
“Lot of anxiety, tension & panic attack
14 because of workplace problems & 0.755
discrimination”
“More leadership opportunities for
16 0.735
male over female employees”
“Male employees enjoy more credit
10
over female employees” 0.734
“Feel being discriminated at the
Discrimination 01 0.713
workplace because I am female”
1 based on Gender 7.086 35.428
stereotypes & “Ignored when it comes to appreciation
09 0.683
prejudices or reward”
“Males are allocated with more powers
06 0.682
& authority”
“Males get more promotional
04 0.654
opportunities”
“Management think male as a manager
17 0.650
not female as manager”
“Male employees are getting more
08 0.625
salary than females”
“Males employees enjoy more stress-
20 0.606
free job than females”
11 “Imbalances in work & personal life” 0.660
Gender “Female perceived by their male
2 3.664 53.748
orientation 18 colleagues as an incompetent employee 0.581
who is made for housework only”
“I think I work less than my male
2 0.845
colleagues”
Workload & “I think I am doing easy jobs as
3 3 0.829 2.657 67.031
participation compared to my male colleagues”
“Female are given fewer opportunities
7 0.681
than males”
4 Work-family 13 “Family support for work” 0.839 1.480 74.432

Discussion on Factors Identified

First factor ‘Discrimination based on gender stereotypes & prejudices’ contributes

highest towards discriminatory problems faced by working females which includes sub factors

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like “promotion is done on favouritism” with factor loading as (0.811), “male colleagues jealous
from females & play politics” with factor loading as (0.801), “Lot of anxiety, tension & panic
attack because of workplace problems & discrimination” with factor loading as (0.755), “More
leadership opportunities to male over female employees” with factor loading as (0.735), “Male
employees enjoy more credit for female employees” with factor loading as (0.734), “Feel being
discriminated at work place because I am female” with factor loading as (0.713), “Ignored when
it comes to appreciation or reward” with factor loading as (0.683), “Males are allocated with
more powers & authority” with factor loading as (0.682), “Males get more promotional
opportunities” with factor loading as (0.654), “Management think male as manager not female
as manager” with factor loading as (0.650), “Male employees are getting more salary than
females” with factor loading as (0.625), “Males employees enjoy more stress free job than
females” with factor loading as (0.606).
The second important factor ‘Gender orientation’ is considered as another most
important contributing factor for discriminatory issues for working females which includes sub
factors as “Imbalances in work & personal life” with factor loading as (0.660), “Female
perceived by their male colleagues as an incompetent employee” who is made for housework
only with factor loading as (0.581).
‘Workload & Participation’ is another important factor which contributes to
discriminatory problems for working females which includes sub factors like “I think I work less
than my male colleagues” with factor loading as (0.845), “I think I am doing easy jobs as
compared to my male colleagues” with factor loading as (0.829), the third sub factor is “Female
are given fewer opportunities than males” with factor loading as (0.681).
‘Work & family’ factor has come out as the last important factor for discriminatory
problems for working females. This factor includes only one sub factor i.e. “Family support for
work” with the factor loading as (0.839).
In conducting the principal factor analysis Eigenvalues>1.00 for all the four contributing
factors like (7.086, 3.664, 2.657 & 1.480) were obtained for discriminatory problems faced by
working females (Table 3). The EFA values for all the factors were ranged from 0.581 to 0.845.
The percentage variance was from 35.428 to 74.432 (Table 3).
All the factors identified as a result of this study is also being supported by various
researchers in their respective researches. These researchers also supported that there are factors
like gender stereotype, gender orientation, work & family-related factors & workload allocation
in the workplace.

CONCLUSION

The study aims to identify the factors underlying the discriminatory issues for working
females. Due to changes in environment although females are coming in huge number almost in
every field for jobs & also prefer working as professionals. As per the sample was taken &
results after the application of the test are supporting that there is discrimination which females
are facing in their day to day work life. At workplace there are factors identified as some gender
stereotype is existing in the mind of other colleagues or management. Another thing which has
been seen that male counterparts perceive females as a weak employee who cannot contribute
effectively & that made them to allocate clerical work more in comparison to decision making
role. Work & family balance is important where females are getting increased support day by
day from the side of their families but at the same time, employers have been seen by not
supporting their female manpower in balancing their family with work specifically in education

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institutions. This study reveals that there are discriminatory issues which have to be deal on
priority as females are also as equal as male which means to enhance employee's orientation
towards gender sensitivity for females. The above research is also supported in terms of factors
identified by various researchers in their respective researches.

LIMITATION OF THE RESEARCH

As this study contributed significantly to the lack of participation on the part of working
female respondents in revealing the actual issues faced by them at the workplace, there are few
limitations. This study focuses only on the experiences & perspective of working female's only.
That's why future research needs to be seen from the perspective of male employee's also & the
implementation of similar research in the future for confirming and refining the results of this
study.

REFERENCES
Barahmand, U. & Nafs, A.N. (2013). A comparison of working and non-working women in terms of self-
differentiation, partner abuse, conflict resolution tactics, marital satisfaction and quality of
life. International Journal of Behavioral Research & Psychology, 1(2), 5-11.
Broadbridge, A. & Hearn, J. (2008). Gender and management: New directions in research and continuing patterns in
practice. British Journal of Management, 19(1), 38-49.
Gberevbie, D.E., Osibanjo, A.O., Adeniji, A.A. & Oludayo, O.O. (2014). An empirical study of gender
discrimination and employee performance among academic staff of government universities in Lagos state,
Nigeria. International Journal of Social, Human Science and Engineering, 8(1), 101-108.
Hora, E.A. (2014). Factors that affect women participation in leadership and decision-making position. Asian
Journal of Humanity, Art and Literature, 1(2), 97-118.
Rehman, S. & Azam R.M. (2012). Gender and work-life balance: A phenomenological study of women
entrepreneurs in Pakistan. Journal of Small Business and Enterprise Development, 19(2), 209-228.
Ross, E. (2008), Employment relations. Third Edition, London, UK: Pearson Education Limited.
Shastri, A. (2014). Gender inequality and women discrimination. IOSR Journal of Humanities and Social Science,
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Shikha, C. & Yuvika. (2014). Gender discrimination & leadership: An analysis. ENVISION-Apeejay’s Commerce &
Management Journal, 112-117.
Tesfaye, Y. (2011). The effect of discrimination on job performance and job satisfaction. Bachelor's Theses and
Publications, Metropolia University of Applied Sciences, 1-44.

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