Presented by Pacalna, &
Castro
GENDER
AND
WORK
From Talk to Walk, with clarity
WHAT DOES
GENDER AND WORK
MEAN?
"Gender and Work" looks at how gender influences people's roles,
opportunities, and treatment in the workplace. It covers topics like pay
differences between men and women, job expectations, and workplace
discrimination. It also addresses how gender affects balancing work
and family life, and the importance of creating inclusive environments
where everyone has equal opportunities. The concept highlights ongoing
efforts to understand and address the challenges related to gender in
professional settings.
EXAMPLES:
YOUNG US MEN AND GENDER GAINS AND
WOMEN WITHOUT A GAPS IN THE US,
COLLEGE DEGREE HOLD AHEAD OF WOMEN'S
VERY DIFFERENT TYPES HISTORY MONTH
OF JOBS
Views of women in business leadership are
At a restaurant, for example, similar: 55% of adults say there are too few
young women without a college women in these roles, 6% say there are too
degree are more likely to be many, and 37% say there are about the right
number.
working as waitresses, while
Women are more likely than men to say being a
young men without a degree are woman hurts one's ability to get ahead in the
more likely to be working as U.S. These divisions also exist in views of
chefs or cooks. women's standing in the workplace.
GENDER ROLES IN
IN THE
WORKPLACE
However, times are changing, and many
women are breaking into traditionally Gender roles have historically directed men and women
male-dominated fields, just as men are
pursuing careers in areas once into different types of jobs. Women have often been
considered “female.” Despite these concentrated in caregiving or administrative roles, while
shifts, the influence of gender men have typically dominated technical and leadership
stereotypes persists, affecting career
choices and progression for many positions. These trends are largely driven by societal
individuals. expectations and long-standing stereotypes.
THE GENDER
PAY GAPA central issue in the conversation around gender and work is
the pay gap between men and women. Even when men and
women have similar qualifications and perform the same roles,
women often earn less. This gap can be attributed to several
factors, such as job segregation (where men and women work
in different industries), differences in negotiation behaviors,
and outright discrimination.
In recent years, efforts to close the pay gap have gained
momentum. Laws promoting pay transparency, equal pay
audits, and increased public awareness have all contributed to
a slow but steady shift toward pay equity.
WORKPLACE
DISCRIMINATION AND BIAS
Gender discrimination in the workplace is another significant barrier to equality. Women
are often overlooked for promotions, are underrepresented in leadership roles, and may
face harsher judgments for behavior that would be seen as assertive or confident in
men.
Gender minorities, including non-binary and transgender individuals, also experience
high levels of discrimination and bias. Companies are increasingly addressing these
issues through policies aimed at fostering diversity and inclusion, but there is still a long
way to go to create truly equitable workplaces.
WORK-LIFE BALANCE AND
GENDER EXPECTATIONS
Work-life balance is an important Employers are responding
consideration for many workers, and with policies like flexible
gender plays a key role in how this balance
working hours, remote work
is managed. Women, in particular, often
bear the brunt of caregiving options, and family leave.
responsibilities at home, which can limit However, changing the
their career advancement or force them to underlying societal
take time off work. This “second shift” of
expectations around
unpaid domestic labor creates additional
pressures that many men do not face to the
caregiving remains a
same extent. challenge.
LEADERSHIP AND
REPRESENTATION
Although more women are entering the workforce, they
remain underrepresented in leadership roles. Women face
barriers such as the “glass ceiling,” which prevents them
from reaching the highest levels of management, and
double standards, where behaviors admired in men are
criticized in women.
TO ADDRESS THIS, SOME
COMPANIES ARE IMPLEMENTING
GENDER QUOTAS FOR
LEADERSHIP POSITIONS, WHILE
OTHERS ARE FOCUSING ON
CREATING A CULTURE OF
INCLUSION WHERE DIVERSE
LEADERSHIP STYLES ARE
VALUED.
Creating an inclusive workplace where everyone
feels respected, regardless of gender, is
increasingly seen as vital for organizational
DIVERSITY success. Many companies are investing in
AND diversity initiatives, such as gender-neutral
policies, anti-bias training, and employee
resource groups that support gender diversity.
Creating an inclusive workplace where everyone
feels respected, regardless of gender, is
INCLUSION increasingly seen as vital for organizational
success. Many companies are investing in
INITIATIVES diversity initiatives, such as gender-neutral
policies, anti-bias training, and employee
resource groups that support gender diversity.
GLOBAL PERSPECTIVE
Gender roles and workplace dynamics
A global perspective helps
vary widely across different
highlight the diverse
countries and cultures. In some
challenges and solutions
places, like the Scandinavian
countries, gender equality is a major
related to gender and work,
focus, with policies supporting equal showing how culture and
pay, extensive parental leave, and policy can shape workplace
work-life balance. In other regions, experiences.
however, traditional gender roles
remain deeply entrenched, making
progress slower.
CONCLUSION
THE WAY GENDER INFLUENCES WORK IS
COMPLEX AND EVOLVING. WHILE THERE HAS
BEEN PROGRESS IN TERMS OF GENDER
EQUALITY, SIGNIFICANT CHALLENGES
REMAIN, PARTICULARLY AROUND THE PAY
GAP, LEADERSHIP OPPORTUNITIES, AND
DISCRIMINATION. HOWEVER, THERE ARE
PROMISING SIGNS OF CHANGE, WITH
COMPANIES INCREASINGLY FOCUSING ON
DIVERSITY, INCLUSION, AND FAIRNESS IN
THE WORKPLACE.
