Journal articles: 'Gender-based discrimination'

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GANIGER, Dr SUNITHA V. "Gender Based Selective Family Responsibility Discrimination in A Urban Society." International Journal of Scientific Research 3, no. 3 (June 1, 2012): 360–61. http://dx.doi.org/10.15373/22778179/march2014/123.

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Ndlovu, Sambulo. "Automobile-based gender discrimination in Zimbabwe." South African Journal of African Languages 34, sup1 (May 20, 2014): 43–50. http://dx.doi.org/10.1080/02572117.2014.896533.

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Alteri, Ashley M. "Gender-Based Discrimination in the Workplace." Review of Public Personnel Administration 36, no. 3 (August 2, 2016): 264–82. http://dx.doi.org/10.1177/0734371x15587979.

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FARADILLA, ANDINTYA. "THE EFFORTS OF FEMALE CHARACTERS FIGHT AGAINST GENDER DISCRIMINATION REVEALED IN HIDDEN FIGURES MOVIE." Dinamika Bahasa dan Budaya 15, no. 2 (July 31, 2020): 1–14. http://dx.doi.org/10.35315/bb.v15i2.8182.

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ABSTRAK This study reveals kinds of gender discrimination experienced by female characters and their efforts against gender discrimination in Hidden Figures movie by Theodore Melfi. The purpose of this study is to find kinds of gender discrimination happen towards female characters and their effort to against gender discrimination based on power feminism which applied in this problem to show that they are strong female character. In analyzing the movie the researcher applied qualitative method and applies feminism approach especially liberal feminism theory by Naomi Wolf (1997). The data were collected by reading the movie script comprehensively and identify the utterances based on the problems. After that the data were analyzed by applying Wolf’s theory. The results show that the female characters experience gender discrimination in work and gender discrimination in education because their gender as woman. Meanwhile although the female characters experience gender discriminations, the female characters in Hidden Figures movie also shows their power to have equal rights such as rejecting the help of man and proving themselves to be capable of man’s work, making direct verbal objection and protest toward male character, explaining about the importance of woman in work place, and also taking legal solution to fight for the fairness in education. The efforts apply power feminism concepts as Wolf suggest. Key words: Gender discrimination, liberal feminism, power feminism

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Kim, ChangHwan, and Byeongdon Oh. "Taste-based gender discrimination in South Korea." Social Science Research 104 (May 2022): 102671. http://dx.doi.org/10.1016/j.ssresearch.2021.102671.

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Lesner, Rune V. "Testing for Statistical Discrimination Based on Gender." LABOUR 32, no. 2 (November 28, 2017): 141–81. http://dx.doi.org/10.1111/labr.12120.

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Trégouët, Thomas. "Gender-based price discrimination in matching markets." International Journal of Industrial Organization 42 (September 2015): 34–45. http://dx.doi.org/10.1016/j.ijindorg.2015.05.007.

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Detre, László, and Endre Orbán. "Names beyond Gender-Based Borders." ICL Journal 15, no. 1 (March 1, 2021): 107–13. http://dx.doi.org/10.1515/icl-2020-0036.

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Abstract The Constitutional Court of Hungary held that the lack of regulation which provides a name changing procedure for lawfully settled non-Hungarian citizens violated the right to human dignity and the prohibition of discrimination.

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Geng, Xicheng. "Research on Gender Discrimination in Chinese Workplace Based on Social Gender Theory." SHS Web of Conferences 148 (2022): 03012. http://dx.doi.org/10.1051/shsconf/202214803012.

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Gender discrimination in the workplace is a really important problem right now. Based on this backdrop, the purpose of this paper is to investigate this topic and establish the research subject, which will be China’s workplace gender discrimination, with the hope of exploring certain common legislation from the perspective of human resource administration. Through the use of the literature, this study discovered that in the process of China’s human resource management force, the definition of sex discrimination has its own unique meaning, the form has pay with different payment, single gender recruitment, female mating birth is limited by contract, and so on, investigate its reason, women’s natural responsibility under the premise of unit of choose and employ persons does not undertake the cost, and so on. In order to address this issue, the government should reinforce policy support and guidance, better male supported baby rearing, and increase employers’ awareness of their social responsibilities, according to the research published in this journal. The authors of this work hope that this research will serve as a resource for resolving or relieving this situation.

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Furxhi, Gentisa, Sonela Stillo, and Enslemvera Zake (Furxhi. "Job Discrimination and Ethics in the Workplace." European Journal of Multidisciplinary Studies 1, no. 2 (April 30, 2016): 138. http://dx.doi.org/10.26417/ejms.v1i2.p138-145.

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Every society wants to have an ethical community. Although, that every citizen wants to be treated as equal, studies show that discrimination and gender inequality in employment relationships are present in every society, at any time. Discrimination is: treating a person or particular group of people differently, especially in a worse way from the way in which you treat other people, because of their skin color, sex, sexuality, etc . Job discrimination is when institutional decisions, policies, or procedures are at least partially based on illegitimate forms of discrimination that benefit or harm certain groups of people. Developed societies have a lower rate of job discrimination than developing societies have. Although, it is unclear why in these societies with economic civilization and culture development, job discrimination still exists, when the right of employment is sanctioned and guaranteed by Labor Code and by specific laws. The most common forms of job discriminations are discriminations based on gender, race, ethnic origin, religion, age. New forms are based on disability, sexual orientation, genetics and lifestyle. Not all discrimination is intentional or conscious. Sometimes people favor some groups of people over others as a matter of personal preference, or unconsciously accept stereotypes. Whatever, job discrimination is intentional or it is conscious, it is always immoral. Job discriminations violates utilitarian, rights and justice principles of ethics. Our study is focused to see how much job discriminations is widespread in Albanian society. We will analyze forms of discriminations to have a clear view which are the most common job discriminations types in Albania. Also, we will figure out if employees who have been discriminated in the workplace, have reported this unethical behavior to their supervisor or at the relevant state bodies. At the end, we will see if there has been any punishment to those who use discrimination to the employees.

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Jun, Hyungjoon. "A Study on Discrimination based on Gender in Parental Leave: The Relevance of the Proportionality Test to the ECtHR's Jurisprudence on Gender-Based Unequal Treatment and the Prohibition of Discrimination under Article 14 ECHR." Center for Public Interest & Human Rights Law Chonnam National University 29 (August 30, 2022): 337–67. http://dx.doi.org/10.38135/hrlr.2022.29.337.

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The principle of the proportionality represents a general principle of law. Its main aim is to protect the citizen from arbitrary and improper state action and in this respect it acts as a standard of justification for interventions by the authorities. Even if this principle is not explicitly standardized in most national constitutions of the Member States of the EU or in the ECHR, it is derived from the principles of democracy and the rule of law and is generally recognized in the law of the ECHR. The levels of the proportionality are first divided according to the legitimate aim of the legally relevant measure, then to its suitability for achieving the aim, followed by its necessity and finally the proportionality test in the narrow sense, the appropriateness of the measure. The prerequisite for the scope of application of Art. 14 of the ECHR is that persons in comparable or legally similar situations have been treated differently. The list of possible grounds for discrimination in Art. 14 of the ECHR is by no means exhaustive, but merely exemplary. Art. 14 of the ECHR also applies when states have granted rights beyond their obligations under the Convention, which fall within the scope of an article of the Convention. According to the ECtHR, unequal treatment according to the criteria just listed constitutes discrimination in the sense of a violation of Art. 14of the ECHR if it lacks an objective and reasonable justification. The principle of gender equality and the related prohibition of discrimination under Article 14 of the ECHR is too important in a pluralistic and tolerant European society to justify its violation merely by referring to the margin of appreciation of the member states. In order to achieve results in line with interests in the future, the case law of the ECtHR can build on the argumentation structure in the case of Konstantin Markin v. Russia. The only aspect requiring improvement is the control density of appropriateness and necessity, which should be taken seriously.

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Ferrell, O. C., Dimitri Kapelianis, Linda Ferrell, and Lynzie Rowland. "Expectations and Attitudes Toward Gender-Based Price Discrimination." Journal of Business Ethics 152, no. 4 (August 25, 2016): 1015–32. http://dx.doi.org/10.1007/s10551-016-3300-x.

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Saeed, Samina, Rubina Saeed, and Muhammad Kamran Khan. "Women In Pakistan: Victim Of Gender-based Discrimination." Pakistan Journal of Gender Studies 2, no. 1 (September 8, 2009): 141–49. http://dx.doi.org/10.46568/pjgs.v2i1.360.

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This paper intends to discuss the gender-based discrimination faced by the women in Pakistan. It has substantially reduced their status in the society. Despite the fact that equal rights and safeguards have been assured by the Constitution, Universal Declaration of Human Rights and CEDAW, they remain insecure and marginalized. This paper also suggests measures and recommendations in order to overcome the hindrances faced by the women in achieving proper status and recognition in our society.

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Kira, Ibrahim A., Shuwiekh Hanaa, and Mireille Bujold-Bugeaud. "Gender Discrimination (GD): A Conceptual Trauma-Based Framework for GD and the Development of Gender Discrimination Inventory." Psychology 06, no. 16 (2015): 2041–70. http://dx.doi.org/10.4236/psych.2015.616201.

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Steyn, Renier, and Leon Jackson. "Gender-based discrimination during appointments, promotions and remuneration: Views of South African managers." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 38, no. 2 (February 20, 2019): 48–69. http://dx.doi.org/10.25159/2520-3223/5891.

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Managers are key in the appointment, promotion and remuneration of staff, and as such, they are actively involved when discrimination occurs in the workplace. This also applies to gender-based discrimination. The objective of the current research was to identify the points in human resource processes where gender-based discrimination most often occurs, as seen and experienced by managers. Interviews were conducted with 75 managers from 15 organisations. Questions were posed about the prevalence and nature of gender discrimination during different human resource processes. The responses were categorised and the overall inter-observer reliability was .88. Most cases of gender-based discrimination occur during promotion processes, and this generally involves pro-female discrimination. Pro-male discrimination occurs at appointment level and is often due to the inherent requirements of the job. Discrimination at remuneration level seems to favour men, allowing them to receive higher salaries than women at the same organisational level. Discrimination occurs in structured (e.g. job descriptions) as well as less structured (e.g. decision-making after interviews) phases of human resource processes. It can be concluded that gender-based discrimination still occurs and that both genders are affected negatively. It is recommended that managers be vigilant in order to avoid these discriminatory tendencies.

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SESUGH, UTIM SAMUEL. "KNOWLEDGE AND EXPERIENCE OF GENDER-BASED DISCRIMINATION AMONG MEDICAL DOCTORS AND MEDICAL STUDENTS IN NIGERIA." International Journal of Health Sciences 5, no. 2 (August 3, 2022): 45–66. http://dx.doi.org/10.47941/ijhs.975.

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Purpose: Discrimination in healthcare setting is worldwide, and it takes many forms which can violate the most fundamental human rights protected in international treaties, and in national laws and constitutions. Experts have argued for more research and sex-disaggregated data in order to strengthen the understanding of gender as it affects health workers, especially in developing countries. The general aim of this research is directed at determining the level of knowledge and experiences of gender-based discrimination and describe their correlates among doctors and medical students in Nigeria. This research is undertaken to x-ray the challenges faced by medical students, and doctors within the health system by virtue of their gender in order to drive focused discussions, and actions towards a lasting solution. Methodology: A Cross- sectional descriptive study design was used on a study population of 353 respondents comprising medical students and doctors from universities and their teaching hospitals in the six (6) geopolitical zones across Nigeria and participating schools were selected through multi-stage random sampling. A self-administered questionnaire was employed to gather information and data was analyzed using descriptive statistics and Chi-square test. Results: It was observed that the highest number of respondents were in the south-south zone (30.7%), with most being females (55.8%). Majority of respondents were between the ages of 21-25 years (42%). High knowledge (96.8%) about gender-based discrimination was demonstrated by respondents and most cases of gender-based discrimination were observed among females (59.2%), with 67.4% of respondents experiencing gender-based discrimination in one form or the other. Males were found to constitute majority of perpetrators (54%) and 91% of victims did not report the incident. The result further showed statistically significant association between personal experience of gender-based discrimination and gender of respondents (p<0.05). Respondents demonstrated good knowledge of gender-based discrimination. It further revealed that gender-based discrimination exist with a prevalence of 67.4%, with differences occurring in the personal experiences of gender-based discrimination by occupation and sex. However, majority of cases were not reported. Unique Contribution to Theory, Policy and Practices: Organizing regular seminars to educate medical students and doctors about practices considered to be gender-based discrimination, and developing strict policies against gender-based discrimination in our training institutions (Medical schools/Teaching hospitals).

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Yaroshenko, Oleg M., Kostiantyn Y. Melnyk, Dmytro І. Sirokha, Olena S. Arsentieva, and Irina I. Тeslikova. "Gender Inequality in Social Security on the Basis of the ECtHR Case-Law." Sriwijaya Law Review 6, no. 2 (July 13, 2022): 224. http://dx.doi.org/10.28946/slrev.vol6.iss2.1878.pp224-238.

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As the European case-law shows, nowadays, there are numerous problems in the social sphere. Accordingly, there appears to be a need to study international regulation of equality and current social security problems to find possible solutions to the existing shortcomings and to strengthen human rights protection. The article aims to analyse the universal international regulation of equality and gender equality, in particular, and to study the problems of gender inequality in social security based on the European Court of Human Rights (ECtHR) case law to eliminate this discrimination. The leading research method is a legalistic one. It allowed us to analyse the international legislation on gender equality and to look into the ECtHR case law in gender discrimination in social security. It was found that gender inequality in social security is often a result of prior gender-based discrimination in labour relations. Despite the fact that legal acts protect women in cases of inequality, the analysis of the ECtHR case-law permitted us to conclude that men suffer from gender discrimination as much as women. Therefore, it is suggested to adopt legal acts on the equality of men and women in social security to overcome such discriminative practices at the legislative level. It is also recommended to implement the governmental policy on counteracting gender stereotypes in society. The research results can improve national legislation and international legal acts, further research into equality issues, and develop a methodological base for teaching human rights and social security.

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Kong, Stephanie, Katherine Carroll, Daniel Lundberg, Paige Omura, and Bianca Lepe. "Reducing gender bias in STEM." MIT Science Policy Review 1 (August 20, 2020): 55–63. http://dx.doi.org/10.38105/spr.11kp6lqr0a.

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Women continue to be underrepresented in science, technology, engineering, and math (STEM). Gender discrimination and gender bias reinforce cultural stereotypes about women and their ability to perform in male-dominated STEM fields. Greater policy intervention can bolster national response to gender-based harassment and discrimination. There are four major efforts that individual institutions, local governments, and the federal government can support to combat gender discrimination in STEM: (1) invest in early education initiatives for increasing female representation, (2) institute stronger state and federal policies around gender discrimination, (3) foster workplace practices that promote diversity, and (4) develop better quantification and metrics for assessing gender discrimination to enact more meaningful policies.

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MacDonald, Serena, Colleen Judge-Golden, Sonya Borrero, Xinhua Zhao, Maria K. Mor, and Leslie R. M. Hausmann. "Experiences of Perceived Gender-based Discrimination Among Women Veterans." Medical Care 58, no. 5 (May 2020): 483–90. http://dx.doi.org/10.1097/mlr.0000000000001304.

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Gupta, Anil Kumar, Poonam Kumari Kanu, and Bishnu Prasad Lamsal. "Gender Discrimination in Nepal: Does It Vary Across Socio-Demographics?" Journal of Contemporary Sociological Issues 1, no. 2 (August 31, 2021): 145. http://dx.doi.org/10.19184/csi.v1i2.25592.

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Gender discrimination is a pressing issue in gender research across the globe, including Nepal. The Government of Nepal has taken several measures against gender discrimination at all levels, but prevalence of gender discrimination is still evident. In this backdrop, this paper examined the prevalence of gender discrimination in Nepal by socio-demographic status. Micro-level data generated by Nepal National Governance Survey 2017/18 was used, and analyzed employing a logistic regression model. The results showed that the experience of gender-based discrimination is varied by socio-demographic factors. Gender, age, urban/rural, education, and economic status all have an impact on gender discrimination in Nepal. Hence, it is time to intervene in these factors to achieve the goal of gender justice.

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Bertogg, Ariane, Christian Imdorf, Christer Hyggen, Dimitris Parsanoglou, and Rumiana Stoilova. "Gender Discrimination in the Hiring of Skilled Professionals in Two Male-Dominated Occupational Fields: A Factorial Survey Experiment with Real-World Vacancies and Recruiters in Four European Countries." KZfSS Kölner Zeitschrift für Soziologie und Sozialpsychologie 72, S1 (July 1, 2020): 261–89. http://dx.doi.org/10.1007/s11577-020-00671-6.

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Abstract The present article investigates gender discrimination in recruitment for two male-dominated occupations (mechanics and IT professionals). We empirically test two different explanatory approaches to gender discrimination in hiring; namely, statistical discrimination and taste-based discrimination. Previous studies suggest that, besides job applicants’ characteristics, organisational features play a role in hiring decisions. Our article contributes to the literature on gender discrimination in the labour market by investigating its opportunity structures located at the recruiter, job and company level, and how gender discrimination varies across occupations and countries. The analysed data come from a factorial survey experiment conducted in four countries (Bulgaria, Greece, Norway and Switzerland). Real job advertisements were sampled, and the recruiters in charge of hiring for these positions (n = 1,920) rated up to ten hypothetical CVs (vignettes). We find gender discrimination in Bulgaria and Greece and to a lesser degree in Switzerland, but not in Norway. The degree of gender discrimination appears to be greater in mechanics than in IT. Multivariate analyses that test a number of opportunity structures for discrimination suggest that mechanisms of statistical discrimination rather than those of taste-based discrimination might be at work.

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Osman, Fatima, and Gökșen Effendi. "King v De Jager: Implications for Religious Based Discrimination in Wills." Potchefstroom Electronic Law Journal 25 (April 14, 2022): 1–24. http://dx.doi.org/10.17159/1727-3781/2022/v25ia11989.

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In King v De Jager 2021 5 BCLR 449 (CC), the Constitutional Court held that a clause in a private will that unfairly discriminated against beneficiaries based on gender was unlawful and unenforceable. This note considers the implications of the judgment for religion-based discrimination in wills, and in particular wills that incorporate the gender-discriminatory Islamic system of inheritance. After explaining the Constitutional Court judgment, the note argues that the Court was well within its powers to consider the enforceability of discrimination in the private sphere. More importantly, we argue that the case rings a bell of caution regarding gender-discriminatory provisions in private wills. Gender-based discrimination in Islamic inheritance law perpetuates disadvantage against a historically disadvantaged group, and the courts and legislature have been emphatic in their stance against gender discrimination in inheritance. The note thus argues that a testator's religious beliefs are not enough to tip the scales and render gender discrimination justifiable. We urge individuals who want to dispose of their assets following their religious beliefs to seek estate planning advice, cognisant of the potential impact of King v De Jager CC

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Neupane, Binod. "EFL Female Teachers' and Students' Experiences of Gender Discrimination in Rural Nepali Schools." English Language Teaching Perspectives 7, no. 1-2 (August 10, 2022): 65–75. http://dx.doi.org/10.3126/eltp.v7i1-2.47410.

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Gender discrimination in schools is a serious problem in developed and developing countries including Nepal. Literature shows that gender discrimination in educational institutions, like in other workplaces, is common. My experience as a teacher and the cross-road conversation with some EFL female teachers and students triggered me to study the issue of gender discrimination in schools critically. The purpose of the study reported here was to explore EFL female teachers' and students' experiences of gender discrimination in Nepali schools. Using qualitative phenomenology design, I collected information through semi-structured interviews with eight female teachers and eight students from four schools in a district. The result showed that many female teachers and girls experienced various forms of gender-based discrimination such as psychological and emotional torture, sexual harassment, inequality in assigning roles and responsibilities, discrimination in hiring, unequal wages, disrespect, gender-based bias in grading, and lack of gender-inclusive curriculum and textbooks in schools. Similarly, the paper suggests the teachers and the stakeholders develop gender-inclusive curricula and promote positive gender socialization for gender equality in schools.

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Pietiläinen, Marjut, Jouko Nätti, and Satu Ojala. "Perceived gender discrimination at work and subsequent long-term sickness absence among Finnish employed women." European Journal of Public Health 30, no. 2 (November 7, 2019): 311–16. http://dx.doi.org/10.1093/eurpub/ckz156.

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Abstract Background Discrimination has many kinds of consequences for employees and their well-being. This is an important aspect when considering certain issues, such as the need to prolong working careers. The objective of this study is to investigate the association of perceived gender discrimination at work with subsequent long-term sickness absence among Finnish employed women. Methods We used a representative sample of Finnish employed women (n = 8000) merged with register-based follow-up data. We examined the relationships of control variables with gender discrimination using cross tabulation, and the relationships of the controls with subsequent sickness absences were examined using analyses of variance. The effects of gender discrimination on long-term sickness absence were analysed using a negative binomial model. Results Perceived gender discrimination increased long-term sickness absence among employed women after controlling for age discrimination, various background, work and health-related factors. Employed women reporting perceived gender discrimination had a 1.4-times higher incidence rate ratios (IRR) of long-term sickness absence than those not reporting perceived gender discrimination. The association was strongest among upper-level socioeconomic group (IRR 2.2) in the adjusted model. Conclusions Our findings suggest that gender discrimination at work is a risk factor for long sickness absence among women. Therefore, it is essential to increase awareness and prevention of discrimination to reduce negative gender-based treatment at work.

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Firdaus, Nada, and Yulistiyanti Yulistiyanti. "DISCRIMINATION OF GENDER AGAINST WOMEN IN THE NOVEL KIM JI-YOUNG, BORN 1982 BY CHO NAM-JOO." Dinamika Bahasa dan Budaya 17, no. 2 (September 30, 2022): 17–30. http://dx.doi.org/10.35315/bb.v17i2.9068.

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Sex-based discrimination includes gender discrimination. The fundamental cause of gender discrimination against women is that patriarchal ideology shapes society’s attitudes and behaviors. This study examines how women are treated differently because of their gender in the novel Kim Ji-Young, Born 1982. This study aims to find out the types and impacts of gender discrimination against women in the novel. This study is categorized as qualitative research and uses a feminism approach. The feminism theory presented in Simone de Beauvoir’s book The Second Sex (1949) is used by the researcher to analyze the novel. The researcher discovered two types of gender discrimination in Kim Ji-Young, Born 1982; gender discrimination in domestic spaces and gender discrimination in public spaces. The five different forms of gender discrimination in domestic spaces are; (1) the expectation that women should have male offspring, (2) the favoritism toward sons over daughters, (3) the idea that sons are the ones who ensure the success of the family, (4) woman as a reproducer, and (5) woman as a housewife. The novel also shows three forms of gender discrimination in public spaces; (1) discrimination toward women in school, (2) discrimination toward women in the workplace, and (3) sexual harassment of women. Furthermore, the main character, Kim Ji-Young, experiences gender discrimination against women, and the impacts of the gender discrimination on Kim Ji-Young are feeling inferior and experiencing mental changes. Keywords: gender discrimination, feminism, patriarchy ideology, novel

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Mohamed Elsawy, Mahmoud, and Mohamed Ahmed Elbadawe. "The Impact of Gender-Based Human Resource Practices on Employee Performance: An Empirical Analysis." International Journal of Business and Management 17, no. 6 (May 12, 2022): 1. http://dx.doi.org/10.5539/ijbm.v17n6p1.

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Employee executes precarious responsibilities for the subsistence of the organisation unrelatedly to any gender differences. Management seems to be more than it has ever been at the centre of handling workforce diversity as they structure their businesses to meet rapidly changing business needs and individual expectations. Indeed, corporate leaders who want to improve labour productivity think about workforce diversity. It is because they regard diversity as a massive corporate concern whose limitations have a consequence on their employee performance, firm's growth and profitability. This study looks at five different aspects of gender discrimination: hiring/recruitment discrimination, training & Development discrimination, Provision of goods and Facilities discrimination, retention discrimination, and Promotion discrimination. 261 telecom industry employees in the UAE collected data better to understand the consequences of gender-based human resource practices on employee performance. The data was analysed, and hypothesis testing was done using linear regression. The theoretical model and hypothesis were tested using SPSS version 22. According to the findings, discrimination based on gender has a substantial impact on employee performance. This empirical evidence offers Human Resource researchers and managers advice for preventing discriminatory practices that negatively impact employee performance.

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Steyn, Renier. "Expanding the suite of measures of gender-based discrimination: gender differences in ablution facilities in South Africa." South African Journal of Economic and Management Sciences 15, no. 2 (June 5, 2012): 222–34. http://dx.doi.org/10.4102/sajems.v15i2.212.

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International treaties, national legislation and local by-laws all advocate the equal treatment of men and women, but claims of gender-based discrimination continue. Indicators of discrimination against women, including employment ratios and differences in income, show that there have been considerable gains in the recent past. These measures are, however, often biased. In this study a different, specific and concrete method of describing and detecting discrimination is presented, namely the difference in the number of ablution facilities provided for each gender group in public spaces. Ablution facilities at airports, train stations and shopping centres in four major South African cities (N=128) were inspected. Medium to large differences in the respective number of facilities were found (eta2 .05 to .13), with women receiving fewer service facilities than men. These results suggest that, despite progressive legislation and vigorous affirmative action in South Africa, local women are still being discriminated against on a very concrete, visible level. The effectiveness of the measurement tool is also discussed.

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Ahrens, Andreas, Jelena Zascerinska, and Irina Macovei. "EU YOUTH BELIEFS IN GENDER BASED DISCRIMINATION, SEXUAL HARASSMENT AND SEXUAL ASSAULT." Education. Innovation. Diversity. 2, no. 5 (December 19, 2022): 47–57. http://dx.doi.org/10.17770/eid2022.2.6963.

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Gender based discrimination, sexual harassment and sexual assault are the factors that impact youth engagement in the labour market and society. Monitoring of gender based discrimination, sexual harassment and sexual assault among young people in the European countries remains under-developed. The research aim is to analyse beliefs of young people in the European Union in gender based discrimination, sexual harassment and sexual assault. The research is built on the basis of both theoretical and empirical methods. The theoretical analysis shaped the conceptual framework of the research. The empirical study was based on the survey implementation. Data were collected in five European Union countries in March-April 2022. The data were analysed via the mean calculation as well as ranking. Data interpretation was applied in order to summarise the study findings. The theoretical analysis allows for the establishment of the inter-connections between beliefs and values. The data analysis reveals that young people believe in gender based discrimination, sexual harassment and sexual assault. The results show that physical appearance and people race are the Top 2 beliefs that coincide in all the three phenomena, namely gender based discrimination, sexual harassment and sexual assault. Research limitations are outlined. Future work is proposed.

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Snizek, William E., and Cecily C. Neil. "Job Characteristics, Gender Stereotypes and Perceived Gender Discrimination in the Workplace." Organization Studies 13, no. 3 (July 1992): 403–27. http://dx.doi.org/10.1177/017084069201300305.

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This study examines the processes underlying gender discrimination in a large Australian government research organization. It is specifically concerned with discrimination that occurs after the initial assignment of employees to career streams or ladders has occurred. When questioned, 37 and 41 percent of the women surveyed stated that they had regularly experienced promotional or day- to-day discrimination. Based on analyses of data collected from 625 women and 512 men, evidence is presented for a vested interest explanation as best account ing for promotional discrimination, as distinct from day-to-day discrimination. These findings highlight the need to recognize and treat different forms of gender discrimination in the workplace as analytically distinct.

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Febriyanti, Diavika, and Wisnu Yuwono. "Pink Tax: As a Form of Gender Identity in International Products?" Jambura Science of Management 5, no. 1 (January 16, 2023): 40–57. http://dx.doi.org/10.37479/jsm.v5i1.16908.

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Knowledge about the existence of this Pink Tax is still very lacking in Indonesia. The Pink Tax weakens women's purchasing power by forcing them to spend more money on their daily needs, this creates unfair gender-based pricing. This study aims to analyze the effect of gender-based pricing, gender discrimination, gendered product marketing, price discrimination, and willingness to pay Pink Tax. This research method uses a primary data approach that is distributed to 263 people respondents, with the SmartPLS tool. The results of this research conclude that gender-based pricing only has an effect on Pink Tax, while gender discrimination, gendered product marketing, price discrimination, and willingness to pay do not have a significant effect on Pink Tax. These results indicate that brands often only take the opportunity to exaggerate women's goods and are considered the norm for women's consumption. It is also stated that gender discrimination is not only manifested in the form of price but can be directed in the form of diversification.

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Begum, Vazeerjan, Tahseen Arshi, Abdel Fatah, A., Xuan Chan, S., and Govindaswami M. "A Cross-lagged Study of Gender Discrimination in Entry-level Jobs in the Malaysian Retail Sector: A Vulnerability Theory Perspective." 13th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 13, no. 1 (June 16, 2022): 1. http://dx.doi.org/10.35609/gcbssproceeding.2022.1(56).

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Several studies have examined gender discrimination in Malaysia and have found Malaysian retail sector is plagued with discriminatory practices. Research has shown that many discriminatory practices are based on established perceptions that make women vulnerable to discrimination. This study aimed to analyze the drivers of gender discrimination in entry-level jobs in the Malaysian retail sector. The study unpacks the drivers that make women vulnerable due to preconceived notions leading to gender discrimination and investigates causal, reversed causal, and reciprocal relationships. Keywords: Gender discrimination, perception, vulnerability, Malaysia, retail sector.

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Handayani, Wuri. "Diskriminasi Gender Dalam Pendidikan." MUWAZAH 10, no. 2 (December 25, 2018): 198. http://dx.doi.org/10.28918/muwazah.v10i2.1784.

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This article is an analysis of gender discrimination discourse in education. Using qualitative methods, the literature study aims to produce substantive theoritical formations based on concept in gender discourse in education. This paper explore about the issue of gender in the educational process discrimination theoretically. The issues reviewed was what, how and what is the impact of gender discrimination in education. This study made the literature regarding themes related, formal documents on gender mainstreaming as well as qualitative data and secondary data about the gender discourse. This study uses a micro approach that is “region” process or social interactions among individuals in the process of learning, namely students and teachers, by without prejudice to the importance of the meaning of the macro approach. The results of this literature review is gender discrimination in education particularly in the learning process as a “hidden curriculum”. Gender discrimination in education occur due to the socialization process (internalization, externalization and objektivation) values of gender in the learning process so as to strengthen the gender-role identity of students and can have an impact on the achievement of education is not optimal (shortchanged).

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Miller, Mark C. "Legal Discrimination in the United States based on Sexual Orientation and Gender Identity." American Studies in Scandinavia 49, no. 1 (January 29, 2017): 41–59. http://dx.doi.org/10.22439/asca.v49i1.5462.

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When the U.S. Supreme Court declared that same-sex marriage would be legal throughout the country, that decision did not end the possibility of other types of discrimination on the basis of sexual orientation or gender identity. The U.S. Supreme Court has been very unclear about what standard to use when the courts face claims of discrimination based on these characteristics. In cases decided under the Fourteenth Amendment’s Equal Protection Clause, the Court has stated that lower courts should use one of three standards, based on the type of discrimination alleged. These three standards for review are known as rational basis, intermediate review, and strict scrutiny. This article, based on both empirical and normative analysis, will explore the proper legal standard that the Supreme Court should use in these cases. Since several states have begun to enact laws that encourage discrimination on the basis of sexual orientation and gender identity, this article will argue that the Supreme Court should use strict scrutiny in these cases because the LGBT community is clearly a discrete and insular minority subject to targeted discrimination.

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Triana, María del Carmen, Mevan Jayasinghe, Jenna R. Pieper, Dora María Delgado, and Mingxiang Li. "Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context." Journal of Management 45, no. 6 (June 8, 2018): 2419–47. http://dx.doi.org/10.1177/0149206318776772.

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We draw on relative deprivation theory to examine how the context influences the relationship between employees’ perceptions of gender discrimination and outcomes at work using a meta-analysis and two complementary empirical studies. Our meta-analysis includes 85 correlations from published and unpublished studies from around the world to assess correlates of perceived workplace gender discrimination that have significant implications for employees. We extend relative deprivation theory to identify national differences in labor laws and cultural norms as contextual factors that affect the threshold for feeling deprived and moderate the relationship between perceived workplace gender discrimination and employee outcomes. Findings show that perceived gender discrimination is negatively related to job attitudes, physical health outcomes and behaviors, psychological health, and work-related outcomes (job-based and relationship-based). Correlations between perceived workplace gender discrimination and physical health outcomes and behaviors were stronger in countries with more broadly integrated labor policies and stringently enforced labor practices focused on promoting gender equality. Correlations were also stronger in countries with more gender-egalitarian cultural practices across multiple employee outcomes of perceived workplace gender discrimination. Further, results from two complementary studies (one employee survey and one experiment) supported the meta-analytic findings and provided evidence of the relative deprivation rationale central to our theory. Implications for research and practice include the need to consider the influence of the country context in organizational decisions to prevent and address gender discrimination and its consequences for employees and ultimately, for employers.

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Akpinar, Aslihan. "Stigma and discrimination based on sexual orientation and gender identity." Turkish Journal of Bioethics 1, no. 3 (2014): 149–53. http://dx.doi.org/10.5505/tjob.2014.29491.

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Bruce, Adrienne N., Alexis Battista, Michael W. Plankey, Lynt B. Johnson, and M. Blair Marshall. "Perceptions of gender-based discrimination during surgical training and practice." Medical Education Online 20, no. 1 (January 2015): 25923. http://dx.doi.org/10.3402/meo.v20.25923.

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Maltz, Earl M. "Legislative Inputs and Gender-Based Discrimination in the Burger Court." Michigan Law Review 90, no. 5 (March 1992): 1023. http://dx.doi.org/10.2307/1289455.

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Weisgram, Erica S., and Rebecca S. Bigler. "Effects of Learning about Gender Discrimination on Adolescent Girls' Attitudes Toward and Interest in Science." Psychology of Women Quarterly 31, no. 3 (September 2007): 262–69. http://dx.doi.org/10.1111/j.1471-6402.2007.00369.x.

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Gender discrimination has contributed to the gender imbalance in scientific fields. However, research on the effects of informing adolescent girls about gender discrimination in these fields is rare and controversial. To examine the consequences of learning about gender-based occupational discrimination, adolescent girls ( n = 158, ages 11 to 14) were randomly assigned to either (a) a standard intervention program aimed at increasing girls' interest in science or (b) a nearly identical program that included information about gender discrimination. Girls' interest in, and attitudes toward, science were assessed using a pre/post design. Only girls who learned about gender discrimination showed increases in science self-efficacy and belief in the value of science; interest in scientific fields was unaffected by the intervention programs. Theoretical and educational implications are discussed.

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Ali, Yasir, Muhammad Shoaib, and Haris Ahsan. "Feminist Waves and Gender Discrimination in Pakistan." Global Sociological Review VII, no. III (September 30, 2022): 31–40. http://dx.doi.org/10.31703/gsr.2022(vii-iii).04.

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Females, for centuries have been suppressed and their feminist traits have been manipulated in various ways, whether it's sexualizing, objectifying, subduing, and confiscating them. Despite the war against gender discrimination, gender inequality continues to entrench the world, where women are deprived of their fundamental rights, specifically in developing countries. The study will evaluate the multidimensional facets of the three feminist waves, illustrating their causes and subsequent effects, with a viewpoint of Pakistan's chronology of gender discrimination. Moreover, the study will also elaborate on several efforts made in Pakistan to combat gender discrimination. The research is based on primary data, involving reflexive interviews, semi-structured questionnaires conducted by the social activist fighting against gender inequality, and a desk survey. The conclusion of the research is based on the solution to fight gender discrimination and reforms that can be brought in Pakistan to resolve the dilemma. Hence, the study will of significant importance for young females all across the globe, specifically in Pakistan, giving them the motivation to stand for their basic rights.

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Shahen, Md Abu. "Gender-Based Violence In Bangladesh: A Critical Analysis." International Journal of Qualitative Research 1, no. 2 (November 30, 2021): 127–39. http://dx.doi.org/10.47540/ijqr.v1i2.306.

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This study tried to explore the current nature of gender-based violence and harassment in Bangladesh. Specifically, gender-related harassment and discrimination with violence against women and children have been explored throughout the study. However, the study is based on secondary data collected from gender-focused scholars and organizations. The data of ASK and BSAF have been used for critical analysis regarding violence, harassment, and discrimination against women and children in Bangladesh. As findings, the study found that the prevalence of domestic violence and oppression against wife and housemate including cleaner, housekeeping, and cooker have existed in the forms of torture, negligence, rape, forced rape, physical assault, and sexual assault. The study also found that women and girls are being harassed in transportation as they feel unsecured in movement through abusive and negative attitudes and behavior such as touching, closely standing, intentionally pushing, and gripping in shoulders, bad beckon and comment, and touching in the sensitive part of the body. It is also seen that the business environment is not favorable for women Entrepreneurs due to constraints social and cultural attitudes, lack of political commitment, and insufficient governmental provisions for establishing a women-friendly business environment.

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Lau, Holning. "Sexual Orientation and Gender Identity Discrimination." Brill Research Perspectives in Comparative Discrimination Law 2, no. 2 (August 1, 2018): 1–52. http://dx.doi.org/10.1163/24522031-12340004.

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AbstractLaws concerning sexual orientation and gender identity (SOGI) have undergone a sea change. Still, legal protections against SOGI discrimination vary widely around the world. As jurisdictions wrestle with whether and how to protect people against SOGI discrimination, several conceptual questions emerge. This Brill volume reviews and discusses legal developments and scholarly commentary concerning these questions. Specifically, this volume examines the following five questions: (1) Is SOGI discrimination encompassed by existing laws prohibiting discrimination based on sex? (2) Should sexual orientation and gender identity be considered protected categories in and of themselves? (3) Is there a standard sequence of steps for developing legal protections against SOGI discrimination? (4) What are the drawbacks of developing SOGI discrimination protections? (5) To what extent should religious objections justify exemptions from SOGI discrimination bans?

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Fedorchuk, Alina. "To the issue of the mechanism for combating gender discrimination in the field of labor." Law Review of Kyiv University of Law, no. 1 (May 5, 2021): 373–77. http://dx.doi.org/10.36695/2219-5521.1.2021.75.

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The article addresses a theoretical and legal description of the mechanism for combating gender discrimination in the field oflabor. It is focused on the fact that an effective, comprehensive, holistic mechanism for combating gender discrimination in Ukraine hasnot yet been developed. The article highlights the main approaches of scientists to understanding the mechanism of ensuring the principleof gender equality. For the purpose of identifying main elements of the mechanism of combating gender discrimination in the fieldof labor the main approaches to understanding the mechanism of combating gender discrimination in the field of labor has been substantiated.The main elements of the structure of this mechanism are characterized. The level of reflection of the main elements of themecha nism for combating gender discrimination in national legislation and international regulations are dealt has been researched into.The positions of scientists on the structural elements of the mechanism for combating gender discrimination in the field of labor havebeen addressed. There are generalized existing case studies, which are devoted to various aspects of improving the mechanism for combatinggender discrimination in the field of labor. The mechanism of combating gender discrimination in the field of labor is a complexphenomenon has been established.It is concluded that the mechanism for combating gender discrimination in the field of labor includes the following elements:1) regulations consisting of international standards for the prevention of gender discrimination and national legislation in the field ofanti-discrimination; 2) institutional component; 3) a system of legal means and instruments for the protection and restoration of violatedrights of victims; 4) a system of preventive tools; 5) an effective system of collecting and summarizing gender-based statistical information;6) monitoring system; 7) clear and effective procedure for bringing to justice for discriminatory acts.

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Busetta, Giovanni, Maria Gabriella Campolo, and Demetrio Panarello. "Weight-Based Discrimination in the Italian Labor Market: an Analysis of the Interaction with Gender and Ethnicity." Journal of Economic Inequality 18, no. 4 (August 3, 2020): 617–37. http://dx.doi.org/10.1007/s10888-020-09456-5.

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Abstract Access to the Italian job market is undermined by several kinds of discrimination influencing the opportunities for individuals to obtain a job. In this study, we analyze together the impact of three of the most relevant kinds of discrimination operating in the Italian labor market: gender, race, and weight. Our aim is to assess whether gender and race either increase or decrease the impact of weight-based discrimination. In this respect, we submit a set of fictitious résumés including photos of either obese or thin applicants in response to real online job offers. Our results indicate that the strongest kind of discrimination operating in the Italian labor market is the one connected to the candidate’s geographical origin. Moreover, we find discrimination based on body weight to be more relevant within immigrants than within natives, and gender gap appears to be higher within the obese candidates’ group compared to the normal-weight candidates’ one. This last result is particularly relevant, as the growing rates of obesity forecasted for the next years could in turn produce an increase in the gender gap, which in Italy is already massive.

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Bhandari, Sanjay, Pinky Jha, Cynthia Cooper, and Barbara Slawski. "Gender-Based Discrimination and Sexual Harassment Among Academic Internal Medicine Hospitalists." Journal of Hospital Medicine 16, no. 2 (February 1, 2021): 84–89. http://dx.doi.org/10.12788/jhm.3533.

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BACKGROUND: Gender-based discrimination and sexual harassment, both implicit and overt, have been reported in academic medicine. This study examines experiences of academic hospitalists regarding gender-based discrimination and sexual harassment. METHODS: A survey was distributed to Internal Medicine hospitalists at university-based academic institutions in the United States. Questions assessed experiences regarding gender-based discrimination and sexual harassment in their interactions with patients, as well as with other healthcare providers (HCPs). RESULTS: Eighteen institutions participated in the survey, resulting in 336 individual responses. Female hospitalists more frequently reported inappropriate touch, sexual remarks, gestures, and suggestive looks by patients compared with male peers both over their careers (P < .001) and in the last 30 days (P < .001). Similarly, females more frequently reported being referred to with inappropriate terms of endearment (eg, “dear,” “honey,” “sweetheart”) by patients both over their careers (P < .001) and in the last 30 days (P < .001). Almost 100% of females reported being mistaken by patients for nonphysician HCPs over their careers, compared with 29% of males (P < .001) (76% vs 10%, in the last 30 days; P < .001). Similarly, females more frequently reported sexual harassment over their careers (P < .05) and being mistaken for nonphysician HCPs by colleagues both over their careers (P < .001) and in the last 30 days (P < .001). Females rated their sense of respect both by patients (P < .001) and colleagues (P < .001) lower than males (P < .001). More females than males reported that gender negatively impacted their career opportunities (P < .001). CONCLUSION: This survey demonstrates that gender-based discrimination and sexual harassment are commonly encountered by academic hospitalists, with a significantly higher number of females reporting these experiences.

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Hussain, Fazal. "Gender Discrimination in Media as Workplace: A Study of Media Environment in Sindh." Pakistan Journal of Gender Studies 18, no. 1 (March 8, 2019): 23–42. http://dx.doi.org/10.46568/pjgs.v18i1.23.

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This study explores media industry in the province of Sindh, Pakistan for gender discrimination. It is generally believed that gender discrimination is based on patriarchal conception of society and is greatly rooted in culture whereas the economical and social models are also responsible for inculcating discrimination based on gender. But the changing patterns of social institutions and the transforming trends in financial designs are determining new standards and definitions. Although the feminist theorists and feminist’s movements have played magnificent role for the eradication of gender discrimination but the mindsets are still to be changed because they are hardened by socialization and cemented by customs, culture and religion for centuries. This research attempts to consult working journalists for whether they have faced, or facing, or observed, or observing discrimination within the media theatre, or the field is free of these curses. This study employs survey technique using a close ended questionnaire constructed under Guttmann Scale. It also conducts face-to- face interviews with senior journalists in Karachi, Hyderabad and Larkana implanting snowball method to deeply explore the media environment in Sindh for gender discrimination. On the basis of its findings, this research offers some implications and suggestions for policy framing and future research.

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Unsriana, Linda. "Diskriminasi Gender dalam Novel Ginko Karya Junichi Watanabe." Lingua Cultura 8, no. 1 (May 31, 2014): 40. http://dx.doi.org/10.21512/lc.v8i1.441.

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Discrimination is an attitude and behavior that violates human rights. Discrimination can also be interpreted as a treatment for individuals differently based on race, religion, or gender. Any harassment, restriction, or exclusion to race, religion, or gender includes discriminatory actions. The theme of discrimination experienced by many women made the writer want to examine it from literature point of view, especially Japanese literature. The problem in this paper is gender discrimination experienced by the main character in novel Ginko. In Ginko novel written by Junichi Watanabe, the theme of discrimination against women is very strong, as experienced by the main character named Gin Ogino. This study used feminist standpoint research with the assumption that gender discrimination in society in the novel cannot be separated from women’s real experiences perceived by the author. In addition to stand on or derived from real experiences from the first woman doctor in Japan, which with all her efforts to break away from discrimination against women endured throughout her life: before marriage, divorce, attending medical school to become a doctor, even after she was graduated from medical school, she still experienced gender discrimination. This study found that gender discrimination experienced by Ginko because she is a woman, in which at that time (the Meiji era) there were clear boundaries between men and women. Difficulty and discrimination experienced are because Ginko’s ideals were considered impossible, because she wanted to become a doctor. Her ability and cleverness were obstructed just because she is a woman. It can be concluded in the Meiji era, there was discrimination against women reflected in the Novel Ginko.

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Lundberg, Shelly. "Gender Economics and the Meaning of Discrimination." AEA Papers and Proceedings 112 (May 1, 2022): 588–91. http://dx.doi.org/10.1257/pandp.20221086.

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Advances in economics hold much promise for an improved understanding of complex issues concerning gender and gender inequalities. A more realistic economics of choice based on behavioral economics, evidence of social influences on economic outcomes, and a recognition of the role of cultural persistence in patterns of behavior have blurred our traditional separation of preferences and constraints. However, in the analysis of gender gaps, we have continued to focus on the discrimination versus preferences dichotomy that this work has rendered both conceptually and empirically irrelevant. As the domain of economics continues to broaden, our approach to discrimination needs to change.

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Kiram, Muhammad Zawil. "IS OUR CHILD TOO YOUNG TO LEARN ABOUT GENDER EQUALITY? AN INTERPRETATION OF GENDER EDUCATION IN ACEH FAMILIES." Gender Equality: International Journal of Child and Gender Studies 6, no. 2 (September 29, 2020): 33. http://dx.doi.org/10.22373/equality.v6i2.7719.

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This study aims to reveal gender-based discrimination, forms of gender education, and the importance of gender education in Acehnese families. This study was conducted by using the method of descriptive qualitative with data collection techniques through observation and interview. The result showed that in Acehnese families, the forms of gender-based discrimination that often faced by women are inequality in housework distribution and childcare. In Aceh, most men still play fewer roles in taking care of children because domestic jobs are seen to be women’s’ responsibilities. Another form of gender-based discrimination in Aceh is domestic violence against women. The result also demonstrated that in Acehnese families there is no gender education because many people do not understand the term of gender equality and gender issues are considered as western culture and still taboo to discuss. Gender education in the family is important because children acquire gender stereotypes at an early age, and they learn about gender equality from their family for the first time. Teaching gender equality to children is never too early, and they never too young to learn about it, they would come out and bring the gender equality in the family and society in general as they will be the pioneer or gender equality when they reach adulthood.

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Blodorn, Alison, Laurie T. O’Brien, and Justin Kordys. "Responding to sex-based discrimination: Gender differences in perceived discrimination and implications for legal decision making." Group Processes & Intergroup Relations 15, no. 3 (November 29, 2011): 409–24. http://dx.doi.org/10.1177/1368430211427172.

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Chilakala, Akhila, Marlene Camacho-Rivera, and Victoria Frye. "Experiences of race- and gender-based discrimination among Black female physicians." Journal of the National Medical Association 114, no. 1 (February 2022): 104–13. http://dx.doi.org/10.1016/j.jnma.2021.12.008.

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Journal articles on the topic 'Gender-based discrimination'

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