Gender Bias In The Workplace

Mia Bungabong

May 13, 2015

Merry Chris Lugo

MWF (11:00-12:30)

Although there are advantages of employing women, there are still disadvantages if women enter the work force. First, employment of women would increase gender bias in the workplace. “In 1948, the labor force participation rate for women 20 years and older was 32%. By 1970, it had grown to 43%, and by 1997 it had reached to 605. This trend remarkable changes in our economy and society as women dramatically increased their presence in the workforce. But since 1997, the figure has remain virtually constant at 60%... men’s labor force participation rate of approximately

76%”(O’Sullivan, Sheffrin and Perez, 2012, 2010, 2008, 2006 and 2003,p.123). In addition, according to Ibarra, Ely

Gender-bias arises especially on occupations that men choose. Countries like United States, Italy, Ireland, Greece and

United Kingdom are present with gender gaps (Pearson, p. 20). Gender-bias especially in the workplace cannot be stop and more women will suffer from the discrimination brought by prevailing issues of women working. Gender bias creates a feeling of being deprived and judged in a certain place that gives a huge effect to employees especially on female employees. And if this will continue, more women will have hard time to prove themselves in the workplace which might cause less productivity towards their work.

Second, employment of women would increase the risk of liability of the companies for the protection and development of women in the workplace. Office romance resulted to combination of a gender-mixed labor force that resulted to relationship among co-workers and between the managers and his/her subordinates.

Office romance has consequences that can really give an impact in the

Protection from the potential lawsuits is a primarily concern of employers. To avoid and prevent this kind of concern, the relationship gain in the workplace must be stopped (Amaral, 2006, p.1).

Furthermore, Oxford University Press (2015) says, “Outside the USA, laws

Provide additional financial and legal protections to pregnant women. Within the

Employment Insurance Act of 1996, the Federal Government of Canada ensures up to

15 weeks of paid leave at 55% of one’s standard pay for pregnancy. The European

Union directive 89/391 was passed in 1992 to standardize maternity rights for women across member countries of the EU. According to this legislation, pregnant workers must not be exposed to risks to maternal or fetal health. This includes chemical and biological exposers and exemption from night shift work, if there is a medical directive”

(p.88-97).

Lastly, according to IFC (2013), PepsiCo Asia Pacific firmly believes that gender diversity in the business through its internal and strategic communications conveys that the company’s performance objectives must include and integrate women’s employment. The company has female development and leadership programs, work