Investigating gender wage gap in employment

Mbratana, Taoufiki; Kenne, Andrée Fotie

doi:10.1108/ijse-04-2017-0131

Cited by 3 publications

(1 citation statement)

References 23 publications

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“…In an article from the International Journal of Social Economics, the underlying factors, which generate and explain the wage gap are explored (Mbratana & Fotie Kenne, 2018). In exploring the gender wage disparity, certain findings can be applied, such as preventing discrimination against women, providing the chance for equal opportunity, supporting policies which reduce any obstacles for women in business, encouraging more women to become entrepreneurs and achieve a good balance between work and family life (Mbratana & Fotie Kenne, 2018).…”

Section: Gender and Pay Gap Literaturementioning

confidence: 99%

Breaking the Glass Ceiling Philosophy and Reality: A Study of Gender Progress and Career Development in the Corporate World

Itty

Garcia

Futterman

et al. 2019

BEL

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With the evolving nature of the business world, it has become a modern necessity to have a diverse workforce. As such, human resources professionals and managers must be prepared for the redesign of their organizations to be more inclusive throughout their formal hierarchies. Although the overall attitudes have become generally more feminist, the unfortunate reality is that women continue to face internal and external barriers which act as a ceiling to their career development and advancement. Rather than viewing the paucity of women in management positions as a problem because of public disdain towards gender disparities within the workplace, this paper emphasizes that organizations should view this as an opportunity to gain a competitive advantage, given that having more women in leadership positions is correlated to improved organizational performance. The main argument of this research is that gender diversity can lead to better outcomes for an organization; in addition to this, research demonstrates that the inclusion of more women within management positions may also encourage a transformational leadership style, which could potentially lead to sustainable growth for a company. Throughout this paper, using the methodology of reviewing recently published literature, this paper demonstrates the fact that the glass ceiling is detrimental to the economic development of both women and the companies as institutional barriers seem to persistently block them from equitable advancement opportunities. Using published data and expert analysis, we provide suggestions and recommendations for the creation of an inclusive work environment where all employees can have fair and transparent progress based on their goals and qualifications. The “glass ceiling” literature has empirically demonstrated that managers can reduce the negative gender-based stereotypes by empowering more qualified women to take on leadership responsibilities. At the meantime, professionals can serve as advocates in their local governments to create and change laws that are unfair and unjust. All local leaders, managers and employees must promote the benefits of diversity to build and encourage inclusion in the workplace. Furthermore, all organizations can improve their inclusion training so their employees can keep an open mind regarding diversity. With the application of the recommended skills and suggestions, coupled along with public awareness and advocacy for equity in hiring and promotion decisions, the “glass ceiling” can certainly be eliminated in all organizational settings. Keywords: glass ceiling, discrimination, wage gap, inclusion, gender equality, mentoring, and career development.

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Section: Gender and Pay Gap Literaturementioning

confidence: 99%

Breaking the Glass Ceiling Philosophy and Reality: A Study of Gender Progress and Career Development in the Corporate World

Itty

Garcia

Futterman

et al. 2019

BEL

View full text Add to dashboard Cite

show abstract

Gender Gaps in Employment and Wages in Sub-Saharan Africa: A Review

Ntuli

Kwenda

2019

Women and Sustainable Human Development

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Earnings gap between men and women in the informal labor market in Cameroon

Wirba

Akem

Baye

2021

Review Development Economics

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This paper investigates the extent of gender earnings gap among informal labor market workers in Cameroon. We have used the 2010 employment and informal sector survey, the Heckman two‐step bivariate selection model, and the Neuman–Oaxaca–Ransom decomposition framework to address these concerns. We find that, compared to men, women are more likely to make the joint decision of participating in the labor market and choosing informal work. Findings also reveal that among informal workers, male workers have an earnings premium over their female counterparts. Returns to informal labor market experience are solidly consistent in narrowing the gender earnings gap. Among the self‐employed workers, male workers also enjoy an earnings premium. However, when the inverse Mills ratio is decomposed, the overall and the self‐employed gender discrimination virtually disappears. Meanwhile, female wage earners enjoy a wage premium and have an unambiguous education‐based advantage over their male counterparts. The implications of these findings support the wisdom that promoting the human capital development of the girl child would play a vital role in alleviating gender‐based differentials by eroding sociocultural conventions and advancing women's agency.

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Investigating gender wage gap in employment

Cited by 3 publications

References 23 publications

Breaking the Glass Ceiling Philosophy and Reality: A Study of Gender Progress and Career Development in the Corporate World

Breaking the Glass Ceiling Philosophy and Reality: A Study of Gender Progress and Career Development in the Corporate World

Gender Gaps in Employment and Wages in Sub-Saharan Africa: A Review

Earnings gap between men and women in the informal labor market in Cameroon

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