Manifestation of gender discrimination in the process of human resources development—A content analysis based on interview data

Abstract

This study focuses on the issue of gender discrimination manifested in the process of human resources development (HRD). A theoretical model is developed based on prior literature. Scenarios of gender discrimination in enterprises are obtained from in-depth interviews. Results of content analysis indicate that gender discrimination in HRD have four forms of manifestation, namely occupational gender segregation, employment gender discrimination, glass ceiling, and gender salary discrimination. Compared with top and middle-level managers, employees can perceive more employment-related gender discrimination and less glass ceiling. There is no significant difference between female and male in the above four manifestations. Compared with other types of enterprises, gender salary discrimination is more likely to happen in private enterprises, and occupational gender segregation and glass ceiling are more prevalent in foreign funded enterprises. It is also found that gender discrimination often occurs at the stage of job arrangement in the process of HRD.

Production risk caused by human factors: a multiple case study of thermal power plants

“…Semi-structured interviews are used for data collection. Interviews allowed us to have a broad picture (Li et al 2017), go deeper (Yan et al 2009;Wang 2010) and understand factors that otherwise we would not have been able to uncover. The interviewees were asked to provide examples and those examples were used to better understand interviewees' responses.…”