Must Read: Women Employment Discrimination

While you may consider the term, “ workplace Gender Discrimination” to be something obsolete in the present scenario – it is not so.

Yes, the impact is not as strong as it was sometime back - it does exist. The Female workforce is still complaining about the gender bias they are facing. Nevertheless, women are still fighting against all odds and are soaring high up on the corporate ladder.

Today, we have different industries that are actually having an unequal ratio of male to female employees. And here, it is the female candidates who are outnumbering their male counterparts. Know more..

Having said so, we just cannot remain happy and content with these industries. These are so limited and therefore, rare to find. Again, there are women, who don't find themselves suitable for these industries. So, what is their call? Definitely, they need to look forward to some other industries, where they can set their foot strong. However, they remain unsure about their career growth in these industries, even after they become a part of the business. And who do you think is to be blamed for this insecurity? Certainly the workforce gender bias.

Where is the gender bias more prominent? Let's find out:

Is pregnancy a reason behind gender discrimination?

Yes and yes. Even though bringing a child into this world was not her individual decision; she pays the penalty alone.

In the present scenario, pregnancy discrimination is the other name for gender discrimination faced by women. It is not only that you face this issue when you are handling significant roles within the organization; you can even face it when you are just trying hard to be a part of any organization.

Many women complained that they were thrown right out of the selection process in interviews;just because they were pregnant. Besides, there have been cases, reporting that some interviewers go to an extent of asking such personal questions to female candidates. Applicants who are unaware of such illegal interview questions, answer them and thereby lose employment opportunities.

Some women have faced further dreadful situations. Despite taking informed maternity leaves, they had their managers asking them to discontinue, just when they were gearing up to re-enter the workforce. For those who are lucky to have scopes of resuming after maternity leaves, feel that they are treated as strangers in their own house.

Leave aside appreciations, they are simply barred from handling significant and challenging roles, despite having all required skills and knowledge. Suddenly, they have their superiors to find other candidates to be a better match for the job role. And how do you think they become better qualified suddenly? Perhaps it is because they are males or childless women!

Why is she earning less than her male counterpart?

It is nature's rule that men and women have different fields of interest and depending on their choices they opt for their career. Many economists feel that, the difference in pay scale is somehow related to this “difference of choice.” That is, men opt for career opportunities that are more lucrative and thereby receive higher salary packages.

Well, if we are to concentrate on stats, then we have a different story altogether. Women need to spend more than three years in the teaching profession to land higher positions as that of a principal. However, men spend shorter duration. Many say that men have efficient ways of carving their promotion paths; however, we do not have data to back this.

Again women working in executive or managerial levels are earning only 72.7% of what men in the same position are earning. Unfortunately, we do not have any reason – hypothetical or statistical data to justify this gap. Thus, we can just say that it is one form of gender discrimination prevalent in the corporate sector.