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Despite gains in gender equality in the workplace, data collection and reporting inconsistencies may mask ongoing issues. Research categorizes employment concerns into four areas: representation, pay, health, and satisfaction. These categories help organizations identify issues and metrics to assess progress. However, meaningful change requires shifts in mindsets and practices. This qualitative study explores insights on gender (in)equities through interviews with 36 leaders. Data, analyzed using the Four for Women framework, reveal a focus on representation and satisfaction for women in the workplace over health and pay and suggest the need for a deeper understanding of gender issues at work.
Keywords: gender equality, gender representation, gender pay, job satisfaction
INTRODUCTION
Numbers touting the percentage of women on executive boards and in leadership positions may mask underlying organizational climate issues. Climate, which reflects various aspects of the work environment and culture, can negatively affect job satisfaction. The latter entails task variety, autonomy (Cantarelli et al., 2016; Morgenson & Humphrey, 2006), compensation (Judge et al., 2010), sexual harassment (Feldblum & Nipnic, 2016), workplace stress (Fairbrother & Warn, 2003; Skaalvik & Skaalvik, 2017), and co-worker relations (Andrade et al., 2019; Jansen & Nico, 2004; Morgeson & Humphrey, 2006; Ng & Sorensen, 2008; Skaalvik & Skaalvik, 2017). These elements contribute to employees' perceptions of their organizations and to their motivation, performance, and retention.
Similarly, inconsistencies in how gender gap data is calculated and whether it is reported publicly may result in inaccurate portrayals of progress. Wage gap calculations, for example, should consider the impact of occupational segregation, years of experience, and hours worked (Bleiweis, 2020). Women tend to have fewer years of experience and work fewer hours than men due to home and childcare responsibilities. Although the gender pay gap is evident across age groups, it increases over time and is largest for women aged 55-64 (AAUW, п. d.).
Equity gaps are not limited to pay. Women with equal educational attainment to men earn less across all race and ethnicity groups (Jones, 2021). Gaps exist in political representation, industry leadership, and wealth accumulation (World Economic Forum, 2022). Stress levels are higher for women than men. Women are underrepresented in STEM and overrepresented in education and healthcare, and more women access online training to skill, re-skill, and upskill. The Global...