Gender bias

Gender bias

Gender bias is a form of discrimination and prejudice against another sex (Helgeson, 2017).  Gender bias exists in businesses practice, and in work-related issues. The issues involve women and men pay scales, interview questions, and sexual harassment (Helgeson, 2017). Gender fairness is still a pertinent matter regardless of many of the improvements in society. Sexual harassment and bigotry still happen in the lives of girls and women, and even males. Gender Bias is challenging and requires new laws and policies to avoid the practice (Eagly & Wood, 2013).

Is the article gender bias or motherhood disadvantages? Judgments of blue color mothers, and fathers in the workplace. The information mentions statement referring to gender bias such as “the ideal worker applicant is a single male with no child” (Güngör & Biernat, 2009). In 2005 the women made up 46% of the workforce, 68.1% were married women, and 79.8% were single mothers. The indication is that motherhood had a negative influence on the estimation of the female applicant. The bias is that mothers are the target of negative perceptions in the workplace. The premise of the study represents that single people and fathers are more reliable in the workplace than mothers who are viewed as unreliable. (Güngör & Biernat, 2009).

The hypothesis of the study is that female applicant are less committed and less likely to remain in the employed position than males (Güngör & Biernat, 2009). The other hypothesis is that female is less likely to be hired than male’s applicants. The study indicates that parents are viewed as less available than non-parents which is a bias assumption (Güngör & Biernat, 2009). The comparison of men and women in the workplace is the examples of similarities and the difference in the bias analysis (Hyde, 2014). The traits listed for the applicants are productive, trustworthy, likable, warmth, hardworking, and intelligent.

How the researcher(s) might address these issues

Unconscious bias or blind bias impacts research analysis, because the research is considering the new researcher but is influenced by prior witnessed examples. The researcher can also consider options to help business support women and men with children by offering on-site daycare, and facilities that care for children with the minor illness. The solutions can also consist of a reward system to encourage attendance and work productivity. The solutions can also include the options to work from home if a parent has a sick child or another emergency which affect attendance in the workplace.

References

Eagly, A. H., & Wood, W. (2013). The nature-nurture debates: 25 years of challenges in understanding the psychology of gender. Perspectives on Psychological Science, 8(3), 340–357. doi:10.1177/1745691613484767

Helgeson, V. S. (2017). Psychology of gender (5th ed.). New York, NY: Taylor and Francis.

Hyde, J. S. (2014). Gender similarities and differences. Annual Review of Psychology, 65, 373–398. doi:10.1146/annurev-psych-010213-115057

Güngör, G.  Biernat, M. (2009). Gender Bias or Motherhood Disadvantage? Judgments of Blue Collar Mothers and Fathers in the Workplace. Sex Roles. Vol. 60 Issue 3-4, p232-246. 15p. 2 Charts, 2 Graphs. DOI: 10.1007/s11199-008-9540-1.

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