PPB3243

HRM (Group C)

GROUP ASSIGNMENT

GENDER EQUALITY IN THE WORKPLACE

(LECTRUER NAME: DR MOHD RIDWAN BIN ABD RAZAK)

TABLE OF CONTENT

No Description Page No

Divison of work 3

1.0 Introduction 4

2.0 Issues and problems 5-7

3.0 How does it effect employment in Malaysia 8-9

4.0 Current trend or practice 10 - 14

5.0 Compare with what is being practice in other countries. 15- 17

6.0 Identify reasons 18 - 19

7.0 Suggest actions and highlight the roles 20 - 23

8.0 Conclusion 24

9.0 Bibliography 25

2
DIVISION OF WORK

N PART NAME
O

1 Introductions ELYSHA MIKAIL

2 Issues and problems NUR HASHIKIN BINTI HASHIM

3 How does it effect employment in Malaysia MUHAMMAD AFIQ HAQIMIE

BIN SHAIFUL BHARIN

4 Explain about what is the current trend or practice in MUHAMMAD HISHAMMUDDIN

relation to the issue in Malaysian context or BIN ZULKEFLI
profession.

5 Compare with what is being practice in other NURULAIN BINTI ABDUL

countries. RAHMAN

6 Identify reasons why AIZUDDIN MUADZ BIN YUSRI

7 Suggest actions that can be done to overcome / KEMY CAMELIA BALINGI

minimize. High light
the role of the government, organizations, employees
or trade unions.

8 Conclusion ELYSHA MIKAIL

9 Bibliography ELYSHA MIKAIL

1.0 INTRODUCTION

Gender equality means that girls and boys enjoy the same rights, resources, opportunities and

protections. Gender equality in the place of job is an necessary theme to reflect

3
onconsideration on as you develop and enhance your business. Discrepancies with gender

inequality may also occur, and your enterprise must take the integral steps to make your place

of job as equal, inclusive and various as possible. According to (Wu and Cheng, 2016)

adopting gender equality measures is helpful to improve work efficiency. When you take the

time to keep away from gender discrimination, you can enlarge productivity, alleviate

fighting and minimize the probabilities of prison issues. Gender equality is key in order to

seize the skills, thoughts and views that every gender has to offer. Not solely that, however

human beings desire to work at agencies that prioritize equality. Gender equality in the

workplace means employees of all genders have access to the same rewards, opportunities

and resources at a company, including equal pay and benefits for comparable roles with

similar responsibilities, equal opportunities for promotions career progress and equal

consideration of needs.

2.0 ISSUES AND PROBLEMS  

2.1 Discrimination against pregnant women

4
Discrimination against pregnant women is an injustice that happens to female workers who

have several reasons but the main one is due to the reasons of pregnancy that they have to

accept in terms of employment. This is because in the aspect or scope of the work done,

against some sectors that have rules that do not bring justice to the rights of workers. For

example, the scope of work such as a flight attendant where if there is a pregnant woman

worker, after giving birth they have to try to regain their original body shape as before

pregnancy and stabilize the BMI count to continue the job but not otherwise likely they will

lose their existing job and injustices against them such as dismissal and so on. This statement

of injustice against pregnant women is supported by Harlida Abdul Wahab et al. (2020) who

says that the selection of a worker was dependent on the objective criteria such as experience,

skills, and qualifications or unlawful criteria like gender, pregnant women or disabled

person). This act of selection (treatment), whether discriminatory or not, depends on the

grounds of making the selection. It is inequitable treatment amounted to employment

discrimination when the employer makes a selection and decision based on the criterion that

is not job-related. Therefore, these factors not only occur in the aspect of dismissal but also at

the beginning of the selection of pregnant women also have a high probability of not getting a

job and that is why there is a gender imbalance in employment because not many pregnant

women can continue to be involved in employment.

2.2 Wage discrimination of women workers

5
In the multi-employment sector as well, there are issues such as wage discrimination of

women workers where there is injustice in the rights of workers and as a woman. This is

because it is in line with the concept in the country where women are given a lower wage rate

than men even though they have qualifications. For example, women who have good

qualifications in education as well as various other aspects such as skills, talents, good

attitude and as such should be the yardstick for them to have or get a better and stable income

and wages. This coincides with the statement by Rahmah Ismail et al. (2012) which states

that in Malaysia, females labor force participation rate is very much lower than that of males,

even though they are equally educated. It is commonly observed that women are always less

preferable by employers because they are perceived to have less skilled and immobile as

compared to men. For women who successfully enter the labor market, they often receive

lower wages than their male counterparts do, partly due to discriminatory practices.

Therefore, the wage rights of women workers are clearly discriminated against and do not

have the exact justice in proportion to what they have compared to what they earn and and

because of that there is a gender imbalance in employment because wage rates are unequal.

2.3 The issue of sexual harassment

The problem of sexual harassment is an issue that is no stranger to the world's social

problems and in the field of employment is one where this issue often occurs. This is because

this issue can happen to both men and women, but it emphasizes the occurrence of women

because they are more vulnerable to all social problems that exist among workers. For

example, sexual harassment occurs not only from physical contact that violates an

individual's self-esteem, but also from words and actions such as sending obscene material to

the victim of sexual harassment which may be in the form of text, voice and so on. This is

supported by a statement made by Mohd Nazari Ismail et al. (2007) where he says the factors

examined are unprofessional work environment, skewed gender ratio in the workplace,

6
knowledge of grievance procedure for sexual harassment, sexist attitudes among co-workers,

privacy of workspace, physical attractiveness, dress manner of victims, job status, and sex

roles. In this case, various factors can be put forward that show that sexual harassment stems

from various reasons and attitudes of the individual himself to lead to the problem of sexual

harassment and when women are afraid of belonging to the group treated sexually harassed,

many women quit their jobs and thus that is where the gender imbalance in employment

occurs.

2.4 High demand for female workers

Although in the employment sector, women are often the issue of the oppressed and not given

maximum justice, but it is this group that has a high demand from parties or employment

companies. This is because, this group, although seen as weak but it has a lot of talent and

ability that is able to increase profits and the name of a company by using existing skills. For

example, they are capable in terms of business, marketing and even in terms of the scope of

work that is different from the field of business such as the scope of teaching which now

seems more women are involved and can form good human capital in the future. This also

coincides with the statement by Siti Nor Adawiyah Azzahra Kamaruddin et al. (2017) who

stated that in Malaysia, it is a fact that cannot be denied that female workers have subsidized

to the development of the national economy. Realizing that fact, the government keeps on

putting efforts to increase the women participation in the labor workforce with the hope to

boost the economic growth of the nation. Many factors were found to have influenced female

employees ’work performance and hence the occurrence of gender imbalance in employment

because when there is a high demand for women workers then it is better for women to be

involved in employment.

3.0 HOW DOES IT EFFECT EMPLOYMENT IN MALAYSIA

7
3.1 Promotion

The women are underrepresented in management positions across the board because they

face discrimination when applying for promotions to higher positions while continuing to

perform well. Following recruiting, women feel uneven possibilities for promotion. This

might be one of the causes of the women are underrepresented at senior levels. In Malaysia,

standards of CEO success are still based on a "masculine management framework”. In terms

of advancement chances, women have experienced discrimination. Due to the belief that male

employees are better qualified for management roles, women employees encounter greater

obstacles to advancement than males. Due to the presence of a male management paradigm,

there are still certain organisations that have unfavourable views toward women who pursue

higher managerial positions.  This kind of discrimination prevents women from being hired

and promoted to higher positions inside corporations.

3.2  Pay Equality 

The gender wage gap is influenced by the lower representation of women in positions of

authority. Women are more frequently found in lower paying, lower ranked occupations.

Although salary discrimination occurs in all professions, it is more prevalent in professions

with a male preponderance. Equal educational opportunities for men and women do not seem

to be a necessary prerequisite for pay equality. That despite having more education, women

still make less money than men. Salary discriminating tactics are to blame for this pay

disparity. Despite the rise in the educational level and experience of women in the workforce,

gender discrimination will still persist. The gender income disparity was a result of gender

discrimination on the part of employers. The behaviour of female employees may be

significantly impacted by gender discrimination, which in turn lowers their productivity and

lowers their wages. Even while women have higher educational levels than males, they

8
nevertheless experience gender inequity in areas like pay disparities. Gender disparity cannot

be eliminated just by increasing the number of women who participate in educational

programmes.

3.3  Training Opportunities

When the majority of the organisation refuses to spend the time and money necessary to

introduce rules that may assist to eliminate gender disparity, there is discrimination against

women employees in Malaysia. Lack of specialised training programmes, organisational

policy, and underrepresentation of women in executive positions are signs of gender

discrimination in Malaysia. One of the main things that hampered their careers was gender

discrimination. Due to their official and informal training, they are not effectively equipped

to cope with gender discrimination at work.

4.0 Explain about what is current trend or practice relation to the issue in Malaysia

context or profession 

9
4.1 DISCRIMINATION AGAINST PREGNANT WOMEN

According to a survey of women's aid organisations, Women'S aid Organisation WAO said

that more than 40% of the women surveyed had told of their experiences of employment

discrimination because employers found out about their pregnancy. The survey states that a

total of 22 women across Malaysia have been involved in further discrimination in the

workplace against women including making their position in an organisation as irrelevant,

denying promotion, putting them on a long probation period, demoting and ending their

ranks.

A woman should be free to choose if they want to have children or not, they do not have to

fear losing their job just because they want to have their own family . Policymakers are made

to ensure that an employer does not practice discrimination against pregnant women by

resigning, degrading or not being paid because pregnancy is gender discrimination. We can

see an example in the aviation industry. They stipulate that every pregnant woman should

take a long leave of absence or be demoted in this position because for the aviation sector the

attractive skills are indeed emphasized and if the employee has already given birth to excess

weight the female employee should be dismissed or the company gives a long leave of

absence without pay to lose weight in order to gain the ideal weight

In conclusion, discriminating against women should be taken seriously because some of them

are willing not to get pregnant for fear of being laid off. The responsible parties should take

action on this issue to ensure that discrimination against women at work can be avoided.

4.2  WAGE DISCRIMINATION

10
  The practice of wage discrimination occurs due to gender differences especially among

women. Wage discrimination occurs when women's labour is given a lower rate of pay

compared to male labour whereas both do the same job as well as the same work experience.

According to (Hope Landrine & Elizabeth A. Klonoff, 1997), thousands of studies were

conducted by proving that women are paid lower wages than men regardless of race and

ethnic group.

         The National Employment Report (Ministry of Human Resources, 2008) states that

overall, female workers earn less on average than male workers do, at RM 1,239 against RM

1,473, respectively. The pay gap between male and female employees in Malaysia's private

ICT sector was the subject of a case study. According to this study, it was discovered that the

ICT industry had the lowest percentage of gender wage disparity, with female employees

there earning roughly 87 percent of the typical male wage. The average monthly wage for all

employees in this industry is RM 3,229.86. Unlike other industries like agriculture,

manufacturing, and finance where there is a salary gap, between the sexes is very large at

34.15%, 31.03% and 24.83% respectively (Department of Statistics Malaysia, 2012).

The Rahman Talib Report 1960 also clearly shows that there is discrimination and injustice

between the sexes, especially on the scale of pay and other benefits. The difference in salary

between female teachers and teachers in Primary School according to the Rahman Talib

Report is described in the table below.

  Salary Per Month Salary Per Month

First Year 15th year

11
 Male teacher 165 385

Female teacher 150 275

Source : Modified from the Rahman Talib Report and WTU Memorandum entitled "The
status of Women Teachers in the Federation of Malaya".
 Apart from gender influence, workers' wages are also often associated with male and female

ethnicity i.e. white or black. Cheryl Bland Jones and Micheal Gates (2004) conducted a study

in the United States in the nursing sector and found that the wages of male nurses were 2.7%

higher than for women while the wages for white nurses were 6% higher than for black

nurses. The table below shows the average salary of workers in the United States in 1989

based on gender and ethnicity.

       
Men Women Wage Difference

All 38,174 17,370 All men vs. all women 20,804

White 39,992 17,255 White Men vs. White Women 22,737
Black 22,856 16,541 Black Men vs. Black Women 6,315
Latinos/ 27,772 12,329 Latinos vs Latinas 15,443
as

Source : U.S. Bureau of the Census (1991)

4.3 SEXSUAL HARRESMENT

Sexual harassment is a negative practice done in the workplace that has a detrimental effect

on employees who are victims of this sexual harassment. The practice of sexual harassment

12
in the workplace has long been in place after women began to enter the world of work . This

practice was discovered in the 1970s and began to spread widely in the world of work

causing a negative impact on the dwindling number of female workers in the world of work .

         The practice of sexual harassment can be seen in two areas, namely sexual harassment

in the form of intimidation and sexual harassment in the form of threats to personal order.

Sexual harassment in the form of a threat to personal order is a disorder that is not directly

related to employment benefits, but it can create an unsettled working environment for the

victim such as sexual harassment among employees. In addition, sexual harassment in the

form of intimidation can be seen when a superior who has the power to determine salary and

rank, tries to threaten his subordinates by giving him sexual treatment. next according to

(Brewer, 1982 in Oskamp & Costanzo, 1993) said that there is a practice of other sexual acts

that are done through words or whistles with the aim of praising the female beauty, , touching

or touching a woman's limbs and expressing a desire to perform sexual acumen with the

employee. This is a practice that is carried out in relation to the form of sexual harassment

Forms of Sexual Examples of Behaviors

Harassment

1. Verbal disorders Words, comments, jokes, slurs, sounds and questions in the form
of sexual threats or suggestions.

13
 2. Disruption by A gesture or non-verbal glance or glance implies an intention or
gesture or non-verbal desire, licking the lips or holding or eating food by means of
flirting, hand gestures or sign language that implies sexual
behavior etc. 

3. Visual impairment Showing pornographic material, drawing pornographic pictures,

writing sexually explicit letters etc.

4. Psychological Repeating social invitations that have not been received,

disorders persuading constant appeals and others.

5. Physical disorders Unwanted touches such as patting, pinching, stroking, rubbing the
body etc.

The code should be implemented to prevent and eradicate sexual harassment in the workplace

as there are 70% of female employees in the industry experiencing sexual harassment.

Overall, it can be seen that this problem of sexual harassment in the workplace is becoming

more and more common even though the Code of Practice has been practiced. Therefore, all

parties must work with each other to address this problem while safeguarding the interests

and welfare of female employees.

5.0 COMPARE WITH WHAT IS BEING PRACTICE IN OTHER COUNTRIES

5.1 DISCRIMINATION AGAINST PREGNANT WOMEN

Malaysia

In Malaysia, employers discriminated pregnant women by the questions they asked during

the job application process. Almost 40% of women polled were asked by interviewers if they

14
were pregnant or had plans to become pregnant in the near future. It is discriminatory for a

prospective employer to ask questions about a woman’s marital status, pregnancy status or

plans, sexual orientation or age, during the job application process. The survey also revealed

that approximately 20% of women had their job applications rejected or job offers revoked

after they disclosed their pregnancy. If an employer dismisses a woman because she is

pregnant, she could lodge an unfair dismissal complaint with the human resources department

at her workplace or the Industrial Relations Office.

China

China’s leaders are encouraging women to have it all: a career and more babies. In reality,

Chinese women are filing lawsuits and pursuing arbitration against employers who they claim

are ignoring laws meant to keep mothers in the workplace. China has laws against gender and

pregnancy discrimination and a maternity policy that ensures 98 days of paid leave, but

enforcement is scant. Women who seek a legal remedy for mistreatment often win a pittance

in compensation. They worry that a fight (any fight) will ruin their chances to find other

work. And they fear retribution if they speak publicly.

5.2  WAGE DISCRIMINATION

Malaysia

In the latest available data published by the Department of Statistics Malaysia in October

2019, the Salaries and Wages Survey Report Malaysia 2018 showed men earning a median

monthly salary of RM2,342 as compared to women at RM2,227. This translates to a

15
difference or gap in median salary of RM115 each month between these two genders in 2018.

The median monthly salary for both men and women have been on a general upward trend

from around RM1,500 (men) and RM1,467 (women) in 2010 to levels exceeding RM2,000

by 2017 and by 2018.But even with an increase in median pay for both genders annually,

female workers lagged behind their male counterparts every year.

China

There is still a significant wage gap for women, though it is improving. According to the

Catalyst report, women in China earned 84 percent of what men earned for similar work in

2019, which was an improvement from 2016, when women earned only 77 percent of men's

wages. Some of the wage discrepancy comes from the barriers women face in certain sectors.

It's really difficult for Chinese women to get into certain fields. Restrictions against women

are allowed in some professions, including military and certain sciences, which can have

long-term consequences for career development. Usually those occupations are much higher-

paid.

5.3 SEXSUAL HARRESMENT IN WORKPLACE

Malaysia

16
In 1999, the Ministry of Human Resources introduced the Code of Practice on the Prevention

and Eradication of Sexual Harassment in the Workplace. This is to encourage employers to

adopt the Code of Practice against sexual harassment and an internal mechanism to prevent

sexual harassment at the workplace. This code served as a practical guidelines to companies

to set up their own mechanism to handle sexual harassment at workplace. Unfortunately, the

Code of Practice is not effective as it is just a mere guidelines and the companies are not

mandatory to set up the mechanism.

China

Since 2005, a series of laws and regulations in China have called on employers to address

sexual harassment, but few companies have put anti-sexual harassment policies on the books.

The Civil Code is the first national law to clearly state that employers have a duty to adopt

concrete policies, giving it a stronger combination of authority and specificity than its

predecessors.

6.0 IDENTIFY THE REASON OF THE ISSUES

6.1 Discrimination against pregnant women

17
This kind of discrimination occur because of the employers itself discriminate on the grounds

pf pregnancy. The reason why they do that because the insufficient resources to support

temporary employees or provide overtime pay for other employees to fulfill the duties during

leave. Some of the company especially small medium enterprise doesn’t has a lot of profit

and they prefer to hired a couple of workers. As we know, women who get pregnant given

leave when they give birth. So, when this situation happens, in order to keep the productivity,

keep ongoing they need to provide overtime pay which a lot of cost will be taken. Other than

that,  some employers also fear loss of profits due to loss of productivity or the increased cost

of productivity caused by the paid absence of an employee. Even the pregnant employees was

given leave, company must keep paying their wages. So that's how discrimination against

pregnant women can happen.

6.2 Wage discrimination of women workers

Some say that men are paid more compared to women. There are many studies that can prove

this statement. The reason why women are paid less because of the hierarchy in organization.

Even within high-paying occupations, women tend to be employed at lower levels of the

occupational hierarchy. There is a persistent gender gap at higher ranks of management and

leadership within occupations and this in turn contributes to the gender pay gap within them.

Other than that, men are more likely to hold jobs at any skill level in manufacturing, a sector

that pays relatively high earnings, while women are more likely to hold jobs in educational

services, a sector that pays considerably less than manufacturing. Gender gaps in earnings are

largely determined by inequalities in employment between men and women by industry and

occupation. Thus, it is essential to comprehend and close the gender employment gaps by

industry and profession in order to close the gender pay gap.

18
6.3 The issue of sexual harassment

Sexual harassment is not something that can be taken lightly. It happens to both genders men

and women but most of the cases that has been reported are sexual harassment toward women

especially in workplace context. Some of them facing unwanted touching, pinching, offensive

remarks and unwelcome requests for sexual favours. Women are much more likely to be

victims of sexual harassment precisely because they more often than men lack power, are in

more vulnerable and insecure positions, lack self-confidence, or have been socialized to

suffer in silence. The reason why it happen because of the male self-perception. Some men in

workplace can’t look at women who are on par with them because they think it’s like

challenging their manhood. So they harass them thinking that they could do nothing about it.

There are also some male employees who are unable to control their passions towards

women. This is very worrying and makes women employees not feel safe at work.

6.4 High demand for female workers

Nowadays, there are many industries which is growing rapidly. Along with its growth, more

and more job opportunities are being offered. We often hear that many companies hire male

workers rather than female workers. But now, the demand for hiring among women has also

been high. The reason why high demand for female workers is because of rise of the service

sector and decline of the manufacturing sector. As we know, men are most likely to ne hired

in the manufacturing sector because of their manpower advantage compared to women.

Women, on the other hand, have the advantage of using their minds in doing things. That’s

why there is high demand for female workers especially in service sector.

7.0 SUGGESTIONS ON HOW TO OVERCOME GENDER INEQUALITY IN THE

WORKPLACE.

7.1 Adopt practices that promote gender equality in education by:

19
  Ensuring that boys and girls have equal access to a quality education, equal rights and

opportunities to complete school successfully and when making educational choices.

 Review and if necessary adapt school curricula and early childhood education,

teaching and school practices to eliminate gender discrimination and stereotypes.

 Making the study of science, technology, engineering, mathematics (STEM) financial

and entrepreneurial issues, as well as education, arts and humanities, equally inclusive

and suitable for both men and women.

 Campaigning and raising awareness among young men and women, parents, teachers

and employers about gender stereotypical attitudes towards academic performance

and the possible consequences of overall educational options for employment and

entrepreneurship opportunities, career advancement and income.

 Encourage more women who have completed STEM studies to pursue professional

careers in this field, for example through career counseling, adult education,

internships, apprenticeships and targeted financial support.

7.2 Promote a family friendly policies and working conditions that enable fathers and

mothers to balance between their working hours and family responsibilities by:

 Design a tax benefit system so that both parents have similar financial incentives to

work.

20
  Ensuring the availability and access to affordable high quality early childhood

education and care as well as affordable long-term care for other dependents,

including for example children with disabilities or relatives of the elderly.

 Provide employment that covers maternity leave and paid paternity to working

mothers and fathers.

 Encourage working fathers to take available custody leave, for example by booking

part of the parental leave entitlement for exclusive and non -transferable use by the

father. Provide incentives for fathers to exercise flexible employment rights,

encourage the use of more part - time while working among men and women, provide

incentives for women to participate more hours in the labor force, and raise awareness

of gender stereotypes to encourage paid and unpaid labor more equal pay (household

responsibilities) between men and women.

 Ensure all parents can participate in the labor market regardless of their partnership

status, providing adequate employment support to single parents.

 Ensure that policies that address the issue of unemployment do not discriminate

against women directly or indirectly.

7.3 Increase the representation of women in decision-making positions by:

 Encouraging measures such as voluntary targeting, disclosure requirements and

private initiatives that increase gender diversity on the board of directors and senior

management of listed companies; complement those efforts with other measures to

21
 support effective board participation by women and develop a pool of eligible

candidates; continue to monitor and analyze the costs and benefits of different

approaches including voluntary targets, disclosure requirements or boardroom quotas

to promote gender diversity in positions in private companies.

 Introduce mechanisms to improve gender balance in leadership positions in the public

sector, such as disclosure requirements, target setting or quotas for women in senior

management positions; strengthening the flexibility, transparency and fairness of

public sector employment systems and policies; and monitor the progress of women’s

representation in the public sector.

 Encourage greater participation and representation of women at all levels of politics,

including in government, parliament, local authorities, and the judiciary.

7.4 Reduce the gender gap in entrepreneurship activity by:

 Design appropriate responses to market gaps and failures, including policies to reduce

barriers to women entrepreneurship, administrative burdens on firms and excessive

regulatory restriction policies to support firm growth, internationalization and

22
 innovation support for development and implementation of awareness campaigns,

programs training, mentoring, coaching and support networks, including professional

advice on legal and fiscal matters.

 Ensuring equal access to finance for women and men entrepreneurs through actions

that affect both supply and demand for finance by facilitating access to financing for

viable businesses owned by men and women taking steps to increase knowledge and

attitudes financial institutions raise awareness about financial resources and tools

among women entrepreneurs and, encouraging more women to join business angel

networks or venture capital firms.

CONCLUSION

Workplace gender equality will be achieved when people are able to access and enjoy equal

rewards, resources and opportunities regardless of gender. The aim of gender equality in the

23
workplace is to achieve broadly equal opportunities and outcomes for women and men, not

necessarily outcomes that are exactly the same for all. Employees want to work in an

environment where they feel valued and treated fairly. Focusing on diversity, equity and

inclusion to bridge the gender gap can be key to attracting and retaining top talent. A diverse

and inclusive group of workers fosters higher worker engagement, which in flip can extend

economic returns and market share. Engaged personnel have a tendency to sense greater

energized and related to their organization, and they are regularly inclined to go the more

mile to maximize productivity. High worker engagement is additionally linked to greater

worker retention, which saves cash on recruitment costs.

BIBLIOGRAPHY 
Boris Hirsch. (2016), Gender Wage Discrimination, Iza World of Labor.
https://wol.iza.org/uploads/articles/310/pdfs/gender-wage-discrimination.pdf

24
Kurzaman C., Dong,W., Gorman B. (2019). Women's Assessments of Gender Equality.
Journal of Sociologists, 17(2), 1-28.
https://journals.sagepub.com/doi/full/10.1177/2378023119872387
ILO (1995, AUGUST 25) Women Work More, But are Still Paid Less
https://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_008091/lang--en/index.htm
Marina Andrijevic, Jesus Crespo Cuaresma, Tabea Lissner, Adelle Thomas, Carl Friedrich
Schleussner. (2020). Overcoming gender inequality for climate resilient development. Nature
Communications, 1-8. https://www.nature.com/articles/s41467-020-19856-w.pdf

Wahab, H. A., & Mahmod, N. A. K. N. (2020). Defining Employment Discrimination in

Malaysian Legal Context. Pertanika Journal of Social Sciences & Humanities, 28(1).
http://journals-jd.upm.edu.my/resources/files/Pertanika%20PAPERS/JSSH%20Vol.
%2028%20(1)%20Mar.%202020/24%20JSSH-5064-2019.pdf

Ismail, R., & Jajri, I. (2012). Gender wage differentials and discrimination in Malaysian
labour market. World Applied Sciences Journal, 19(5), 719-728.
http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.389.7400&rep=rep1&type=pdf

Ismail, M. N., Chee, L. K., & Bee, C. F. (2007). Factors influencing sexual harassment in the
Malaysian workplace. Asian Academy of Management Journal of Accounting and Finance,
12(2), 15-31. https://www.researchgate.net/profile/Mohd-Ismail
26/publication/43655784_FACTORS_INFLUENCING_SEXUAL_HARASSMENT_IN_TH
E_MALAYSIAN_WORKPLACE/links/5492554b0cf2ac83c53dc140/FACTORS-
INFLUENCING-SEXUAL-HARASSMENT-IN-THE-MALAYSIAN-WORKPLACE.pdf

Kamaruddin, S. N. A. A., Omar, K., Muda, M. S., Saputra, J., & Ismail, S. A. (2017).
Motivation, time management and work performance among female workers in Malaysia.
International Journal of Advanced and Applied Sciences, 4(12), 273-280.
https://www.researchgate.net/profile/Jumadil-Saputra/publication/336771084_Motivation_ti
me_management_and_work_performance_among_female_workers_in_Malaysia/links/
5db17eb1a6fdccc99d939b99/Motivation-time-management-and-work-performance-among-
female-workers-in-Malaysia.pdf

 
STUDENT SIGNATURE AND PHOTOGRAPH

NAME: ELYSHA BT MIKAIL

25
MATRICS NO: D20201093995

SIGNATURE:
 elysha

NAME: AIZUDDIN MUADZ BIN YUSRI

MATRICS NO: D20201095766

SIGNATURE:
muadz

NAME: MUHAMMAD HISHAMMUDDIN BIN

ZULKEFLI 
MATRICS NO: D20201093846

SIGNATURE: HISHAM

NAME: NURULAIN BINTI ABDUL RAHMAN

MATRICS NO: D20201093821

SIGNATURE: NRAIN

NAME: KEMY CAMELIA BALINGI

26
 MATRICS NO: D20201094031

SIGNATURE: 

KEMY

NAME: NUR HASHIKIN BINTI HASHIM

MATRICS NO: D20201093823

SIGNATURE:

SHIKIN

NAME: MUHAMMAD AFIQ HAQIMIE BIN

SHAIFUL BHARIN
MATRICS NO: D20201093863

SIGNATURE: 

AFIQ

27