MULTICULTURAL DIVERSITY IN

WORKPLACE
MDTP211
SEX/GENDER
 LEARNING OBJECTIVES
• Understand the gender gap.
• Be familiar with some of the countries that are the best and
the worst in the world with respect to the gender gap
according to the Global Gender Gap Report
• Define sex discrimination
• Be aware of the gender role between men and women and
how this may contribute to the gender gap
• Understand how gender differences contribute to the glass
ceiling, glass cliff, sticky floor and glass escalator
 LEARNING OBJECTIVES
• Be aware of differing expectations in extra-role behavior
for male and female employees and how this may
contribute to gender gap
• Understand how country culture and cultural values can
contribute to the gender gap
• Be familiar with the several steps companies can take to
remove barriers to women’s advancement to organizations
• Know several recommendations for organizations to
diminish gender gap
 Sex Ratio in the World (2020)

MEN FEMALE SEX RATIO

• 50.4% • 49.6% • 1.02
• (3,929,973,953) • (3,864,824,776) • (Males to
Females)
 DISTINCTION BETWEEN
SEX AND GENDER
SEX GENDER
• refers to one’s biological • has more connotation
sex (i.e., male or female) about how is expected to
behave as a result of one’s
biological sex
THE STATUS OF WOMEN AND
MEN:
THE GENDER GAP
 WORLD ECONOMIC FORUM (2020)
GLOBAL GENDER GAP REPORT 2020
- ranks the status of women in countries
worldwide and considers four factors:
1. economic participation and opportunity
for women
2. educational attainment
3. health and survival
4. political empowerment
 WORLD ECONOMIC FORUM (2020)
GLOBAL GENDER GAP REPORT 2020
The Philippines ranked …
• 14th in the Economic Participation
and Opportunity of Women
• 37th in Educational Attainment
• 41st in Health and Survival of
Women
• 29th in Political Empowerment
• The Philippines ranks 16th in the
world overall for the quality of life
for women.
 WORLD ECONOMIC FORUM (2020)
GLOBAL GENDER GAP REPORT 2020
The Philippines ranked …
• 14th in the Economic Participation
and Opportunity of Women
• 37th in Educational Attainment
• 41st in Health and Survival of
Women
• 29th in Political Empowerment
• The Philippines ranks 16th in the
world overall for the quality of life
for women.
 WORLD ECONOMIC FORUM (2020)
GLOBAL GENDER GAP REPORT 2020
Iceland ranked 1st…
• Country’s generous maternity and paternity leave
policy
• Maternity leave benefits extend up to 90 calendar
days
• Paid at a rate of 80% of the women’s regular wages
• 100% of this benefit is provided by the government
• Men receive this same benefit in the form of
paternity leave for the birth of a child.
• Married couple is guaranteed a total of six months
maternity and paternity leave
• 80% of their regular wages paid for by the
government
SEX DISCRIMINATION
STATISTICS AND THE WAGE
GAP
 DISCRIMINATION

denying equality of
treatment to individuals
on the basis of their
group membership.
LABOR CODE PROHIBITING
DISCRIMINATION AGAINST
WOMEN
 105-Day Expanded Maternity Leave Law

• Signed into law on February 2019 by President Rodrigo

Duterte, Republic Act 11210 or the Expanded Maternity
Leave Law extends the previous 60-day (78 days for
caesarian section delivery for women workers in the private
sector) paid maternity leave to 105 days.

• The law also entails an option to extend for an additional 30

days of unpaid leave. Additional 15 days paid maternity
leave shall also be granted to female solo parents.
 Magna Carta of Women
• RA 9710 is a comprehensive women's human rights law that seeks
to eliminate discrimination through the recognition, protection,
fulfillment, and promotion of the rights of Filipino women,
especially those belonging in the marginalized sectors of the
society.

• It conveys a framework of rights for women based directly on

international law.

• Pursuant to this law is Executive Order 273 that states the

approval and adoption of Philippine Plan for Gender-Responsive
Development, 1995-2025.
 Republic Act 6725
- An act strengthening the prohibition on discrimination against
women with respect to terms and conditions of employment,
amending for the purpose article one hundred thirty-five of the
labor code, as amended.

Section 1. Article One hundred thirty-five of the Labor Code, as

amended, is hereby further amended to read as follows:
 Republic Act 6725
Art. 135. Discrimination Prohibited — It shall be unlawful for any
employer to discriminate against any woman employee with respect
to terms and conditions of employment solely on account of her sex.

"The following are acts of discrimination:

"(a) Payment of a lesser compensation, including wage, salary

or other form of remuneration and fringe benefits, to a female
employee as against a male employee, for work of equal value; and
"(b) Favoring a male employee over a female employee with
respect to promotion, training opportunities, study and scholarship
grants solely on account of their sexes.
WORLD ECONOMIC FORUM
GLOBAL GENDER GAP
REPORT 2020
 ORGANIZATION FOR ECONOMIC
COOPERATION AND DEVELOPMENT
- an intergovernmental economic organization with
36 member countries, founded in 1961 to stimulate
economic progress and world trade,
THE GLOBAL
FENDER GAP
REPORT 2020
gender
wage gap

- The difference
between median
earnings of men and
women relative to
median earnings of
men.
THE GLOBAL
FENDER GAP
REPORT 2020

senior roles within

the Economic
Participation and
Opportunity
dimension
THE GLOBAL FENDER GAP
REPORT 2020
WOMEN POLITICAL EMPOWERMENT
THE GLOBAL FENDER GAP
REPORT 2020
Educational Attainment gaps
THE GLOBAL FENDER GAP
REPORT 2020
WORKPLACE gap
THE GLOBAL FENDER GAP
REPORT 2020
WORKPLACE gap
GENDER ROLE DIFFERENCES
AND THEIR ORIGINS
 GENDER ROLES

- the expectations that

apply to a person based
on their socially
identified sex or the
characteristics that
members of the society
assume persons of a
given sex typically
posses.
 STEREOTYPES
• Stereotypes are oversimplified ideas of a particular type of
person (or idea, or place) that many people believe are true.

• They are often negative.

 GENDER STEREOTYPES
• Differences may also stem from gender stereotypes related to
men and women.
• For instance, a stereotypical assessment is that women belong
in the home while men work and provide support.
• Stereotypes often lead to sex discrimination in the workplace.
 GENDER STEREOTYPES
• Stereotypes about male and female behavior generally involve males
playing very active role, while females play a more subdued and
supportive role.
• For example, women are generally described as nurturing, tender,
understanding, concerned for others, kind, helpful and sympathetic.
• Men, on the other hand, are generally described as independent, decisive,
ambitious, forceful and aggressive.
 GENDER STEREOTYPES
• Empirical studies shown that mixed-sex teams report more conflict, more
interpersonal tension and less friendly behavior compared to all male
teams.
• Other studies investigating sex diversity in teams have also reported
process losses, or inefficiencies that make the team less productive.
• For example, sex dissimilarity among team members increased perceptions
of emotional conflict and led to reduced perceptions of team performance.
PROPORTIONS MATTER
 TOKENISM
- the idea that the person (token) serves to represent an entire group of people.

• There are high proportion of men and a small number of women – the
tokens.
 When women were numerically few, they:
1. experienced heightened visibility creating performance pressures,
2. were isolated by the majority who exaggerated their differences in
the face of women entry in the group, and
3. were expected to act within pre-defined gender roles.
EVIDENCE THAT MEN AND
WOMEN ARE SOCIALIZED TO
BEHAVE DIFFERENTLY
MEN AND WOMEN SPEECH PATTERN
“ICE QUEENS” AND
“IRON MAIDENS”
 ICE QUEEN
• Women who act outside their prescribed sex roles by
exhibiting masculine traits such as confidence in
their abilities and assertiveness are often thought to
be cold individuals or “Ice Queens”, are personally
derogated.
 IRON MAIDENS
• women who are agentic (i.e.,
confident, take charge) and
successful tend to be derogated
and have been described using
the following terms “bitch,”
“quarrelsome,” and “selfish.”
• Assertive women in the
corporate environment would
be categorized as “Iron
Maidens.”
THE OUTCOME OF THESE
GENDER DIFFERENCES
 GLASS CEILING
- the invisible but
strong barrier that
keeps women from
ascending to the top
layers of the
organizational
management.
 GLASS CLIFF THEORY
- predicts that women
and minorities are
more likely to be
promoted to
leadership positions
in organizations that
are having a crisis or
are struggling and at
risk of failure.
 STICKY FLOOR

- a situation where
women tend to get
stuck at the bottom of
the distribution in
pay.
 GLASS ESCALATOR EFFECT
- a phenomenon
whereby men in
traditionally female
(pink-collar)
occupations tend to
get promoted more
quickly than their
equally qualified
female peers.
RECENT CHANGES IN GENDER
ROLES ----- BUT MALES STILL
PREDOMINANTLY PRIMARY WAGE
EARNERS
 FEMALE PRIMARY WAGE
EARNERS
- people should express
less surprise to see
gender role incongruent
behavior in the form of
female primary wage
earners and male
secondary wage earners
in the household.
 MEN ARE STILL THE PRIMARY
WAGE EARNERS
- survey data still show
that males are
overwhelmingly the
primary wage
earners in their
families.
THE SECOND SHIFT
 Second shift
- refers to all extra work moms do after they finish a
full day of work for their employer.
HIGHER SERVICE EXPECTATIONS
FOR WOMEN, MORE BENEFIT OF
THE DOUBT FOR MEN
 TRANSFORMATIONAL
LEADERSHIP
- where managers establish themselves as role models
and use trust and confidence to induce subordinates
to follow
CULTURAL VALUES AS A POTENTIAL
CONTRIBUTING FACTOR TO
WOMEN’S STATUS IN
ORGANIZATIONS
 Gender egalitarianism
- a society’s beliefs about whether a person’s gender
should determine the roles the person plays in the
home, in business, and in community. The less a
society believes that gender should drive a person’s
role the more egalitarian the society.
 Masculinity/Femininity
- – refers to
dominant gender
role patterns such
as men that show
more masculine
behavior and
women show more
feminine behavior.
THINGS THAT CAN BE DONE TO
IMPROVE GENDER EQUALITY
 Social dominance orientation
- refers to the belief
that some groups in
society are better
than others and
that the social
hierarchy in of
majority groups is
appropriate
 QUEEN BEE SYNDROME
- refers to women
who have achieved
success within
social structure and
then endorse
traditional sex roles
and deny that there
is discrimination
against women
 WOMANISM
- a commitment to fuse
multiple identities and
to combat multiple
oppressions.
- This allows sexual
minority women of
color to identify and
analyze the aspects of
society to maintain
oppressive systems
(e.g., racism, sexism).
 FEMINISM
- individuals identify with being pro-women’s rights
and may also be engaged in women’s rights
activism.
ORGANIZATIONAL AND NATIONAL
EMPLOYMENT POLICIES
 barriers to advancement for women
• Educational system that use gender, race, or class because
they restrict opportunities for women, minorities, immigrants,
and low-income people to obtain high-quality education.
• Wage differentials by gender and race which channel women
and minorities into low-paying jobs.
• Social class, meaning that class-based economic power is
associated with division of labor along sex and race lines
• The growing contingent workforce – women are over
represented in these temporary and part-time jobs
 Occupational Segregation

• there is an
overrepresentation of
women and minorities in the
lowest paying jobs;
segregation occurs when
members of one sex
comprise of 70% or more of
an occupation; almost 70%
of the full-time female labor
force is employed in low-
wage occupations.
 barriers to advancement for women
DRIVEN BY ORGANIZATIONAL
CULTURE
• Gender and race are often synonymous with one’s place in the
organizational hierarchy. These people in the highest positions
have a vested interest in maintaining traditional rules that
work to their advantage.
• Social relationships at work between men and women and
between racial minority and majority members can limit
upward mobility. These barriers include things like sexual
harassment, exclusion from informal support systems, and
resistance to equal employment opportunity policies.
SEXUAL HARASSMENT AND
SEXUAL VIOLENCE
 barriers to advancement for women
DRIVEN BY ORGANIZATIONAL
CULTURE
• Low-paying jobs are often not connected to any pipeline of
advancement or job ladder in the organization. Women tend
to occupy many of these low-paying jobs.
• Hiring practices used by employers sometimes result in
placing women into jobs that have a short job ladder and
limited room for growth.
• Job incumbents who work in predominantly female jobs have
lower rates of promotion than those who work predominantly
male or mixed gender jobs.
 barriers to advancement for women
DRIVEN BY ORGANIZATIONAL
CULTURE
• Women who might move into predominantly male or mixed
gender jobs with more opportunities may be blocked by
eligibility requirements, seniority rules or lack of training and
career development.
• Rigid work schedules require higher time commitments and
lack flexibility to accommodate family responsibilities.
• Job evaluation systems encourage compensation policies
which devalue the content of women’s work.
 obstacles which hinder the hiring and
advancement of women
1. Inflexible workplace policies create challenges for
women in an organization.
2. Higher level of management positions remain
harder to obtain for women
3. Women are underrepresented in science,
technology, engineering and math (STEM) fields in
the federal workforce.
 obstacles which hinder the hiring and
advancement of women
4. Women and men do not earn the same average
wage
5. Unconscious gender biases and stereotypical
perceptions about women still play a significant
role in employment decisions
6. There is a perception that agencies lack
commitment to achieving equal opportunities for
women.
RECOMMENDATIONS FOR
LEGISLATORS/NATIONAL
POLICYMAKERS
 RECOMMENDATIONS FOR
LEGISLATORS/NATIONAL
POLICYMAKERS
• Expanding union coverage, as unions have been shown to
close the wage gap between men and women.
• Increasing access to higher education
• Expanding equal pay legislation to prohibit wage
discrimination on the basis of sex, race or national origin
• Strengthening employment legislation to protect women
against all forms of sexual harassment.
• Increasing monitoring and enforcement of employment
discrimination laws.
 RECOMMENDATIONS FOR
LEGISLATORS/NATIONAL
POLICYMAKERS
 Adopting a national skill based industry certification standard to
allow for a common understanding of the qualifications that
workers need to be upwardly mobile (irrespective of race, sex, or
other characteristics)
• Providing better paid leave for employees with family
responsibilities
• Providing childcare programs, especially for low-income women
 RECOMMENDATIONS FOR
LEGISLATORS/NATIONAL
POLICYMAKERS
• Opposing arbitrary limits to the length of time low-income
women can stay on national assistance programs
• Expanding national resources for education and training
programs that benefit women, minorities, and low-income
workers to help them obtain the education and training
that provides advancement opportunities.
RECOMMENDATIONS FOR
ORGANIZATIONS
 RECOMMENDATIONS FOR
ORGANIZATIONS
• Organizations must have zero-tolerance for discrimination,
and they must be especially mindful of sexual harassment.
• Organizations should consider women for all positions,
including senior management and executive positions when
they become available.
 RECOMMENDATIONS FOR
ORGANIZATIONS
• Managers should avoid “think manager think male” biases and
stereotyping that could lead people to associate men with careers
and leadership more than women. To remedy such biases,
companies should consciously ask themselves whether there are
qualified women who have been overlooked in the selection
process for a desirable job or promotion every time they fill
position.
• Companies should also facilitate success for women through
mentoring programs that provide senior-level mentors who can
give women valuable career advice and potentially advocate for
them when there is an opportunity for a promotion.
 RECOMMENDATIONS FOR
ORGANIZATIONS
• Companies and individuals can also encourage women to follow
their passions and enter careers they are interested in as opposed
to careers that are predominantly female and considered
good/safe careers for women.
• It is also helpful for organizations to provide reasonable
maternity and paternity benefits. Paternity benefits allow women
to stay more engaged in their work and return to work more
promptly after the birth of a child. These benefits also allow men
to become more engaged with their children and develop a bond
with their children early on.