ACADEMIC RESEARCH

Virtual

Members:

Trejo Lucho Jordan Alejandro

Jorge Antonio Ayquipa Ruiz

Chamorro Alejandro Jose Armando

Curi Hernandez Jostin

Humberto Antonio Tafur Quispe

Lima, July 8, 202

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Title of academic article

Social effects of gender discrimination in the workplace in Lima between 2018-2022.

Summary:

This research paper addresses the social effects of gender discrimination in the workplace,

focusing on the inequality between men and women when it comes to accessing

employment. This research will seek to identify the factors that contribute to this inequality,

being aware that, despite the progress achieved in recent years, social inequality persists.

The research will provide a solid basis for implementing concrete measures to promote

gender equality and eradicate discrimination in the workplace.

Keywords: Gender discrimination, wage gap, labor inequality.

Abstract:

This research paper addresses the social effects of gender discrimination in the workplace,

focusing on the inequality between men and women when it comes to accessing

employment. Through this research, the aim is to identify the factors that contribute to this

inequality, while being aware that, despite the progress made in recent years, persistent

inequalities still exist. The research will provide a solid foundation for implementing concrete

measures that promote gender equality and eradicate discrimination in the workplace.

Keywords: Gender discrimination, gender pay gap, labor inequality.

Introduction:

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Gender discrimination in the workplace is a reality that continues to affect many people

around the world. Despite the progress made in the fight for gender equality, inequalities and

barriers that limit the full and equal participation of women in the labour market still persist.

One of the most common forms of gender discrimination at work is the wage gap, where

women often earn less than their male colleagues for doing the same work. In addition,

women also face obstacles in accessing leadership and decision-making positions in the

workplace. They are often assigned roles traditionally considered "feminine," which are

characterized by less responsibility and decision-making power. Given this situation, the

following question arises: What are the social effects of gender discrimination in the

workplace in Lima between 2018-2022? Given this question, the social effects of gender

discrimination in the workplace in Lima between 2028 and 2022 are manifested through

discrimination in hiring, the wage gap between men and women, obstacles to accessing well-

paid jobs, sexual harassment in the workplace and few opportunities for growth. We also

consider it important to define what gender discrimination is, which means discrimination

based on belonging to or identifying with a particular sex. This includes gender-related

unequal or abusive treatment, such as gender stereotypes, prejudice, violence and

workplace harassment.

As we know, there is a huge inequality between men and women when it comes to getting a

job, especially in the fields of engineering, science and high-paying jobs. Women tend to be

discriminated against when trying to access better-paid and better-qualified jobs. Following

Becerra, she mentions that: “Gender inequality is established even in school texts, where

Men make history. And women's achievements have no place among those obtained by

men" (2022, p.28)

This excerpt refers to the gender inequality present in school texts, in which it is taught that

men are the protagonists of history and their achievements are highlighted, while the

achievements of women are not recognized or are not given the same importance.

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Women also experience discrimination in the workplace, particularly with respect to their

vacation, maternity and other benefits. Likewise, there are social and cultural barriers that

prevent women from having the same number of working hours and benefits.

To better understand gender inequality in the world of work. Through this research, it will

help identify factors that contribute to gender inequality, such as inadequate access to

education and training, the existence of entry barriers, unequal allocation of tasks between

men and women, discriminatory hiring policies, etc. The research will serve as a basis for

taking concrete measures to improve gender equality and eliminate discrimination in the

workplace.

Below we will present the arguments that will support our research work:

1. Discrimination in hiring

The first topic to be addressed in the research seeks to raise awareness of the

inequality that exists in society, as well as the ability of the female gender to address these

gaps.

It is known that discrimination is one of the most controversial issues. Gender

discrimination is a recurring problem that mainly affects the female gender and its autonomy.

This is why the INEI tells us that women's autonomy implies their ability to make decisions

and have control in three fundamental areas: physical, economic and decision-making.

Indicators approved by member countries at the 10th Regional Conference on Women in

Latin America have been established to assess and quantify gender gaps in these areas. It is

worth mentioning that the inequalities that exist anywhere in the world are neither acceptable

nor justifiable, despite the social progress already achieved, it is worrying how maternal

mortality, teenage pregnancy, precarious employment and the unequal distribution of the

burden of unpaid domestic work have been increasing (2021, p. 25)

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From the quote we can mention that female autonomy is the capacity of women to

make important decisions and that despite the efforts of the institutions responsible for

ensuring that discrimination ceases to be a problem, cases of maternal mortality, unwanted

pregnancies in adolescents and precarious employment are still being seen.

On the other hand, in the workplace, inequality and gap are much more noticeable,

because women tend to have many more disadvantages when starting their working

life in their youth. Barrantes and Matos mention that: "[...] women are at a

disadvantage when they seek to access the formal labor market: social norms that

hinder female higher education, early pregnancy, discrimination in obtaining

employment and lack of job and technical training" (2019, p.30)

It is for these reasons that women are at a disadvantage; unwanted pregnancies at

an early age are seen as obstacles or expenses by the company because they must pay

their benefits that are due to them by law.

In this way, discrimination is more than evident in the salary of women in any country,

there is the so-called glass ceiling, Bucam and Quinde tell us that:

It is seen that women suffer from wage or salary discrimination since this depends on

the countries in which you live, but we are taking the Latin American countries since

this is due to the culture that exists in each country, but for these cases it is given that

the government implements campaigns to avoid these cases and this study was

carried out to make known that there is still discrimination against women in the

salary area (2019, p.681)

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As mentioned above, social and salary discrimination is also linked to the culture of

each country, reaching the point of thinking that women are inferior to men, and despite the

government's efforts to eradicate this type of discrimination, cases of this type of situation are

still recorded.

While government efforts have not been helpful in eradicating discrimination, this

should be an indicator that it is a problem that we should all take into account and act on.

Simons tells us that:

They show us the consequences of discriminating against a woman in the workplace,

such as salary discrimination in the company, people on maternity leave and

measures that companies take to avoid discrimination, and they make us aware of

laws that support women regarding workplace discrimination (2021, p. 23-34).

This is why it can be said that it is a great step forward that some companies together

with the government are already taking measures against this problem, enacting laws that

are against these acts and enforcing the rights of equality.

In light of the above, it is known that discrimination is a recurring problem that seems

to never end, mainly directed towards minority or supposedly inferior groups in society.

However, this argument reliably supports that there are indeed differences, but not inferiority

or superiority of any kind, ethnicity, culture, gender, which is why we should be aware of this

very recurring problem.

2. Gender pay gap

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This second argument will demonstrate the existence of gender inequality in terms of

the wage gap, through the presentation of statistical data that show how women are

undervalued and receive lower remuneration for doing the same work as men.

In recent years, the gender pay gap has narrowed, partly due to equal pay legislation

and government policies in most countries. However, globally, women are still paid

significantly less than men for doing the same work. Salas indicates that:

According to the International Labour Organization, the average gender pay gap

(unadjusted) worldwide is 23% (ILO, 2016). However, when one reviews statistical

information from different countries, one finds that the gender pay gap varies widely.

For example, among the member countries of the Organization for Economic

Cooperation and Development, there are countries with a difference of less than 5%,

such as Costa Rica or Luxembourg, and others with a gap of up to 34.6%, such as

South Korea. In Peru, the unadjusted gender pay gap is 29%, which means that we

are 15.1 percentage points above the average wage gap (2019, p.4)

As we can read, the gender pay gap is not only a problem that occurs in our country,

but also occurs internationally, demonstrating that the incomes of men and women vary

widely.

Likewise, according to the International Labour Organization, 28% of the wage gap

between men and women is due to different levels of labour productivity, 35% to different

levels of education, 7% to different levels of experience and the rest of the wage gap remains

unexplained. According to Salas, there is a lot written about the reasons behind the wage

gap. However, a very popular and widespread theory is the one proposed by the Chicago

School of Economics: according to this approach, men earn better salaries than women

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because they are more productive. As a complement to their explanation, experts in this

school think that it is logical that women invest less in their academic preparation because

they frequently have periods dedicated to children and home (2019, p.4).

From this quote we can see that women are undervalued and underappreciated.

Having fewer leadership assignments and promotions, and less credit for work in which both

sexes contribute equally.

On the other hand, women face discrimination in many areas, from hiring practices to

salary allocation. Inequality in employment persists in countries around the world, with

women receiving lower wages than men for the same work and at the same level of

education and position. For example, Barrantes indicates that:

In Peru, 60% of the income gap between working men and women in 2017 is

explained by discrimination when the worker's household dependency ratio (number

of children under 6 years of age) is considered as an approximation of unpaid

domestic workload. This reveals the influence of unpaid domestic work in generating

income differences between women and men (2021, p73)

As we can understand, the gender pay gap without recognition of unpaid domestic

work is probably further aggravated. This is because domestic work associated with caring

for children and family members is predominantly performed by women. If these tasks are

not considered for direct payment, women would continue to receive significantly lower

wages than men, since the unpaid work time they perform would not be taken into account.

Therefore, although some progress has been made in reducing the gender pay gap, it

remains a persistent problem both nationally and internationally. It is essential to continue

working to eliminate this inequality and ensure that men and women receive fair and

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equitable remuneration for equal work. Only through equal pay can we move towards a more

equal and fair society for all people.

3. Obstacles to accessing well-paid jobs

This third argument is about the indifference of companies in recognizing the work

performance of young women and laws in favor of female workers that are ignored.

In recent years, indifference towards female employees is the cause of various social

problems that must be addressed, despite the fact that regulations that cover them are

mostly ignored.

They show us the consequences of discriminating against women in the workplace,

such as wage discrimination in the company, people on maternity leave, and

measures taken by companies to prevent discrimination, and they make us aware of

laws that support women in relation to workplace discrimination. (Simons, 2021, p.

23-34)

In contrast to the above, there is an initiative for equality between men and women in

the workplace that, through legislative initiatives, encourages the implementation of an

equality plan in companies to improve the quality of life of women who have been rejected.

In addition, there are serious repercussions that affect the work environment, such as

neglecting employee safety. It is mentioned that:

It is necessary to create a policy to prevent violence and harassment in the workplace

and an action plan in case these situations arise. Health and safety management

must be enabled as a response to the consequences of these events. Workers and

authorities must be aware of the risks and dangers associated with violence and

harassment, as well as their impact on the workplace. On the other hand, cases of

violence and harassment must be visible, identifying the contexts where there is a

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greater risk of these acts being committed, especially in cases motivated by gender

issues (Quiñones and Tejada, 2019, p.8).

This shows that there are high levels of insecurity, which generates a greater risk

when it escalates into gender discrimination. In addition, the right to physical integrity and

health is mostly affected by harassment. For this reason, Convention 190 is implemented,

which strengthens the State and promotes protection for companies against workplace

harassment and incites community awareness to reduce insecurity rates.

Subsequently, a factor arises that is detrimental and creates a labor gap, as the lack

of salary for female employees also affects the environment to which they are assigned since

most female workers focus on informal jobs.

One of the phenomena that sums up inequality in the labour market is the fact that

women earn less than men; women receive the equivalent of 73.1% of men's labour

income. When this same relationship is controlled for by education level, the gap

improves for women with higher education, who earn on average the equivalent of

81.5% of men's labor income. (INEI, 2021, p.87)

As evidenced in the aforementioned quote, there is a record of salaried employees in

which women are singled out for receiving less pay and at the same time representing a

smaller number of jobs than men. This results in a larger male population being found in the

EAP, leaving an equal and low proportion of women and adolescent workers who are

economically inactive.

Additionally, we can assess that the levels of employability in the female sector,

despite efforts, remain low.

The main indicator of deterioration for the female workforce is unemployment. In the

country, 5.4% of women in urban areas who want and need to work are unable to do

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so, despite actively seeking work. The implications of this situation are significant in

terms of the impact these obstacles have on these women and their families. A long

period of unemployment leads to a decrease in the self-esteem of the unemployed,

and can translate into the acceptance of very low salaries in very precarious

positions, in the increase of the inactivity rate due to discouragement, which helps to

continue the cycle of poverty in these households. (INEI, 2021, p.96)

In this sense, a statistical calculation shows that both in rural and urban areas there is

a gap in the wage system, therefore in 2019 there was an unemployment rate between men

and women that, although it was decreasing, the unemployment rate in women tends to be

higher than that of men. Consequently, young women or married women are represented

under a social aesthetic role that opens a labor gap, giving superiority to men.

Finally, this argument explains in detail how despite the situations there is a wide

difference that leaves female employees below average in terms of remuneration and

approval. It should be noted that although there are laws or practices that promote equality

and security, they are mostly ignored by companies to avoid charges that cause them losses.

4. Sexual harassment in the workplace

The fourth topic to be addressed in this research seeks to raise awareness of the sad

and painful situation that women experience in their workplace, as well as the lack of support

and care that exists to be able to obtain a job, both formal and informal.

Furthermore, the difficulty that women have today in being able to gain an

independent place in society and have a well-paid job is a very far-fetched question.

Gender stereotypes of women tend to be expectations of our society that they

assume greater care responsibilities at home or the lack of role models towards a

work culture that expects long working hours and the undervaluation of traditionally

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“feminine” qualifications, and inadequate measures to reconcile work and family life,

limiting the possibilities for women to overcome segregation and participate on equal

terms in political, social, economic life and in related decisions, and hold high-level

positions.” (Barrantes and Matos, 2019, p30)

From this quote we can see the degree of inequality that exists between men and

women due to the fact that they are of different sexes and even today the stereotypes by

society that believe that a woman cannot reach a higher position like a man, because it is

believed that she is not capable of doing so and should only dedicate herself to household

chores or only minor positions.

On the other hand, due to the great gender inequality in the labor and social spheres

in Lima, as well as the deterioration of the Human Development Index as a consequence of

this, the National Institute of Statistics provides us with the following information:

Gender inequality largely resembles the HDI-D (Inequality-adjusted Human

Development Index), which is why it is interpreted as a great combined loss in

reproductive health achievements, empowerment and labor participation, however,

the HDI encompasses other important aspects, so it should not be considered in such

a way (INEI, 2021, p19).

Since the Gender Inequality Index encompasses different dimensions than those

included in the HDI, it cannot be interpreted as a loss in the HDI itself. Higher values on the

Gender Inequality Index indicate greater inequalities and, therefore, a greater loss for human

development, with these data being terrible for us as a society in the future.

For everyone, the pandemic was an unpleasant time in every sense, both politically,

socially, economically and in health, leaving incalculable gaps and damages that will take us

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years and effort to get back on track, even more so for women, since, if it is normally difficult

for them to get a job, with the pandemic it has greatly increased.

The pandemic caused by the SARS-CoV-2 virus, which causes COVID-19, has had a

terrible economic and social impact on homes and businesses, since more than three

million jobs have been lost in recent months, which aggravates the high rate of

informality that exists in our country, and has affected the working and fighting women

of our country to a greater extent (Coloma, 2021, p. 3).

In other words, it is clear that the pandemic affects people in all sectors of the

country, both economically, politically, etc. This also affected women, since in order for the

company to continue operating, only the people who held the most important positions

worked, and not the people below this position, such as women who do not hold a high

position in the company.

Sexual harassment is an act of insinuation, forced physical contact, inappropriate

invitations that are presented as any manifestation of abusive conduct, especially behaviors,

words, acts, gestures and texts that may attack the personality, dignity or physical or

psychological integrity of a worker. Therefore, thanks to research conducted by the ILO, it

can be said that:

Women workers in informal employment are among the most marginalized people

since their work is not recognized and the violence they suffer is ignored. In these

cases, there are few work-related mechanisms for them to report violence. Those

responsible for this violence may include representatives of the State, employers and

owners of capital, other workers and criminals, making it difficult to confront these

actors given the great imbalance of power (ILO, 2018, pp4-5).

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From this quote we can consolidate that the informal market is very little supported by

the state, generating thanks to this even more informality, which causes more sexual

harassment towards women who try to put bread on the table due to the fact of the little

security and guarantee of life they have.

In short, this issue showed that the government is not very concerned about

supporting women, since despite not feeling safe in their workplace, it is also difficult for them

to find one by resorting to informal work, which in itself is already fraught with insecurity, and

because of the still retrograde patriarchal thinking of the vast majority of society, who think

that women should only be involved in domestic work.

5. Few opportunities for growth

Finally, this research shows us how women have few opportunities for growth in the

workplace due to gender discrimination. In current governments around the world, it is seen

that women are discriminated against in the workplace. This is seen in underdeveloped and

developed countries. It is not only a problem in Latin America, but everywhere women are

discriminated against simply because of the idea that women are weak. This idea is old and

today we see that women perform different jobs just like men.

Despite the growing participation of women in the global workforce, inequalities are

still observed in the labor market, which clearly indicates that these advances in the

labor field have not contributed to curbing the wage disparities that revolve around

their observable and non-observable characteristics, since the wage gap in

developed and underdeveloped countries remains considerable [...]. From a look at

Latin American countries, high levels of income inequality are the result of an unequal

distribution of income, which generates an unequal economic structure (Quinde and

Bucaram, 2019, p.4).

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That is to say, even though women participate in the political sphere, they are still

discriminated against in the labour market throughout the world, and this is reflected in the

salaries that women earn compared to what men earn doing the same job.

Likewise, companies have their own laws with which workers abide by these laws for their

own good of working in the company as Barrantes tells us,

It is evident that gender discrimination affects the economic sector on a larger scale,

as demonstrated by statistical data of one third of GDP. In addition, there is a rate of

33% of female employees in companies, and the number of high-ranking positions

that manage companies is very limited. (2021, pp.74-75).

From this quote we can see that it tells us about a statistical fact that reveals that

33% of women who aspire to have a high position in a company have very little chance, but it

is the opposite with men. It also tells us that gender discrimination is at an all-time high and

affects the economic sector.

On the other hand, the pandemic, in these two years in which there was no work due

to government laws, fear, contagion and taking care of each person's family, businesses

were harmed, both companies and informal or independent businesses, this is explained by

Coloma,

The recent pandemic caused by COVID-19 has seriously affected households,

businesses and even companies already positioned in the market. Over the course of

the last three months of this pandemic, a loss of more than three million jobs has

been seen, which has aggravated the already high rate of informality that exists in our

country and in most cases has affected working women to a greater extent. (2021,

p3)

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In other words, it is clear that the pandemic is also affecting all sectors of the country,

both economically and politically. This was also affected for women, since for the company to

continue operating, only the people who held the most important positions worked, and not

for the people who were below this position, such as women who do not hold a high position

in the company.

At the same time, when looking for work, after leaving university, people look for the

opportunity to work in a large or foreign company to earn a large salary, but it seems that

they hire more men since they are the ones who ask for permission the least, this is what

Cáceres and Matos explain to us.

There are discriminatory traits towards young women when joining the workplace,

either because they are women or because they are considered unsuitable for a

position in the company. On the other hand, when a young woman manages to gain a

position, she is disadvantaged because they prioritize the male figure more than the

female one due to the social model such as the change of marital status to a married

woman, consequently, due to these social roles they tend to prioritize family life

leaving professional life behind, which produces a lower amount of income (2019,

p30-31)

In this quote, she explains to us that not all companies have an environment

designed for women, therefore not all women will feel comfortable in the company and

women get to the point of wanting to start a family and therefore have to ask for maternity

leave to raise their child and the most important figures are men, therefore women are

overshadowed.

Finally, this research showed that women suffer labor discrimination not only in Latin

America but throughout the world due to the fact that they are seen as the weaker gender

and that it is very difficult for women to reach high-level positions in companies for the simple

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fact that in the public eye, a woman as the image of a company does not inspire confidence,

but a man does, this gives us to understand that women are still being discriminated against.

CONCLUSIONS:

In short, discrimination in the workplace has been mainly directed towards the

female gender, questioning the autonomy and ability of women to perform certain

jobs, making sudden dismissals and retaining them in lower positions with the excuse

that they are less efficient and that they have disadvantages, since they could

become pregnant, which generates losses for the company. Despite this being a

constant problem, a solution has not yet been found despite the efforts of the

government. On the other hand, there are companies that are aware of this issue and

are taking measures to change it.

Likewise, the different impediments and the backwardness caused by the lack

of opportunities make it clear that the unequal predominance in jobs due to gender

preferences produces not only low opportunities but also a demoralization and loss of

EAP (Economically Active Population) in the female labor field, producing in turn an

academic backwardness due to the indifference of companies to entities that promote

gender equality.

Furthermore, the gender pay gap is a persistent and growing problem,

especially on a global level. In Peru, according to statistical information, the

unadjusted gender pay gap is 29%. This inequality is inherently linked to the unpaid

domestic work that women perform. Despite government equal pay legislation and

policies, women continue to receive significantly less pay than men for the same work

and level of education.

On the other hand, sexual harassment towards women in the workplace, both

formal and informal, is too noticeable, due to the little support and scarce participation

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of the government, resulting in inequality with respect to the support given to men in

the workplace, since for them there are greater facilities and comforts both to work

and look for employment, including this, there are also the stereotypes generated by

society itself, which makes it more difficult to support women in their search for a

good and safe job.

Finally, it is taken into consideration that, despite the circumstances, that is,

whether it is a first world country or under crisis, such as the pandemic, the inequality

in employability and opportunities between men and women leaves young women

who are looking for an opportunity upon graduating from a job behind.

In conclusion, the hypothesis is confirmed, since these gaps established by

companies have a negative impact on the wages of employed women who are forced into

informality in order to obtain profits, in addition to calling into question a future lack of

academic education for young people who do not obtain opportunities because they are

underestimated. This problem is present in various countries, which further hinders secure

work even abroad in current times.

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