ABSTRACT:
In the age of soft skills and dominant service sectors in urban areas, equal opportunity has become the buzzword and is practiced across industries. Gender equality is promoted not only by the institutions or society but also ensured through legislations. The study focuses on the causes of gender discrimination at the workplace analysed from a representative sample of 500 employees (250 male and 250 female employees) drawn from 50 corporate houses in and around Kolkata. The data is collected from the responses received through an empirical study with a close ended questionnaire. On performance of Rotated Component Matrix of the variables, 5 factors are found which are coined as Workplace Dynamics, Work-Life Balance, Workplace Flexibility, Job Satisfaction, and Professional Networking. Through Independent-Samples Kruskal-Wallis H Test, it is found that there are no significant differences among genders with respect to Workplace Dynamics and Job Satisfaction. This shows that variables relating to workplace legislations, working conditions, pay, promotion and appraisal are adequately addressed in the sample organisations. However, significant difference is observed among genders with respect to Work-Life Balance, Workplace Flexibility, and Professional Networking with the male employees displaying more positive results than females. This shows that variables like flexible working hours, favourable transfer, balancing domestic responsibilities, provisions for child care, adequate grievance handling cell, etc. are not adequately addressed. These results also prove that although modern institutions have come a long way to ensure gender equality, bias prevails and a lot needs to be addressed to.
Cite this article:
Kushal De. An Analysis of the Causes of Discrimination in the Formal Employment Sector . Research Journal of Humanities and Social Sciences. 2025;16(4):303-8. doi: 10.52711/2321-5828.2025.00049
Cite(Electronic):
Kushal De. An Analysis of the Causes of Discrimination in the Formal Employment Sector . Research Journal of Humanities and Social Sciences. 2025;16(4):303-8. doi: 10.52711/2321-5828.2025.00049 Available on: https://rjhssonline.com/AbstractView.aspx?PID=2025-16-4-9