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Task:

Analyze the causes of the gender pay gap. Discuss strategies or initiatives that have been successful in narrowing this gap in different countries.

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Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

This can often arise from the economic stability of a partner's income that can reinforce the "male breadwinner" bias in some marital arrangements.

In developing countries the reverse is true: the economic necessity in the region gives all women little choice but to work despite their marital status.

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The gender gap in employment: What's holding women back?

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Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

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Task:

Explore  the challenges women face in balancing work and family responsibilities. Propose solutions or policies that could help improve work-life balance for women.

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Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

This can often arise from the economic stability of a partner's income that can reinforce the "male breadwinner" bias in some marital arrangements.

In developing countries the reverse is true: the economic necessity in the region gives all women little choice but to work despite their marital status.

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The gender gap in employment: What's holding women back?

# data[].attributes.attachment_link.description
Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

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Task:

Investigate the reasons behind occupational segregation by gender. Prepare a presentation on how this segregation affects women's career opportunities and earnings.

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Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

This can often arise from the economic stability of a partner's income that can reinforce the "male breadwinner" bias in some marital arrangements.

In developing countries the reverse is true: the economic necessity in the region gives all women little choice but to work despite their marital status.

# data[].attributes.attachment_link.title
The gender gap in employment: What's holding women back?

# data[].attributes.attachment_link.description
Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

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Task:

Research and present the main factors contributing to the gender employment gap globally. Discuss the impact of these factors on women's participation at work

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Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

This can often arise from the economic stability of a partner's income that can reinforce the "male breadwinner" bias in some marital arrangements.

In developing countries the reverse is true: the economic necessity in the region gives all women little choice but to work despite their marital status.

# data[].attributes.attachment_link.title
The gender gap in employment: What's holding women back?

# data[].attributes.attachment_link.description
Gender roles and the pressures to conform to these roles for women vary across regions, religions and households. One way the pressure to conform manifests itself is through marital status. For instance, in developed and emerging economies, women who have a spouse or a partner are less likely to be employed in a paid job or be actively looking for one.

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Gender Discrimination in the Workplace - Embroker

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Learn about what types of practices constitute gender discrimination in the workplace and what company’s can do to avoid lawsuits related to such claims.

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Gender Discrimination in the Workplace - Embroker

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Learn about what types of practices constitute gender discrimination in the workplace and what company’s can do to avoid lawsuits related to such claims.

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Pew Research Center's Social & Demographic Trends Project

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About one-in-seven adults-14%-who have ever been employed say they have been the victim of gender discrimination on the job at some point in their working lives, the Pew Research survey found.

Women, Baby Boomers and blacks are more likely than men, Millennials and whites or Hispanics to say they have been the victims of job-related gender bias.

For example, fully 18% of women and 10% of men say they have been discriminated against at work because of their gender, a proportion that rises to 23% among Baby Boomer women and 25% among black men.

The new poll also documents the harm that gender discrimination does to a worker's career. About four-in-ten (43%) who say they have been victims of workplace gender bias report that it has had a negative impact on their career.

When asked to assess the extent of the damage, about three-quarters of those whose careers have been negatively affected by gender bias in the workplace say it has had a big impact, while about one-quarter say it has had a small impact.

Some 46% of women who say they have experienced gender discrimination in the workplace say it has hurt their career, including 35% who say it has had a large negative impact. This compares with 37% of men who say they have experienced gender discrimination and say it has had a negative impact on their career, including 23% who say the impact has been large. However, the overall samples of men and women who report gender bias are small, so these differences fall short of being statistically significant.

The survey finds a correlation between experiences of job-related gender discrimination and attitudes on a range of gender issues. According to the survey, women who report being the victims of workplace gender discrimination are significantly more likely than other women or men to say the country hasn't made enough changes to address gender bias in the workplace and, more broadly, in society as a whole. For example, about eight-in-ten women (79%) who say they have been the victims of job-related gender bias say it's easier for men to get top jobs in business or government. In contrast, only about half (49%) of women who have not faced gender discrimination and 38% of men share this view. It is unclear whether experiences of discrimination are influencing attitudes or vice versa.

The wide-ranging survey found that equally large majorities of working men (83%) and women (82%) are satisfied with their jobs. Similar shares of employed men (57%) and women (53%) also agree that they are paid enough for the job they do.

The survey also found that men and women view full- and part-time employment somewhat differently. Among those who work full time, larger shares of women than men say they would prefer a part-time job.

Types of Gender Discrimination

To identify the types of gender bias that workers have experienced in the workplace, the survey asked those who reported being victims of gender discrimination if they have ever been discriminated against because of their sex in three specific areas: pay, promotions and hiring.

Overall, the survey finds that relatively few adults have encountered any of these three types of gender bias tested in the survey. Among those who say they have been discriminated against at work because of their gender, roughly half (52%) say they have had at least one job where they were paid less than someone of the opposite gender doing the same work. This translates into 7% of working adults.

Similarly, only 5% of workers say they have been denied a promotion because of their gender, and 4% report they have been turned down for a job.

Women are more likely than men overall to say they have experienced job-related gender bias in each of the three types of job discrimination tested in the poll. Women are significantly more likely to say they have been paid less than a man for doing the same work (12% for women vs. 3% for men).

The survey also found that women are more likely than men to say they have been denied a promotion because of their gender (7% vs. 3%). And women report higher levels of gender bias in hiring (5% for women and 3% for men).

Gender, Generations and Bias

With one notable exception, the proportion of adults who have encountered any type of gender discrimination at work increases with age. While the survey did not specifically ask individuals how many years they worked for pay, this finding likely reflects changing attitudes toward working women and the fact that older workers have spent more time in the workforce, which may have increased their risk of encountering gender discrimination.

According to the survey, some 11% of Millennials report they have experienced gender discrimination at work, a proportion that rises to 18% among Baby Boomers. Some 14% of Gen Xers report they have been victims of gender discrimination on the job.

Members of the Silent generation are the exception to this pattern of increase. Only 11% of these older adults say they have ever faced gender discrimination in their working lives. That's identical to the share of Millennials reporting job-related gender bias even though this younger group has spent the least amount of time in the workforce while Silents have presumably worked the longest.
A similar pattern emerges for women when these generational results are broken down by gender. Some 15% of Millennial women say they have experienced gender discrimination at work, a proportion that rises to 23% among Baby Boomer women. Some 15% of Silent generation women and 18% of Gen X women also say they personally have encountered gender bias in their working lives.

For men, there is no clear generational pattern. Some 7% of Millennials, 11% of Gen Xers and 12% of Baby Boomers say they have encountered work-related gender discrimination. While the sample of Silent generation men is too small to analyze reliably, few report being the victims of gender discrimination.

Race and Gender Discrimination

Blacks are significantly more likely than whites or Hispanics to report having been the victim of gender discrimination on the job (20% vs. 13% for whites and 12% for Hispanics).

According to the survey, about one-in-five white women (19%) and a similar share of black women (17%) say they have encountered gender discrimination on the job. A quarter of black men (25%) also report being the victim of job-related gender bias.

Taken together, these results suggest that black men are at least as likely as black or white women to say they have been discriminated against at work on the basis of their gender. It might appear that the share of black men having experienced job-related gender discrimination is higher than the proportions of black or white women. But these differences are not statistically significant because the sample size of each group is relatively small.

Black men are significantly more likely than white men (7%) or Hispanic men (11%) to say they have been the victim of gender bias. White and black women also are more likely than white men to say they have experienced gender discrimination on the job.

Among Hispanics, there is virtually no difference in the proportions of men (11%) and women (12%) who report they have been discriminated against at work because of their gender.

Gender Bias and Gender Attitudes

By double-digit margins, women who report having experienced gender bias are more likely than women who have not or men to say that employers treat women workers differently than men or that men have an easier time rising to top jobs.

These differences remain about as large on other gender issues, including gender pay equity, the need to make more changes to bring equality of the sexes to the workplace and, more broadly, on how society treats men and women.

Overall, the survey found that about two-thirds (67%) of women who say they have encountered work-related gender bias say that "society favors men over women," a view shared by about half of women who have not been victims of gender bias (52%) and roughly a third of men with work experience (36%).

These gaps widen when respondents are asked to evaluate a set of reasons that might explain why economic studies, including the Pew Research analysis done for this report, consistently show that women earn significantly less than men.
According to the survey, about eight-in-ten women (78%) who say they have encountered gender bias at work say a "major reason" for the difference in pay is that "employers treat women differently than men."

Among women who have not experienced gender discrimination, about half (49%) say this is a major reason for the pay difference, a view shared by 38% of men.

An equally large gap emerged when women are asked if it is easier for men than women to get top jobs in business and government. About eight-in-ten (79%) women who report having been the victims of job-related gender bias agree, as do 49% of other women and 38% of men.

Eight-in-ten women who report having been victims (81%) of work-related gender discrimination say women are paid less than men for doing the same work. In contrast, about six-in-ten other women (59%) and half of men (47%) agree.

Similarly, women who have faced gender bias at work are more likely than those who have not to say "the country needs to continue making changes to give men and women equality in the workplace" (88% vs. 69% for other women and 62% for men who have ever worked).

Job Satisfaction

Not only do men and women want the same things in their ideal job-work they enjoy, good benefits, time for family-they also share many of the same attitudes toward the job they currently have.

According to the survey, about eight-in-ten men (83%) and women (82%) say they are satisfied with their current job. Even if the bar is raised to only those who are "very satisfied" with their current position, the finding remains the same: Virtually identical proportions of men (50%) and women (53%) say they are very satisfied with their jobs.

But the story changes when the lens shifts from gender to race and generations. Blacks (30%) are significantly less likely than whites (56%) or Hispanics (49%) to say they are very satisfied with their jobs.

Millennials-many of whom are just starting their careers-are significantly less likely than older generations to be highly satisfied with their jobs (43% vs. 54% among Gen Xers and 55% among Boomers).

Job Satisfaction of Full-time and Part-time Workers

According to the survey, full-time workers are more satisfied with their jobs than those who work part-time (55% vs. 40% say they are "very satisfied").

Regardless of their work status, men and women express roughly similar levels of job satisfaction, Among full-time workers, 54% of men and 58% of women say they are "very satisfied" with their jobs.

The results are roughly the same for those who work part-time: 35% of men and 43% of women are very satisfied with their jobs, a difference that falls short of being statistically significant. When those who say they are "somewhat satisfied" are analyzed with those who are "extremely satisfied," even more similar proportions of men (65%) and women (69%) express satisfaction with their part-time jobs.

Another set of questions finds modest differences in how men and women view full- and part-time employment. When full-time workers are asked if they would prefer to work part-time, fully 21% of women but only 13% of men say they would.

When those who work part-time are asked if they would prefer full-time employment, about four-in-ten men (42%) and 32% of women say they would prefer to change to a full-time job.

Children and Job Satisfaction

The presence of children, including younger children, appears not to be a large factor in determining how working parents view their jobs.

According to the survey, half of employed parents with younger children and 49% of adults who do not have children say they are "very satisfied" with their current jobs.

No clear differences emerge when the responses of mothers and fathers are compared. Among those with children younger than 18, roughly similar shares of fathers (52%) and mothers (46%) say they are "very satisfied" with their jobs. Among working adults with no children under the age of 18, about half of men (49%) and 56% of women are very satisfied.

Similarly, about equal shares of mothers (34%) and fathers (30%) who work part time express high levels of satisfaction with their jobs.

Even when the analysis focuses on one particularly time-pressed group-full-time working mothers with children under 18-the result hardly changes: 53% say they are "very satisfied" with their jobs, compared with 54% of full-time working fathers with young children.

Satisfaction with Pay

Men and women also agree about their pay. About six-in-ten men (57%) and 53% of women say they are adequately paid for the type of work they do and the hours they put in, while the remainder are dissatisfied.

Blacks (40%) are significantly less likely than whites (58%) or Hispanics (56%) to say they are paid appropriately.

While the results on the pay question by race and gender are similar to those for job satisfaction, that pattern is broken when the analysis focuses on the generations.

While Millennials are significantly less likely than other generations to be satisfied with their jobs, roughly equal proportions of Millennials (57%), Gen Xers (58%) and Baby Boomers (50%) say they are paid enough for the kind of work they do and how much they get done at work.

Again, parents are no less satisfied than other adults with their paychecks (54% of parents vs. 58% for childless adults). Even parents whose children are all younger than 18 say they are paid adequately compared with parents whose children are older (51% vs. 54%).

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About one-in-seven adults-14%-who have ever been employed say they have been the victim of gender discrimination on the job at some point in their working

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Pew Research Center's Social & Demographic Trends Project

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As any parent knows, combining work and family life can be complicated. The survey asked working parents how balancing work and family had affected their careers. Roughly a quarter (27%) said being a working mother or father had made it harder for them to advance in their job or career, and women were much more likely than men to express this view. An even higher share (38%) said being a working parent had made it harder for them to be a good parent. Again, women were more likely than men to fall into this category.

The survey finds that women experience family-related career interruptions at a much higher rate than men do. Among working mothers with children under age 18 who have ever worked, about half say they have taken a significant amount of time off from work (53%), and 51% say they have reduced their work hours to care for a child or other family member. The vast majority of these mothers say they are glad they took these steps, though many say it hurt their career overall.

Working Parents Face Challenges on the Job and at Home

Among all adults who are either working and have children under age 18 or who worked when their children were growing up, a majority (63%) say being a working parent didn't make a difference in their career advancement. For the remaining share of adults who say being a working parent did affect their ability to advance at work, most say the impact was negative. Some 27% say being a working parent made it harder for them to advance, while only 7% say this made things easier.

There is a significant gender gap on this question. Fully four-in-ten mothers who are currently working and raising their children or who worked when their children were young say that being a working mother has made it harder for them to advance in their job. Only 15% of working fathers say the same.

Among mothers whose children are currently under age 18, 51% say being a working mother makes it harder for them to advance in their career. This compares with only 16% of men with children under age 18. Women whose children are grown are somewhat less likely than women with younger children to say that being a working mother made it harder for them to get ahead at work. Roughly one-third of these women say being a working parent made it harder for them to advance at work. Still, this is about twice the share of men with grown children who say the same (13%).

Younger working mothers are among the most likely to say that being a working parent makes it harder for them to get ahead in their career. Among Millennial mothers who have worked, 58% say being a working mother makes it harder for them to get ahead at work. Of Millennial fathers who are working, only 19% say being a working father makes it harder for them to advance at work.

Balancing work and family life can also make parenting more challenging. Fully 38% of mothers and fathers say being a working parent makes it harder to be a good parent. About one-in-ten say being a working parent makes it easier to be a good parent, and 50% say it doesn't make any difference.

Mothers are more likely than fathers to say that juggling work and family makes it harder to be a good parent (45% vs. 31%). And mothers who are still in the midst of childrearing have a more negative assessment than those whose children are already grown. Among working mothers with children under age 18, 55% say being a working mother makes it harder for them to be a good parent. By comparison, 39% of women whose children are age 18 or older say being a working mother
made it harder for them to be a good parent.

For young adults without children, there's a strong expectation that having children will hinder their career advancement. Fully 62% of Millennials say that having children will make it harder for them to advance in their job or career. Roughly one-third (34%) expect that having children won't make a difference in their career advancement, and only 1% say having children is likely to help them advance.

There is no gender gap on this question among young adults. Equal shares of Millennial women (63%) and Millennial men (62%) anticipate that having children will make it harder for them to advance in their career.

Career Interruptions

In order to balance work and family, many people have to make accommodations to their work schedules or even to their career ambitions. The survey finds that a significant share of adults have changed the course of their work life in order to care for a child or other family member, and women are much more likely than men to have done this.

Overall, 29% of adults who have ever worked say they have reduced their work hours in order to care for a child or other family member. Women are significantly more likely than men to have done this: 34% of women and 23% of men say they have cut back on their hours at work to care for their family.

Some 27% of adults with some experience in the labor force say they took a significant amount of time off from work at some point to care for a child or other family member. There is a similar gender gap on this issue: 33% of women, compared with 21% of men, say they took time out of their work life to care for a family member.

Overall, 15% of working adults say they quit a job in order to care for a family member. Again, women are more likely than men to have done this: 22% of women and 9% of men report having quit a job for family reasons at some point during their working life.

About one-in-ten adults with work experience (9%) say they turned down a promotion in order to care for a child or other family member. Roughly equal shares of women (11%) and men (8%) say they have done this.

Underlying the gender gap in career interruptions is a sharper gap between mothers and fathers. Mothers are much more likely than fathers to say they have reduced their work hours, taken a significant amount of time off from work or quit a job in order to care for a family member. Fully 42% of mothers say they reduced their work hours, compared with 28% of fathers. And a similar share of mothers (39%) say they took time off to care for a family member, compared with 24% of fathers.

Mothers are more than twice as likely as fathers to say they quit a job at some point in their working life, in order to care for a child or other family member. Mothers and fathers are about equally likely to say they have turned down a promotion for family reasons. Overall, 65% of mothers and 45% of fathers say they have done at least one of these things in order to meet the needs of their family.

To be sure, family care giving isn't limited to parents. Roughly one-in-four childless adults say they have taken one of these steps in order to care for a family member. There is no significant gender gap among adults without children. Some 27% of men and 23% of women in this category say they have reduced their hours, taken time off, quit their job or turned down a promotion in order to care for their family.

No Regrets about Career Interruptions

When respondents are asked if they are glad they took these steps in order to accommodate their family, the answer is a resounding yes. Among adults who have reduced their work hours in order to care for a child or other family member, 94% say they are glad they did it. An identical share of those who say they took off a significant amount of time to care for a family member says they are glad they did it.

Even among those adults who say they have turned down a promotion or quit a job in order to care for a family member, very few express regret. Fully 88% of those who have turned down a promotion and 87% of those who have quit a job say they are glad they did it. Men and women who have had these types of career interruptions are equally likely to say they don't regret doing these things.

Women See Bigger Impact from Career Interruptions

Respondents who have experienced significant career interruptions were also asked what impact, if any, it had on their career. Among those who say they reduced their work hours or took a significant amount of time off from work in order to care for a family member, about two-thirds say doing this didn't have much of an impact on their career. For those who did feel an impact, most say doing this hurt their career. Some 28% of those who reduced their work hours to care for a family member say this hurt their career overall, while only 4% say this helped their career. Similarly, 27% of those who took time off from work say that hurt their career; 6% say it helped.

There is a significant gender gap on the question of impact, with women much more likely than men to say taking these steps in order to care for their family hurt their career. Among women who say that they reduced their work hours in order to care for a child or family member, 35% say it hurt their career overall. By comparison, 17% of men who did the same say this hurt their career.

Roughly one-third of women who say they took a significant amount of time off from work to care for a family member say doing this hurt their career. Among men who took time off, only 18% say it hurt their career.

Among those adults who say they have quit a job or turned down a promotion in order to care for a family member, about half say it didn't have an impact on their career. For the remainder, the impact was more likely to be negative than positive. Some 36% of those who have quit a job to care for a family member say doing this hurt their career; 10% say it helped. Similarly 39% of those who say they have turned down a promotion say this hurt their career, while only 5% say it helped.

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As any parent knows, combining work and family life can be complicated. The survey asked working parents how balancing work and family had affected their