How Gender Discrimination Affected Minors in Working Space?

As we have talked in the lecture, discrimination in any aspects is an adverse factor in a social or economic environment. It probably based on race, ethnicity, religion, age, or gender it limits the results that a firm can achieve. Gender discrimination particularly in women is a global issue. Gender discrimination refer to situations where people of a specific sex connotation are treated less appropriately than their colleagues.

In most circumstances, women are victims of this scenario while men are the most significant contributors to this phenomenon.

Nevertheless, roles can also reverse. In this paper, I will example more insight into the influence gender discrimination has had on the minors to an extent that its consequences have infiltrated into the workplace. The first thing I want to mention is the gender-based violence. GBV is not only a violation of human rights but also the most extreme expression of unequal gender relations in society. GBV cuts across boundaries of sexual orientation, age, religion, culture, and economic wealth.

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Females are the most affected in GBV. However, this does not imply that males are not victims. When GBV occurs, it becomes a significant determent to peace, economic growth, and sustainable development. GBV is a subscription to girls and boys, women and men having equal rights, life prospects and opportunities in life. Otherwise, victims are unable to shape their lives and contributions to the community. The minors are exposed to various life cycles of GBV. Such incidences include but not limited to female genital mutilation (FGM), child/forced marriage, living with domestic violence, prostitution, sexual, physical, and emotional abuse.

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Furthermore, there are other children who have been accustomed to an upbringing that reflects traditional gender norms and discrimination (United Nations, 2011).

In the workplace, similar activities include bullying, sexual or racial harassment, verbal abuse, and physical assault (Newman et al., 2011). There are profound effects of these activities to the organization. Such events distract the productivity levels of these individuals evident in resignations without notice, employee turnover, and increased absenteeism. Victims to these activities are unable to perform their duties effectively because they are psychologically vulnerable. Employees’ work performance dwindles with time. There are also health related costs that must be taken into account because they affect the organization and individual adversely. Victims are also embarrassed of themselves are keen to avoid shame from their colleagues. Organizations have the responsibility to ensure that such circumstances never occur in the firm. Associated economic costs that a firm could incur include lost productivity, mental health services, and medical care. Continuing to advance my argument, gender discrimination is an evident in the educational system. However, this deduction is not equally present among all classes of people in society although it can be argues that males are more educated than females in regards to numbers. Individuals from higher social-economic class and higher educational background perceive education as the tool to better lives to both male and female children (Zarar, Bukhsh, & Khaskheli, 2017). Parents with an educated background coupled with a sound financial background believe that education for women is an element of their rights.

According to them, education is a source of enlightenment and consequently, many realize of its importance. On the other hand, a similar perception is not held by individuals from lower socio-economic classes and particularly, parents with poor educational backgrounds. Enlightened families understand that educating a woman is educating a generation. On the other hand, perceptions vary and educating girls is considered a burden as well as considerable strain on the economic resources of the family. This negative connotation appears to have affected the workplace significantly. The educational levels of women is a prevalent phenomenon in the workplace. According to the Gender Gap Report 2016, which is a release from the World Economic Forum, indicates that for the past decade, there is a significant discrepancy in the global gender gap both an educational, political, and economical aspects. In all the underlined perspectives, the economic gap is at 3% while the political one is at 4%. The report continues to assert that it would take approximately 118 years to completely close the economic gap in its entirety (Verniers & Vala, 2018). Women face the disadvantage in the economic aspect in the sense that they are less likely to offered management positions, are in low-paying jobs, and work part-time to meet their financial needs (Gorman & Fritzsche, 2006).

On the other hand, modern dynamics are changing significantly. More education for women will equate to higher qualifications. In relevance to this, more women are receiving degrees which is a phenomenon shaping the managerial capacities, and respect endowed upon them. It is only through a balanced form of education delivery that organizations and the entire economy can benefit immensely. Furthermore, gender relations consist of extraordinary characteristics such as heterosexual interdependence while on the other hand, it tags along with particular myths and ideologies whose objective is to maintain the traditional system of gender relations. In this regard, a great deal of perception lies in the belief that marriage is the most meaningful and fulfilling adult relationship according to the traditional system of gender relations (Verniers & Vala, 2018). This sentiment acts as a justification myth when gender equality discussion arises and more so, in the national level. The belief that women possess particular capabilities in their domestic and parental work guarantees that the traditional distribution of gender roles is maintained.

Relative factor in this case is the incorporation of motherhood myths which are responsible for gender discrimination in the workplace. For instance, females are assumed to have the parenting abilities by their very nature and better still, is that they should stay at home to enhance the bond with children and siblings. Women that try to evade this system or else those that chose other alternative mothering models are perceived as neglecting their primary duty to care for their families and more importantly, are becoming obstacles to mother-children bonds (Verniers & Vala, 2018). This impression creates a psychological barrier among females which impairs their contributions in the workplace significantly. On the other hand, it elevates the roles of men in the organization while at the same time, limiting their involvement in childcare. Beyond the pertinent influence in relative parental choices, mothers and females in general, are victims to motherhood myths in the workplace and in their career progression (J. Poduval & M. Poduval, 2009). Such incidences are more evident to women with children. It is necessary that this parameter encompassing motherhood myths is placed into perspective and the relative myths disintegrated to erase the beliefs because at some point children will grow into this stage and they must not receive this treatment.

Gender discrimination comes in various forms. This type of discrimination renders one gender superior to the other which is always false. Men and women are equal in every way and there should not be a parameter that exists to create bias between them. Their varied differences can only be used to complement each other and eliminate the weaknesses in both of them. However, from a societal standpoint this is not the case. Gender-based violence is a significant component in the society and one that firms should make relentless efforts to ensure that it does not prevail. It leads to lost productivity and psyche for work. Education discrepancies among men and women is also another factor that limits the role of mostly women involvement at work. Motherhood myths are another form of gender discrimination that limit women’s capacity in managerial leadership.


  • Gorman, K.A., & Fritzsche, B.A. (2006). The good-mother stereotype: stay home (or with that you did!). Journal of Applied Social Psychology, 32(10):2190-2201
  • Newman, C. J., De Vries, D. H., Kanakuze, J. D. A., & Ngendahimana, G. (2011). Workplace violence and gender discrimination in Rwanda’s health workforce: Increasing safety and gender equality. Human Resources for Health, 9(1), 19.
  • Poduval, J., & Poduval, M. (2009). Working mother: how much working, how much mothers, and where is the womanhood. MSM Mens Sana Monographs, 7(1):63-79
  • United Nations. (2011). Gender-based violence and the workplace. Retrieved from
  • Verniers, C., & Vala, J. (2018). Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PLoS One, 13(1), e0190657.
  • Zarar, R., Bukhsh, M., & Khaskheli, W. (2017). Causes and consequences of gender discrimination against women in Quetta City. Arts and Social Sciences Journal, 8(3).

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How Gender Discrimination Affected Minors in Working Space?. (2021, Feb 10). Retrieved from

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