Page 182 - Discrimination at Work The Psychological and Organizational Bases

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7. GENDER DISCRIMINATION
group are adversely affected by the procedures used to make workplace
decisions and by workplace practices. Even though these practices may
not be intended to discriminate between men and women, they have the
impact of providing proportionately fewer opportunities to women than to
men. If job-related reasons (such as differences in job qualifications) cannot
account for gender differences in outcomes, the most viable explanation
for those differences is gender discrimination.
Most studies that provide evidence regarding gender discrimination in
the workplace approach the problem in one of two ways:
1. By examining decisions made about job candidates or workers who are
alike in all respects except their gender. The behavior of decision makers
toward male and female workers is compared for evidence that they are
treated differently in ways that disadvantage women (in most cases).
2. Important organizational outcomes are compared for women and men;
when gender differences are observed, it is recognized that such dif­
ferences could be artifacts of other preexisting differences between
the groups that represent job-related explanations for these decisions.
(These might include differences in qualifications, education, work ex­
perience, career aspirations, and so forth that arise for a variety of rea­
sons discussed elsewhere in this chapter.)

When such alternative explanations for gender differences in outcomes are
statistically controlled, any remaining differences between the two groups
are taken as evidence of gender bias produced by differential treatment of
men and women.
In addition, women's perceptions that they have been denied work and
career opportunities on the basis of their gender or have been required to
endure work conditions that were more stressful or unpleasant than those
of comparably qualified male coworkers represent a third type of evidence
regarding the prevalence and impact of gender discrimination.
Regardless of the way in which gender discrimination is assessed in the
workplace, there is ample evidence that men and women have different
experiences and different outcomes in work settings. These differences can
be seen on "objective" indicators of worth such as pay and salary and are
reflected in many personnel practices and in the perceptions of those who
are the presumed targets of gender discrimination.

Differences in Organizational Access

Gender bias in recruitment, selection, and development opportunities is a
critical predecessor to gender differences in access to many other types of