Handbook of Research on Gender and Economic Life
Show Less

Handbook of Research on Gender and Economic Life

Edited by Deborah M. Figart and Tonia L. Warnecke

The Handbook illuminates complex facets of the economic and social provisioning process across the globe. The contributors – academics, policy analysts and practitioners from wide-ranging areas of expertise – discuss the methodological approaches to, and analytical tools for, conducting research on the gender dimension of economic life. They also provide analyses of major issues facing both developed and developing countries. Topics explored include civil society, discrimination, informal work, working time, central bank policy, health, education, food security, poverty, migration, environmental activism and the financial crisis.
Buy Book in Print
Show Summary Details
You do not have access to this content

Chapter 12: Gender inequality in the workplace

Elizabeth Hirsh, Hazel Hollingdale and Natasha Stecy-Hildebrandt


Despite legal and organizational efforts to alleviate gender inequality at work, gender differences in career opportunities and the allocation of workplace rewards persist. Women are segregated into lower-paying occupations, passed over for promotions, and paid less than equally qualified men. The persistence of gender inequality in the workplace is rooted in a ‘gender subtext’ – a set of often concealed, gendered power-based processes and organizational arrangements that differentially confer value on men and women (Benschop and Doore waard, 1998). In this chapter, we argue that this gender subtext informs cultural understandings of who is deemed competent and worthy in workplace settings and is embedded in the very organizational structures that govern workplace decisions and the allocation of rewards, including pay, status, and opportunities for career advancement. In Sections II and III we review research that documents the cultural and structural nature of gender inequality, respectively. In Section IV we suggest several policy remedies designed to dislodge the cultural valuation system that disadvantages women and alter organizational structures to ensure gender-neutral evaluation and reward decisions. Section V concludes. In reviewing the sources of gender inequality at work, we take a decidedly sociological approach.

You are not authenticated to view the full text of this chapter or article.

Elgaronline requires a subscription or purchase to access the full text of books or journals. Please login through your library system or with your personal username and password on the homepage.

Non-subscribers can freely search the site, view abstracts/ extracts and download selected front matter and introductory chapters for personal use.

Your library may not have purchased all subject areas. If you are authenticated and think you should have access to this title, please contact your librarian.

Further information

or login to access all content.