Introduction: From a legal point of view, gender-based discrimination is not condoned in the workplace. However, perceptions that such discrimination exists persist. Understanding the extent and nature of the phenomenon may contribute to the management thereof. Aim: The aim of this research was to report on the nature and level of workplace gender-based discrimination from the perspective of managers and employees, as well as by making use of objective measures. Method: Interviews were conducted with 75 managers focusing on the prevalence of gender-based discrimination in specific organisational processes. Furthermore, 145 managers and 1 740 employees completed questionnaires on this topic. Results: Managers reported flaws in all the organisational processes investigated. According to these managers, some processes showed a pro-female bias whilst others displayed a pro-male bias. More female than male employees reported discriminatory incidents at work, but both groups reported gender-based discrimination. Gender-based discrimination was the most prominent form of discrimination reported by women. Some female respondents reported pro-male and others pro-female discrimination. The same pattern applied to men. No statistically significant gender wage gap was found and the salaries of males and females were not differentially affected by qualifications, training, workplace experience or family responsibility. Managers and employees concurred that gender-based discrimination was the primary source of discrimination in the workplace, and they reported similarly on the consequences of this problem. Conclusions and recommendations: Managers are aware of discrimination in organisational processes. This awareness can be used to initiate programmes aimed at minimising discrimination. Both males and females are exposed to gender-based discrimination and they report similar consequences. This suggests that interventions should be directed at both groups. The different, and often opposing, reports provided by the male and female groups support the social identity theory and conceptions of group-serving bias. From the objective data it can be concluded that perceptions of being discriminated against are the result of psycho-social processes and not necessarily the result of justifiable biographical differences. / PhD (Business Administration), North-West University, Potchefstroom Campus, 2014
| Identifer | oai:union.ndltd.org:NWUBOLOKA1/oai:dspace.nwu.ac.za:10394/12020 |
| Date | January 2014 |
| Creators | Steyn, Renier |
| Source Sets | North-West University |
| Language | English |
| Detected Language | English |
| Type | Thesis |
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