Challenges Women In The Workspace Face

The challenges faced by women in the workspace are diverse, interconnected, and often nuanced.

Legislation alone cannot remove all obstacles.

This is because these challenges are embedded in everyday attitudes and behaviors, including those of women, and are often based on past legacies and are not necessarily deliberately discriminatory.

Some may be, but it truly does not matter if they are deliberate, as they end up causing the same level of harm.

While it may seem like the world is evolving and more women are joining the workforce, the reality is very different.

As the report suggests, “progress is not slow. It’s stalling.” 

This is why we are using this platform to point out some of the challenges that affect women in the workplace, as we all need to be aware.

Common Challenges Women Face in Workspace

1. Women’s representation

Women remain underrepresented at all levels, from entry-level jobs to senior management.

According to the Women in the Workspace 2018 report, women of color are the least likely to fall behind white men, black men, and white women.

A woman of color occupies just 17% of entry-level positions and only 4% of executive positions.

This underrepresentation gets worse as you move up to higher management positions.

Only 22% of executives are women.

Only 38% of women were promoted to managerial positions, compared to 62% of men.

Interestingly, almost the same number of women and men leave the company.

So, attrition cannot be blamed for this inequality and misogyny. 

The underrepresentation of women in the workplace can be blamed on the stifling gender roles that society has bestowed on us and the fear of going against them.

For the number of women in the workplace to increase, they must begin to feel safe.

Read: Is The Gender Pay Gap a Fact?: An Industry Focus

2. Maternity

Despite equality and procreation laws, procreation can still be disadvantageous for women, especially in the workplace.

First, women of childbearing age may be discriminated against in hiring decisions.

If two candidates are equally or relatively competent for the role, but one is unlikely or unable to have children, this is not legal, but it is difficult to prove.

There are cases.

The Maternity Act gives expectant mothers the right to take time off from work to give birth.

This is a maximum of 52 weeks of paid vacation in the UK.

The UK Advisory, Mediation, and Arbitration Service (ACAS), which supports industrial relations, says that maternity rights are an area that receives many inquiries.

There is evidence that it continues to cause concern.

Citizens Advice Bureau

The Citizens Advice Bureau, which also reports an increase in maternity-related inquiries, cites the following common issues:

• Singling out pregnant employees or new mothers for redundancy (particularly for sham redundancy situations).
  
  
• Mishandling requests for flexible working upon returning from maternity leave (such as unjustified refusals).
  
  
• Inappropriate comments about pregnancy that amount to harassment.
  
  
• Health and safety breaches against pregnant employees or new mothers (such as a failure to carry out a risk assessment).
  
  
• Penalizing a woman who is sick during pregnancy (such as treating pregnancy-related sickness absence as standard sickness absence when evaluating their suitability for work).
  
  
• Failure to communicate with an employee on maternity leave (such as not informing them of opportunities).
  
  
• Failure to ensure the appropriate pay is awarded during maternity leave.
  
  
• Failure to enable the employee to return to their old job after maternity leave, or another suitable and equivalent role if leave is more than 26 weeks.
  
  
• Disadvantaging a mother in relation to training (such as that she might have missed while on leave).
  
  
• Basing a recruitment decision on an employee’s family situation (such as asking about their intentions regarding having a family, or childcare arrangements).

Read: Is There Truth To The Gender Pay Gap?

3. Sexual harassment

The #MeToo movement has resulted in numerous reports of sexual and non-sexual harassment of women in the workplace.

These incidents included unwanted verbal, visual, nonverbal, and physical harassment.

According to the Women in the Workplace Report, 35% of women employed full-time in the corporate sector have experienced sexual harassment.

Another EEOC survey estimated that 75% of women exposed to such hostile situations did not report harassment.

Especially when the abuser is someone in a higher position.

People often ask me, “Why didn’t the victim come forward?”

The main reason is the fear of being fired.

The same EEOC study found that “75% of victims of harassment experienced retaliation for reporting it.”

This percentage is extremely alarming and should have us worried. 

To be honest, these victims are not only scared of being fired but also scared of not being believed.

As said earlier, the workplace is not safe for women.

Read: The Decline Of Gendered Jobs And Its General Impact

4. Unemployment benefits

If women are raising children, the period of unemployment is longer.

This means that women who take extended leave find it much more difficult to get rehired.

The Payscale report mentioned earlier, also noted, “Those who have been unemployed for less than three months will only face a fine of 3.4%, while those who have been unemployed for more than a year will face a fine of 7.3%, and you will face a fine of 10%.”

According to the report, 4% of men aged 20–29 have been unemployed for a year or more, compared to 11% of women.

In the 30—to 44-year-old group, the unemployment rate is 10% for men and 20% for women.

This is ultimately reflected in the gender pay gap, making it more difficult for women in the workplace to enter management positions.

Read: Mental Health and Work: Strategies for Managing Workplace Stress

5. Race and ethnicity

64% of Americans say racism is still a significant problem in society.

It’s also a workplace issue.

White men and women will continue to be employed in place of black women of various races.

A 2017 employment discrimination lawsuit filed by the Equal Employment Opportunity Commission (EEOC) found that 33.9% of the lawsuits involved racial discrimination.

According to a 2017 report by the UK government, if the talents of the UK’s Black and Ethnic Minority (BME) population were fully utilized, the country’s economy could be boosted by up to US$29 billion.

A classic example of racial and ethnic discrimination faced by women in the workspace is the practice of hiring white people who they say do not fit their culture or work ethic.

6. Housework/nursing work

Taking long absences from work to focus on caring for young children, for whom mothers are believed to be more experienced than fathers, can exacerbate these problems, affect age-appropriate skills, and affect self-confidence.

There is a nature to it. It also leads to speculation about the mother’s commitment to work or, if not, the possibility of taking time off to take on childcare responsibilities (giving the impression of being unreliable).

Care obligations are not limited to mothers, as they may extend to the care of elderly relatives and other dependents.

Some organizations and professions can be particularly difficult in this regard, especially when they need “ideal workers.”

This is a worker who is not entrusted with other responsibilities and, therefore, can prioritize his work and even extend his working hours for short periods if necessary.

Women, especially mothers, are disproportionately affected as they are more likely to be the primary caregiver or contact in an emergency.

The level of legal childcare services also varies around the world.

In the United Kingdom, for example, a law requires the provision of free childcare (up to 30 hours) for all children aged 2, 3, and 4.

But globally, that is not the case.

For example, children in Germany can enter kindergarten, but this is not free.

Caregiving responsibilities often require flexible or part-time contracts, which can be less secure and pay less.

They are also less likely to provide a foundation for career advancement or promotion for women in the workspace.

Women do most of the flextime and part-time jobs.

7. Being Masculine

Women are also discriminated against in the workplace and seen as “undeserved.”

We have already explored this by discussing gender roles and associating certain (male) traits with leadership.

Male-dominated occupations such as construction and engineering may be perceived as hostile or offensive to women, either because they pride themselves on being symbolic women or because organizational culture is perceived as hostile or offensive to women.

Because of this, it is difficult for female applicants to blend in, which can make female applicants feel uncomfortable.

Being “unmanly” can result in exclusion from clubs and networks, formally or informally.

This is traditionally called the “Old Boys Network” and refers to males attending elite private educational institutions.

However, boys’ networks and clubs have other formats, such as drinking groups and those who wish to participate in (male) sports or adrenaline-pumping activities.

As a result, all women may find it unattractive or difficult to engage in other tasks outside of work.

These networking opportunities serve as powerful informal mechanisms for progress.

Conclusion

In conclusion, the challenges women face in the workspace are deeply ingrained and multifaceted.

Addressing them requires more than just legislative changes; it demands a cultural shift in attitudes and practices.

Women continue to encounter barriers related to representation, maternity, harassment, unemployment benefits, racial and ethnic discrimination, caregiving responsibilities, and workplace dynamics.

Progress is not just slow; it is stagnating.

For real change to happen, we must confront these issues head-on, promote inclusivity, and ensure that every woman has the opportunity to thrive.

Awareness and action are essential to breaking down these barriers and fostering a more equitable workplace.

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