Gender Discrimination in Male-Dominated Workplaces: Addressing the Issue in Science and IT

Gender discrimination in male-dominated workplaces, such as the fields of science and Information Technology (IT), has been a persistent issue that has attracted significant attention in recent years. This essay aims to explore the factors that contribute to gender discrimination in these sectors, highlighting the importance of the issue and the necessity of addressing it.

The essay begins by providing background information on gender stereotypes and cultural norms that perpetuate gender discrimination. These are beliefs and ideas related to sex that have been deeply rooted in culture and perpetuated through generations. According to Newall et al. [1], there are a number of stereotypes linking men with science while excluding women. Additionally, it is widely acknowledged that certain cultural norms hold the belief that women are not suitable for Science, Technology, Engineering, and Mathematics (STEM) fields, indicating that if females try to pursue careers in these areas, they will not be as successful as males [2]. Consequently, despite the fact that some women are conscientious and competent, gender preconceptions and cultural practices may cause them to be undervalued or unrecognized in their working surroundings. Owing to these stereotypes and conventions, it is possible that women's perspectives and strategies concerning the company's operations could be diminished or overlooked during workplace communication, thus potentially hindering the development of the company to some degree.

In addition to deeply ingrained gender stereotypes and cultural practices, a lack of gender diversity in science and IT workplaces might increase the prevalence of gender discrimination. It is common that males occupy the majority of roles and percentages in these two industries [3]. As Kamalnath [4] contends, a limitation in gender variety can lead to a 'groupthink' mentality where individuals are less likely to challenge sex bias, thus triggering a culture of silence that perpetuates gender prejudice. Besides, 'Groupthink' can decrease the likelihood of accepting sexual stereotypes, which might give rise to the creation of an environment where female employees are not taken seriously and are not given the same opportunities as their male colleagues. Consequently, a deficiency in sexual variety in the workplace might presumably engender an atmosphere that is hostile or unwelcoming to females, which could impede employees' capacity to collaborate with coworkers of opposite sexes, leading to an ambiance of mistrust and inadequate communication among colleagues. Furthermore, Fine [5] also opines that an increase in gender diversity can probably reduce prejudice against women. Therefore, the paucity of sex balance not only makes it harder for workers to cooperate productively and effectively, but also results in a decrease in productivity and communication, which might negatively affect the harmony and progression of the whole company and aggravate sexual bias.

In order to alleviate gender discrimination in workplace communication, managers could consider promoting diversity and inclusion training programs. These programs can assist employees in comprehending and appreciating diverse viewpoints, cultures, and identities, as well as reducing unconscious prejudices and preconceptions among coworkers. According to research conducted by Adetayo [6], companies with gender-diverse teams are more innovative and financially successful than those without. By fostering diversity and inclusion, businesses may create a more pleasant work atmosphere that offers a more equitable and harmonious working experience to both men and women employees. Consequently, everyone is able to voice their opinions and communicate the strategies for the process of the company, rather than leaving the female employees mute and ignoring their viewpoints, which potentially contributes to the development of the whole company.

In addition to providing diversity and inclusion training programs, which is the responsibility of employers, female employees should also educate themselves to make sure they can take advantage of available legal resources to help them. Powel [7] believes that women employees should refuse to remain silent and make use of the resources around them to expose gender discrimination. Women can learn the laws that protect employees from discrimination, join professional groups, and network with other women who have experienced similar situations such as gender bias. These contribute to reducing unscrupulous sexual bias in the workplace, while enabling female employees to feel more confident and less afraid of gender discrimination. As a result, it will facilitate fair communication and cooperation among the colleagues of both gender.