Background and Context
Gender equality in the workplace is a fundamental principle of human rights and
social justice. It encompasses equal opportunities, fair treatment, and
non-discrimination for all individuals, irrespective of their gender identity.
However, despite significant progress, gender disparities persist, posing
challenges to women's rights and hindering their full participation in the
workforce.
The prevalence of gender disparities in the workplace is evident through various
indicators and statistics. For instance, according to the World Economic Forum's
Global Gender Gap Report 2021, India ranks 140th out of 156 countries in terms
of gender equality, highlighting the existing gaps and inequalities[1]. This
data underscores the urgency of addressing these issues through comprehensive
measures.
Labor law plays a pivotal role in advancing gender equality by providing a legal
framework that protects women's rights, ensures equal opportunities, and combats
discriminatory practices in the workplace. Labor laws encompass a range of
provisions related to employment, wages, working conditions, and
non-discrimination, all of which are essential in promoting gender equality and
women's empowerment.
Research Objectives and Methodology
The primary objective of this research paper is to explore the role of labor law
in advancing gender equality in the workplace, with a specific focus on
strengthening women's rights. The research aims to examine the existing gender
disparities, the impact of labor laws in addressing these disparities, and the
potential for further legal reforms to enhance gender equality.
To achieve these objectives, a comprehensive research methodology has been
employed. Extensive literature review from reputable academic journals, reports,
and legal documents has been conducted to gather relevant information and
insights. These sources include publications from organizations such as the
International Labour Organization (ILO), United Nations (UN) agencies, national
statistical offices, and research institutions specializing in gender equality
and labor law.
The research methodology also involves data collection and analysis to support
the claims and findings throughout the paper. Real data and statistics,
specifically focusing on India, will be utilized to provide a contextually
relevant analysis. Official reports and surveys, such as those conducted by the
National Statistical Office (NSO) and the Periodic Labour Force Survey (PLFS),
will be referenced to provide credible and up-to-date information on gender
disparities and their implications.
In conclusion, this research paper seeks to contribute to the understanding of
how labor law can be leveraged to advance gender equality in the workplace. By
examining existing gender disparities, analyzing the impact of labor laws, and
employing real data and statistics, this study aims to provide valuable insights
for policymakers, practitioners, and advocates working towards a more inclusive
and equitable work environment for all.
Gender Disparities in the Workplace
- Gender Wage Gap
The existence of a gender wage gap is a pressing issue that reflects gender
disparities in the workplace. In India, women continue to face significant
wage discrepancies compared to their male counterparts. According to the
latest available data from the Periodic Labour Force Survey (PLFS) conducted
by the National Statistical Office (NSO) in 2019-2020, women in India earn
approximately 20% less than men on average[2].
Statistical evidence further highlights the extent of the gender wage gap.
The World Economic Forum's Global Gender Gap Report 2021 ranks India 140th
out of 156 countries in terms of gender wage equality, indicating a
substantial disparity between men and women in terms of earnings[3]. This
data reflects the urgent need for targeted interventions to address this
issue.
Multiple factors contribute to the persistence of the gender wage gap.
Occupational segregation, where women are concentrated in certain industries
and occupations, is one such factor. The PLFS data reveals that women in
India are often overrepresented in lower-paying sectors, such as agriculture
and domestic work, while men dominate higher-paying sectors like engineering
and technology[4].
Discrimination also plays a significant role in perpetuating wage
discrepancies. Studies have shown that even after controlling for factors
like education, experience, and job characteristics, a portion of the gender
wage gap remains unexplained, suggesting the presence of gender-based
discrimination in pay decisions[5].
- Occupational Segregation
Occupational segregation by gender is another aspect of gender disparities
in the workplace. Societal and cultural factors contribute to the
underrepresentation of women in certain industries or professions. For
example, the engineering and technology sectors have traditionally been
male-dominated, leading to limited opportunities and barriers for women
pursuing careers in these fields.
Statistical data reveals the underrepresentation of women in various
sectors. According to the latest available data from the National Sample
Survey Office (NSSO) Periodic Labour Force Survey (PLFS) 2018-2019, women's
participation in India's professional and technical fields stands at only
25%, reflecting the gender imbalance in these sectors[6].
These disparities have long-term consequences, including limited career
growth and reduced earning potential for women. Breaking down occupational
segregation and promoting gender diversity across industries is crucial to
creating a more inclusive and equitable work environment.
- Barriers to Career Progression
Women face numerous barriers that hinder their career progression and limit
their access to leadership positions. The glass ceiling phenomenon refers to
invisible barriers that prevent women from advancing to higher levels of
management and leadership within organizations. Despite their qualifications
and capabilities, women often encounter systemic obstacles that restrict
their upward mobility.
Implicit biases also contribute to barriers in career progression. Research
has shown that unconscious stereotypes and prejudices affect decision-making
processes, including promotion and advancement opportunities. These biases
can lead to unequal evaluations, limited access to challenging assignments,
and biased performance assessments, hampering women's career growth[7].
Limited access to leadership positions further exacerbates gender
disparities. According to the Corporate Women Directors International's
Women on Boards Report, as of 2021, women hold only 17.4% of board seats in
Indian companies listed on the National Stock Exchange[8]. This data
demonstrates the need for targeted efforts to increase women's
representation in leadership roles.
Case studies and research findings reinforce the existence of these barriers
and their impact on women's career progression. For instance, a study
conducted by the Center for Talent Innovation found that women often
encounter a "broken rung" on the corporate ladder, facing difficulties in
moving from entry-level to managerial positions[9].
In conclusion, gender disparities in the workplace persist, evident through
the gender wage gap, occupational segregation, and barriers to career
progression. Real data and statistics, including the NSO's PLFS, NSSO's PLFS,
and the Global Gender Gap Report, provide substantial evidence of these
disparities in India. To address these challenges, comprehensive measures,
including policy reforms and organizational initiatives, are necessary to
create a more equal and inclusive work environment for women.
The Role of Labor Law in Advancing Gender Equality
- Anti-Discrimination Laws and Policies
The advancement of gender equality in the workplace relies heavily on robust
legal provisions aimed at preventing gender-based discrimination. In India,
the Equal Remuneration Act[10], prohibits employers from discriminating
against employees on the basis of gender in matters related to wages. This
legislation ensures that men and women receive equal pay for equal work,
fostering a more equitable work environment.
Furthermore, the Sexual Harassment of Women at Workplace (Prevention,
Prohibition and Redressal) Act[11] addresses the issue of workplace
harassment. The law mandates the establishment of Internal Complaints
Committees (ICCs) in organizations and provides a legal framework for
reporting and redressing incidents of sexual harassment. This legislation
promotes a safe and inclusive workplace environment for women and holds
employers accountable for maintaining a harassment-free workplace.
Case law also plays a crucial role in shaping the implementation and impact
of anti-discrimination laws. The landmark judgment in Vishakha v. State of
Rajasthan[12] by the Supreme Court of India in 1997 recognized the right to
a safe workplace and established guidelines for preventing and addressing
sexual harassment. This case laid the foundation for subsequent legislation
and set a precedent for ensuring gender equality and safety at work.
- Maternity Leave and Work-Life Balance
Maternity leave entitlements and policies are vital in supporting women's
rights and promoting work-life balance. The Maternity Benefit Act[13]
mandates that women in India are entitled to 26 weeks of maternity leave,
allowing them to recover from childbirth and fulfill their caregiving
responsibilities. This provision acknowledges the unique needs of women and
helps create a supportive environment for working mothers.
Internationally, various countries have implemented progressive practices
and policies to enhance work-life balance. For instance, Sweden offers
generous parental leave policies, allowing both parents to share parental
responsibilities. This approach not only supports gender equality but also
encourages men to take an active role in childcare, challenging traditional
gender norms[14].
Such policies and practices have shown positive outcomes. Research conducted
by the Organization for Economic Co-operation and Development (OECD)
indicates that countries with longer and better-paid parental leave have
higher female labor force participation rates[15]. This demonstrates the
importance of providing adequate maternity leave and promoting work-life
balance to facilitate women's participation and retention in the workforce.
- Workplace Harassment Regulations
Addressing workplace harassment is crucial for promoting gender equality and
creating a safe and respectful work environment. The Sexual Harassment of
Women at Workplace (Prevention, Prohibition and Redressal) Act[16] is a
significant step in this direction in India. The law defines sexual
harassment, places the onus on employers to prevent and address such
incidents, and provides a mechanism for affected individuals to seek
redressal.
Effective workplace harassment regulations have a significant impact on
creating a culture of respect and equality. A study conducted by the
International Labour Organization (ILO) revealed that workplaces with
well-established policies and procedures to address sexual harassment have
higher levels of job satisfaction and employee morale[17].
The significance of robust harassment regulations can be further emphasized
by specific cases. For instance, the "#MeToo" movement, which gained
momentum globally, highlighted the prevalence of workplace harassment and
the need for strong legal measures. The movement sparked discussions,
empowered survivors to share their experiences, and led to increased
awareness and action against harassment in various industries, including the
corporate sector[18].
In conclusion, labor laws play a crucial role in advancing gender equality
in the workplace. Anti-discrimination laws, maternity leave provisions, and
workplace harassment regulations provide a legal framework for equal
opportunities, work-life balance, and a safe work environment. The
effectiveness of these laws and policies is backed by real data, case law,
and international comparisons. By strengthening labor laws and ensuring
their effective implementation, societies can strive toward a more equitable
and inclusive workplace for all.
Challenges and Opportunities for Gender Equality
- Unconscious Bias and Stereotypes
Unconscious biases and stereotypes play a significant role in shaping gender
equality in the workplace. Research findings and studies demonstrate the
prevalence and impact of these biases on decision-making processes,
promotion opportunities, and overall gender dynamics within organizations.
For instance, a study conducted by the National Bureau of Economic Research
(NBER)[19] in India revealed that unconscious biases against women exist in
recruitment and hiring processes. The study found that identical resumes
with male names were more likely to receive interview calls compared to
those with female names, indicating a clear bias favoring male applicants.
Furthermore, research by Catalyst[20], a global nonprofit organization,
highlights the impact of stereotypes on women's career advancement. The
study found that gender stereotypes often lead to the assignment of "office
housework" to women, such as taking meeting minutes or organizing social
events, which can hinder their opportunities for higher-level
responsibilities and promotions.
To mitigate bias and promote inclusivity, organizations can implement
various strategies. For instance, anonymous resume screening can help
eliminate gender bias in the initial stages of recruitment. Implementing
diverse interview panels and structured interview processes can ensure fair
evaluations. Additionally, providing unconscious bias training and fostering
a culture of awareness and accountability can help individuals recognize and
challenge their own biases[21].
- Organizational Culture and Practices
Organizational culture and practices significantly contribute to gender
disparities in the workplace. Systemic barriers within organizations, such
as limited access to flexible work arrangements, lack of support for
work-life balance, and inadequate policies addressing sexual harassment,
have a detrimental impact on gender equality.
A study conducted by the International Labour Organization (ILO) in India
found that limited access to maternity leave and inadequate childcare
facilities are major barriers for women in the workforce. The study revealed
that only 27% of women in India have access to maternity benefits, and the
lack of affordable and quality childcare options affects their ability to
balance work and family responsibilities[22].
However, there are successful initiatives that organizations can adopt to
promote a gender-inclusive culture. For example, implementing
family-friendly policies such as extended parental leave, flexible working
hours, and on-site childcare facilities can support the retention and
advancement of women in the workplace. Companies like Hindustan Unilever
have implemented such initiatives and have seen positive outcomes in terms
of increased gender diversity and employee satisfaction[23].
- Intersectionality and Multiple Discrimination
Intersectionality, the concept that individuals may experience multiple
forms of discrimination and disadvantage based on their intersecting
identities, is crucial to understanding the complexity of gender equality.
In the workplace, intersectionality plays a significant role in shaping
women's experiences and access to opportunities.
Research conducted by the Center for Work-Life Law at the University of
California, Hastings College of the Law[24], emphasizes the impact of
intersectionality on women's experiences in India. The study found that
women from marginalized communities, such as Dalit women or women from
tribal backgrounds, face compounded discrimination based on both gender and
caste. They often experience limited access to education, healthcare, and
employment opportunities, further exacerbating gender inequalities.
Statistical evidence supports the discussion on intersectionality. For
instance, data from the National Family Health Survey in India[25] reveals
disparities in educational attainment and employment rates based on
intersecting identities. The survey shows that women from marginalized
communities, such as Scheduled Castes and Scheduled Tribes, have lower
literacy rates and higher unemployment rates compared to women from higher
castes.
Understanding intersectionality is essential for formulating comprehensive
policies and interventions that address the specific challenges faced by
different groups of women. By recognizing the diverse experiences and needs
of women, organizations and policymakers can develop inclusive strategies
that aim to uplift all women, regardless of their intersecting identities.
In conclusion, the examination of unconscious biases, organizational
culture, and intersectionality reveals significant challenges to gender
equality in the workplace. Real-world data and statistics from India
demonstrate the prevalence and impact of biases, systemic barriers, and
multiple forms of discrimination. However, there are opportunities for
improvement through strategies such as bias mitigation, inclusive policies,
and intersectional approaches. By addressing these challenges and embracing
diversity, organizations and society can foster a more equitable and
inclusive work environment.
The Economic Case for Gender Equality
- Gender Diversity and Organizational Performance
In recent years, there has been growing recognition of the positive
relationship between gender diversity and organizational performance.
Numerous studies have demonstrated that companies with diverse leadership
teams and a gender-balanced workforce tend to outperform their counterparts
in various performance metrics.
Research conducted by McKinsey & Company, a renowned global management
consulting firm, analyzed the financial performance of companies in India
and found a significant correlation between gender diversity and financial
outcomes. Their study, titled "Women Matter India, 2019"[26], revealed that
companies in the top quartile for gender diversity on their executive teams
were 25% more likely to have above-average profitability compared to
companies in the bottom quartile.
Furthermore, a report by Catalyst[27], a global nonprofit organization
focused on promoting inclusive workplaces, examined the financial
performance of Fortune 500 companies in the United States and revealed that
companies with a higher representation of women on their boards achieved, on
average, higher returns on sales and invested capital.
These findings highlight the business case for gender diversity, as
organizations benefit from a range of perspectives, insights, and skills
that women bring to the table. By leveraging a diverse talent pool,
companies can enhance innovation, decision-making, and problem-solving
processes.
- Economic Benefits of Gender Equality
Gender equality is not only a matter of social justice but also has
substantial economic benefits. The empowerment and inclusion of women in the
workforce can contribute significantly to economic growth and development.
According to a report by the International Monetary Fund (IMF)[28],
achieving gender equality in labor force participation could potentially
boost India's GDP by 27%. This demonstrates the immense economic potential
that lies in closing the gender gap in the labor market.
Moreover, a study by the McKinsey Global Institute estimates that bridging
the gender gap in India by 2025 could add $770 billion to the country's GDP,
representing a substantial economic uplift[29].
The World Bank's Women, Business and the Law database provides further
evidence of the economic benefits associated with gender equality[30]. Their
data indicate that economies with fewer legal gender disparities have higher
levels of female labor force participation, increased access to credit for
women entrepreneurs, and more favorable conditions for women's
entrepreneurship overall.
These statistics and reports highlight the economic advantages of promoting
gender equality in the workplace. By providing equal opportunities,
eliminating barriers, and harnessing the full potential of women, societies
can experience enhanced productivity, increased innovation, and sustainable
economic growth.
In conclusion, the economic case for gender equality is supported by
empirical evidence and data. The positive correlation between gender
diversity and organizational performance, as well as the potential economic
contributions of women, emphasize the importance of advancing gender
equality in the workplace. By fostering inclusive environments and
implementing policies that promote equal opportunities, societies can unlock
the economic benefits of gender equality, leading to a more prosperous and
equitable future for all.
Strengthening Implementation and Enforcement Mechanisms
- Monitoring and Reporting Systems
Effective monitoring and reporting systems are crucial for ensuring gender
equality in the workplace. It is essential to analyze existing mechanisms
and evaluate their strengths and limitations in capturing accurate data and
identifying areas of improvement.
For instance, according to the International Labour Organization's (ILO)
Global Wage Report 2020/21[31], only 45% of countries have data on the
gender wage gap, highlighting the limitations of monitoring systems in
capturing comprehensive data. Furthermore, the ILO's Women at Work: Trends
2021 report[32] reveals that 76% of countries lack data on key dimensions of
gender equality in the workplace, such as maternity and paternity leave
provisions, making it challenging to identify gaps and measure progress.
To enhance the effectiveness of monitoring and reporting systems, strategies
can be proposed based on best practices. For example, Sweden's
Gender-Responsive Budgeting initiative [33]has been successful in
incorporating gender considerations into budgetary planning, leading to more
targeted policies and improved monitoring of gender equality outcomes. By
highlighting such examples and the positive impact they have had, the
importance of strengthening monitoring and reporting systems becomes
evident.
- Penalties and Remedies for Non-Compliance
Penalties and remedies play a crucial role in enforcing gender equality
regulations and ensuring accountability. It is important to explore the
available legal provisions and assess their effectiveness in deterring
violations.
Research conducted by the European Institute for Gender Equality (EIGE)[34]
indicates that countries with stronger penalties for gender-based
discrimination tend to have lower levels of discriminatory practices in the
workplace. For instance, in Iceland, the Equal Pay Standard [35]requires
employers to undergo regular audits and rectify any gender pay gaps, with
penalties imposed for non-compliance. As a result, Iceland has made
significant progress in closing the gender wage gap.
Additionally, remedies for non-compliance can contribute to improving gender
equality. The introduction of mandatory anti-discrimination training
programs, as implemented in Australia's Workplace Gender Equality Act[36],
has been effective in raising awareness, preventing discrimination, and
promoting a culture of equality in organizations.
By utilizing real-world examples and statistical data, such as the reduction
in gender pay gaps or the decrease in discrimination complaints following
the implementation of penalties and remedies, the importance of these
enforcement measures in achieving gender equality can be substantiated.
- Collaboration and Stakeholder Engagement
Collaboration between stakeholders is essential for advancing gender
equality in the workplace. Governments, employers, unions, and civil society
organizations must work together to create a conducive environment for
gender equality.
Research conducted by McKinsey & Company and LeanIn.Org in their "Women in
the Workplace" annual reports[37] demonstrates the positive impact of
collaboration and stakeholder engagement. These reports provide insights
into successful initiatives undertaken by companies and organizations to
promote gender equality, such as mentorship programs, diversity task forces,
and partnerships with external organizations. By citing these reports and
their findings, the importance of collaboration in driving progress can be
highlighted.
For instance, the Catalyst Accord in Canada[38] brings together
organizations committed to advancing gender diversity and inclusion. Through
shared knowledge, resources, and collective efforts, the Accord has
facilitated meaningful change in promoting gender equality in Canadian
workplaces.
In conclusion, this chapter has examined the importance of strengthening
implementation and enforcement mechanisms for advancing gender equality in
the workplace. By utilizing real data and examples, the significance of
monitoring and reporting systems, penalties and remedies, as well as
collaboration and stakeholder engagement, has been demonstrated. These
mechanisms pave the way for effective implementation of labor laws that
strengthen women's rights and contribute to advancing gender equality in the
workplace.
Conclusion
- Summary of Key Findings
Throughout this research paper, we have explored various aspects of
advancing gender equality in the workplace and strengthening women's rights
through labor law. The key findings from each chapter provide valuable
insights into the current state of gender disparities, the role of labor
law, challenges and opportunities, the economic case, and mechanisms for
implementation and enforcement. These findings collectively highlight the
urgency and importance of addressing gender inequality in the workplace.
In Chapter 2, we examined the gender wage gap, and data from the Annual
Report on Wages in India (2020-21) revealed that women in India earn
approximately 19% less than men, indicating a significant disparity.
Occupational segregation, as discussed in Chapter 2.2, remains a challenge,
and according to the Periodic Labour Force Survey (PLFS) 2019-20, women's
participation in specific industries, such as technology and engineering,
remains low.
Chapter 3 emphasized the significance of anti-discrimination laws and
policies. The Equal Remuneration Act of 1976 in India provides a legal
framework to address gender-based wage discrimination. Maternity leave and
work-life balance, discussed in Chapter 3.2, have seen improvements with the
introduction of the Maternity Benefit (Amendment) Act in 2017, which
extended the duration of maternity leave to 26 weeks.
Workplace harassment regulations, explored in Chapter 3.3, gained momentum
with the introduction of the Sexual Harassment of Women at Workplace
(Prevention, Prohibition and Redressal) Act in 2013. However, data from the
National Crime Records Bureau (NCRB) indicates that incidents of workplace
harassment continue to persist, underscoring the need for stronger
enforcement and awareness.
Chapter 4 shed light on unconscious bias and stereotypes, which have a
profound impact on gender equality. The Global Gender Gap Report 2021 by the
World Economic Forum ranks India 140th out of 156 countries, highlighting
the persistence of gender-based biases and stereotypes. Organizational
culture and practices, as discussed in Chapter 4.2, have a significant role
in perpetuating or dismantling gender disparities. Studies, such as the
McKinsey report "Delivering through Diversity," emphasize that companies
with diverse leadership teams outperform those with homogeneous ones.
Intersectionality and multiple discrimination, as explored in Chapter 4.3,
demonstrate the complex interplay between gender and other social
identities. The National Family Health Survey (NFHS-4) in India reveals that
women from marginalized communities, such as Dalit and Adivasi women, face
compounded forms of discrimination, further exacerbating gender
inequalities.
Chapter 5 underscored the economic case for gender equality, backed by data
and statistics. A study by the McKinsey Global Institute estimates that
India could add $770 billion to its GDP by 2025 by advancing gender equality
in the workplace. The Women, Business and the Law database by the World Bank
highlighted that legal gender disparities in India have narrowed, with
improvements in areas such as starting a business and accessing credit.
- Key Takeaways
From the comprehensive analysis conducted in this research paper, several
key takeaways can be derived:
- Gender equality in the workplace is significant for promoting women's rights.
- Existing gender disparities impact women's rights and necessitate action through labor law.
- The gender wage gap persists, influenced by factors like occupational segregation and discrimination.
- Occupational segregation and limited career progression hinder women's advancement.
- Anti-discrimination laws and policies aim to prevent gender-based discrimination.
- Maternity leave and work-life balance policies contribute to gender equality.
- Workplace harassment regulations are essential for addressing gender inequality.
- Unconscious bias and stereotypes influence gender equality in the workplace.
- Organizational culture and practices can contribute to gender disparities.
- Intersectionality and multiple discrimination affect women's experiences.
- Gender diversity positively impacts organizational performance.
- Gender equality has significant economic benefits.
- Effective monitoring and reporting systems are crucial for gender equality.
- Penalties and remedies for non-compliance play a significant role in enforcement.
- Collaboration and stakeholder engagement are vital for advancing gender equality.
- Implications and Recommendations
The findings of this research have significant implications for policymakers,
organizations, and society at large. To address gender disparities effectively,
policymakers should consider strengthening existing labor laws and implementing
comprehensive measures to combat discrimination and promote gender equality.
Organizations should prioritize diversity and inclusion, fostering inclusive
cultures that empower women and dismantle barriers to their advancement.
Recommendations include the need for continuous monitoring and evaluation of
gender equality initiatives, robust enforcement mechanisms, and regular data
collection to measure progress. Incentivizing gender equality practices and
providing support to small and medium-sized enterprises (SMEs) can facilitate
their active participation in advancing gender equality.
Furthermore, awareness campaigns and educational programs can help challenge
gender stereotypes and biases, fostering a more inclusive society. Collaboration
among stakeholders, including government agencies, employers, trade unions, and
civil society organizations, is crucial to drive collective action and share
best practices.
In conclusion, this research highlights the importance of advancing gender
equality in the workplace and strengthening women's rights through labor law.
Real-world data and statistics from India substantiate the findings and
underscore the urgency of addressing gender disparities. By implementing the
recommended measures and sustaining efforts, we can pave the way for a more
inclusive, equitable, and prosperous society.
End-Notes:
- World Economic Forum, Global Gender Gap Report 2021, available at http://www3.weforum.org/docs/WEF_GGGR_2021.pdf (Visited on June 15, 2023).
- National Statistical Office, Ministry of Statistics and Programme Implementation, Government of India. (2020). Periodic Labour Force Survey 2019-20. Available at https://mospi.gov.in/sites/default/files/publication_reports/Annual_Report_PLFS_2019-20_English_27nov2020.pdf (Visited on June 15, 2023).
- World Economic Forum. (2021). Global Gender Gap Report 2021. Available at http://www3.weforum.org/docs/WEF_GGGR_2021.pdf (Visited on June 15, 2023).
- Supra note 2
- Peterson, G., & Morgan, L. A. (1995). Separate and Unequal: Occupation-Establishment Sex Segregation and the Gender Wage Gap. American Journal of Sociology, 101(2), 329-365. doi:10.1086/230726 (Visited on June 15, 2023).
- National Sample Survey Office, Ministry of Statistics and Programme Implementation, Government of India. (2019). Periodic Labour Force Survey (PLFS) 2018-19. Available at https://mospi.gov.in/sites/default/files/publication_reports/nss_plfs_report_no_575_30june20.pdf (Visited on June 15, 2023).
- Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty's subtle gender biases favor male students. Proceedings of the National Academy of Sciences, 109(41), 16474-16479. doi:10.1073/pnas.1211286109 (Visited on June 15, 2023).
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- The Equal Remuneration Act, 1976 (Act 25 of 1976).
- The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Act 14 of 2013).
- (1997) 6 SCC 241
- The Maternity Benefit Act, 1961 (Act 53 of 1961).
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- Supra note 11, at 8.
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- Davenport, T., & Smith, H. (2021). Reducing Gender Bias in Recruitment. McKinsey & Company, Available at https://www.mckinsey.com/business-functions/organization/our-insights/reducing-gender-bias-in-recruitment#. (Visited on June 15, 2023)
- International Labour Organization. (2017). Maternity and Paternity at Work: Law and Practice Across the World. Available at https://www.ilo.org/wcmsp5/groups/public/---dgreports/---dcomm/---publ/documents/publication/wcms_245631.pdf. (Visited on June 15, 2023).
- Hindustan Unilever. (n.d.). Creating a Gender-Inclusive Culture. Available
at https://www.hul.co.in/careers/careers-news/detail/creating-a-gender-inclusive-culture.html.
(Visited on June 15, 2023).
- Center for Work-Life Law. (2014). Vulnerability Amplified: Intersection of Gender, Caste, and Law in India. Available at https://worklifelaw.org/publications/Intersectionality-Gender-Caste-Law-India-2014.pdf. Visited on June 15, 2023.
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Award Winning Article Is Written By: Ms.Shraddha Goyal
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