Gender Discrimination in the workplace
Source: http://www.pewresearch.org
In today’s workplace, gender discrimination remains a pressing issue that far too many still experience firsthand. According to the Chartered Management Institute (CMI), more than 40% of women say they’ve faced gender discrimination during their careers. Even more revealing, four out of five employees admit they’ve witnessed gender discrimination occur around them.
That means most people aren’t just hearing about inequality — they’re seeing it unfold in real time. Yet many stay silent. Whether out of fear, indifference, or uncertainty, that silence allows unfair systems and outdated behaviors to thrive. Real change begins when people speak up, share their experiences, and refuse to let discrimination go unchecked.
Gender inequality in the workplace can show up in countless ways: unequal pay, restrictive dress codes, biased promotion policies, or even subtle double standards in performance expectations. But every instance — no matter how small it may seem — chips away at a person’s sense of belonging and self-worth.
In an interview with Lizette Gregg, she reflected on her own experience working at Hollister and the frustrating double standards she and other women faced.
“I was working at Hollister, and only the guys were allowed to wear the swimwear, but the females weren’t,” she recalled. “That really upset a lot of the girls because the guys could walk around shirtless, but the girls couldn’t wear their bikini tops. I personally wouldn’t have worn mine anyway, but for the others, it was unfair — and rightfully so. They complained to management, and eventually, changes were made. Both genders were allowed to wear the swimwear, but men had to wear shirts and women had to have a cover-up over their tops. They also had issues refusing to make plus sizes for women but had them for men.”
This story highlights an important truth: change doesn’t happen until people demand it. Once Lizette and her coworkers raised their voices, the company was forced to reevaluate its policies — proving that progress starts with collective courage.
But the fight for fairness has been a long one. As Beverly Knight reflected in her own interview, “It wasn’t like how it is now where you can sue.” Those words serve as a reminder of how much harder it once was for women to hold companies accountable. In the 1980s, reporting discrimination often meant risking your job — or your reputation.
Today, there are more protections, more awareness, and more conversations happening about gender equality than ever before. Yet, statistics show that inequality still persists in new and familiar ways. The challenge isn’t just recognizing discrimination — it’s actively dismantling the culture that allows it to continue.
At its core, gender equality is not just a women’s issue; it’s a workplace issue. When employees of all genders are treated with respect, given equal opportunities, and supported to reach their full potential, everyone wins. Productivity improves. Morale strengthens. And companies earn reputations as fair, progressive places to work.
Silence only protects the problem. But speaking up — like Lizette and so many others have — is what moves us toward lasting change. The goal isn’t perfection; it’s progress. And that progress begins by shining a light on what too many have kept in the dark for far too long.