Dr Marianne Doubell
Abstract
Attention to equality legislation and policies burgeoned following the publication of the United Nations Sustainable Development Goals (UNSDGs). The inclusion of SDG 5, relating to gender equality and empowerment, paved the way for scrutinising not only the role of inclusion in the creation of a sustainable future, but also the multifaceted damage caused by inequality.
The purpose of the research was to determine the scope of variables active in the formation of implicit bias in the workplace. The study was motivated by evidence of the negative impact of gender inequality on the achievement of the SDGs. Research furthermore pointed to the benefits of gender equality and social inclusion (GESI) in climate adaptation. The research design was exploratory given the complex nature of hidden barriers and implicit bias in the workplace. The research paradigm for the primary research was quantitative. A self-administered web-based questionnaire was utilised for gathering information from participant business chambers on perceptions of gender-related workplace matters. The main quantitative findings showed a low variance for gendered perceptions of skills, abilities, and behaviours. The mean scores for women were generally higher, except for risk taking and control over emotions. Findings from F-tests for statistical significance and Cohen’s d for effect size correlated, with only the factor relating to teamwork showing both statistical significance and the highest effect size. Findings from open-ended questions were mostly positive but alluded to the need for managers to be more discernible in driving change. This study contributes to the field of implicit gender bias and its effect on creating a sustainable future, inclusive of a sustainable economy that fosters economic growth.
The purpose of the research was to determine the scope of variables active in the formation of implicit bias in the workplace. The study was motivated by evidence of the negative impact of gender inequality on the achievement of the SDGs. Research furthermore pointed to the benefits of gender equality and social inclusion (GESI) in climate adaptation. The research design was exploratory given the complex nature of hidden barriers and implicit bias in the workplace. The research paradigm for the primary research was quantitative. A self-administered web-based questionnaire was utilised for gathering information from participant business chambers on perceptions of gender-related workplace matters. The main quantitative findings showed a low variance for gendered perceptions of skills, abilities, and behaviours. The mean scores for women were generally higher, except for risk taking and control over emotions. Findings from F-tests for statistical significance and Cohen’s d for effect size correlated, with only the factor relating to teamwork showing both statistical significance and the highest effect size. Findings from open-ended questions were mostly positive but alluded to the need for managers to be more discernible in driving change. This study contributes to the field of implicit gender bias and its effect on creating a sustainable future, inclusive of a sustainable economy that fosters economic growth.