Work is an activity that we’re not only needed to earn a living, but also to practice the ability to interact with others as social beings. A safe and pleasant work environment can bring us to a better job. But, little did we know that gender inequality in the workplace has been a persistent issue that has garnered widespread attention in recent years. Despite advancements in gender equality and diversity initiatives, there are still significant barriers that prevent women from reaching leadership positions and breaking the proverbial "glass ceiling." In this article, we will explore the various aspects of gender inequality in the workplace, including its causes, consequences, and potential solutions.


By August 2021, Tingkat Partisipasi Angkatan Kerja (TPAK) showed that the amount of male labor is 82,27%, while female labor is only 53,34% In Indonesia. These numbers represent the patriarchal culture that is still inherent in Indonesian society. Gender inequality in the number of workers is an invisible barrier, yet impenetrable. Just like a “glass ceiling”. Glass ceiling refers to a barrier that prevents certain groups, especially women and minorities, from advancing in their careers, despite having the necessary qualifications and abilities. For example, in leadership. 


Understanding the Root Causes of Glass Ceiling


Gender inequality in the workplace can be attributed to a variety of factors, including societal stereotypes, unconscious bias, people preference, and social interaction. Societal stereotypes play a significant role in shaping perceptions of gender roles in the workplace. Traditional gender norms often dictate that women are better suited for caregiving roles, while men are expected to be assertive and competitive in leadership positions. These stereotypes can create bias and prejudice against women, leading to unfair treatment and limited opportunities for advancement. 


Unconscious bias, which refers to the implicit biases that individuals hold towards certain groups, can also contribute to gender inequality in the workplace. These biases can affect decision-making processes, such as hiring, promotion, and compensation, and may result in women being overlooked or undervalued in comparison to their male counterparts.


There is a conflict between taking care of children and work after women becoming mothers. People's preferences make them believe that women can’t do their job at their best. Also, insecurities that women feel when they have to lead a team with a majority of male members make it harder for women to actualize themselves in a higher position, which leads them to a bad social interaction. 


Consequences of Gender Inequality in the Workplace


Gender inequality in the workplace has far-reaching consequences for individuals, organizations, and society as a whole. For individuals, it can result in lower job satisfaction, limited career opportunities, decreased financial security, and increased stress and burnout. Women, in particular, may face additional challenges such as the motherhood penalty, where they may experience reduced earnings and career setbacks after becoming mothers.


From a societal perspective, gender inequality in the workplace perpetuates harmful stereotypes, reinforces societal norms, and contributes to the perpetuation of gender-based discrimination and violence. It also results in a loss of talent and potential, as women are discouraged from pursuing their full potential in the workplace, which hinders economic growth and development.


Potential Solutions to Gender Inequality in the Workplace


Addressing gender inequality in the workplace requires multi-faceted solutions that address the underlying causes and promote systemic change. Here are some potential solutions:


  1. Promoting diversity and inclusion: Organizations need to create a culture that values diversity and actively promotes inclusion. This includes ensuring equal representation of women at all levels of the organization, implementing policies that promote work-life balance, and fostering a supportive and inclusive work environment where everyone feels valued and respected.
  2. Eliminating unconscious bias: Organizations should provide training and education on unconscious