Gender Biases in Recruitment& Selection

GENDER BIASES IN RECURITEMENT AND SELECTION

SUBMITTED BY

SAROSH ANJUM (2007-1-72-8181)

TABLE OF CONTENTS

LETTER OF TRANSMITTAL 1
EXECUTIVE SUMMARY 2
PROBLEM STATEMENT 3
INTRODUCTION 3 DEFINITION OF GENDER BIASES 3 WORKING WOMEN IN PAKISTAN 3 GENDER BIASES IN PAKISTAN 4 WOMEN IN JOB MARKET 4
METHODOLOGY 6 PURPOSE 6 SAMPLE 6 MEASURE 6 STATISTICAL ANALYSIS 7 PROCEDURE 8 RESULTS 8
CONCLUSION 14
RECOMMENDATIONS 15
REFERENCES 17
APPENDIX 18

LETTER OF TRANSMITTAL

December 18, 2008

Institute of Business Management
Karachi

Dear Ms. Javed

The attached report requested by Ms. Samra Javed to identify whether gender biases are occurring in recruitment and selection in Pakistan or not.

This report over views

➢ The factors behind gender biases in recruitment and selection. ➢ The benefits organizations are getting from this practice. ➢ This practice is lowering the morale of the males and is increasing the crime rate.

Primary research is consisted of the survey; the questionnaire is filled by the working class of different professions at different management levels. The secondary researches are the journals and writings available in internet (mentioned in the references).

We would be pleased to discuss the report at your request and we thank you for delegating this task to us.

Sincerely,
Sarosh Anjum

EXECUTIVE SUMMARY

The purpose of this report is to investigate the percentage of the gender biases in the job market of Karachi during recruitment and selection through the survey, to draw conclusions, and to recommend solutions to this serious issue. This report also discuss the factors behind this, benefits the organizations are getting from practicing this, either doing this practice companies can achieve better results or not, effects on the males and how we can remove it. According to males females are not competitive that’s why the gender biases are occurring. Also females are good looking and can easily convince the customers (if the job is marketing based), they are happy in less salary, few fringe benefits and do not want job rotation are also some independent variables of this issue. The questionnaire is used for this research. These questionnaires are filled by the fifty-two (thirty-four females and eighteen males) employees of different organizations, professions and ranks. This study also contains some of the interesting opinions of these employees and their experiences regarding gender biases. For results percentages are calculated for each question. This study concludes that yes gender biases are occurring but it is associated with some professions not all. Merit based selection should be used to lessen gender biases in recruitment and selection.

PROBLEM STATEMENT

The purpose of this report is to investigate the percentage of the gender biases in the job market of Karachi through the survey, to draw conclusions, and to recommend solutions to this serious issue.

INTRODUCTION

Gender bias is a prejudicial stance towards males or females.

Definition of Gender Biases:

Gender is defined by the American Heritage Dictionary as "classification of sex." According to this same source, bias is defined as "preference or inclination that inhibits impartiality; prejudice" (American Heritage Dictionary 1983). Thus gender bias is separation of gender in a way which prefers one sex over the other.

“We all are involve in this practice sometimes intentionally and sometimes unintentionally”

Working women in Pakistan:

Pakistan is an Islamic country. It is also a male dominating society. According to Islam supporting the family and providing them with the basic needs of life lies on the shoulder of the men of the family. Gender bias is reinforced throughout adulthood as men retain economic and political power. In Pakistan there is social environment that never allows Pakistani women to come out and face the society bravely, women remain restricted to houses. In Pakistan sometimes women don’t want to do job or sometimes the males of the family make it an ego problem because of their own reasons. It may be their ego, religion factor, lack of proper education or the environment where they live is not good for the females to go out and earn some money for them and for their family in order to enjoy a better standard of living.

Gender Biases in Pakistan:

Earlier there was a small ratio of the working women in Pakistan, either they did not prefer to work or they did not have access to the opportunities. There was a serious need to ponder why these women did not want to work as to play a vital role in the country’s economic growth and why Pakistan’s more than half of the population was sitting sluggish in the homes. By chance we came across a thesis saying that women behind the men in houses have a role to play in GDP, there was need to research the ways how to include their participation in GDP.A lot of controversy prevailed in the country related to this problem, as there was a general perception that females were not given equal opportunities in the country in their professional careers.

Male chauvinism and less democratic societies promote gender biases.
Along with Pakistan, gender bias is a thorn in the flesh of more or less every social system, in one or other way. It has been always realized that women has been exploited, whatever they do get the jobs or not. There problems remain same. There is a general perception that after getting job all the financial and social problems are solved , however this has been exactly opposite in case of women. When men get jobs their problems are solved and when women get jobs their problems start.

Women in Job Market:

But with the dawn of new era women in Pakistan now of a better role to play in the prosperity and betterment of not only themselves but also Pakistan. Now the females are more educated, a little bit independent in decision making, have confidence in themselves and are career ambitious. They have now many role models. They want to do something. They want to make fame and name. They don’t want to sit idle at homes. They want to share the financial problems with the males of their family for better life style. More or less women are now almost in every field which men used to dominate.

"No nation can rise to the height of glory unless your women are side by side with you; we are victims of evil customs. It is a crime against humanity that our women are shut up within the four walls of the houses as prisoners. There is no sanction anywhere for the deplorable condition in which our women have to live." (Mohammad Ali Jinnah, 1944)
Following are the reasons that provide a rational ground for women to seek jobs:

➢ Inflation rate is very high and males alone cannot run the house. ➢ Recent government policies gave opportunities to the women in job market. ➢ Women are getting professional education to get better jobs. ➢ Media is also playing vital role, it modernizing the thinking of society that there is no harm in doing job.

Due to all this these reasons females seek jobs and now the job market is filled with the females. Looking at this scenario one might think that poor women are the ones facing gender biases but this is not the case it is the male population who are the target of gender biases. The problem is not solved yet. Government and nongovernmental organizations must continue social and political efforts to ensure gender equality, provide better opportunities for both genders. A lot of controversy prevails in the country related to this problem, as there is a general perception that females are not given equal opportunities in their professional careers. To find out more on the issue we conducted a detailed survey among men and women of diverse background, working in different organizations, getting their perception and views on the related issue. A sample of 52 was selected in which males and females of different age, education and professions were asked different questions, which reflected some interesting answers. These will be discussed and analyzed in detail later in the report.

METHODOLOGY

PURPOSE:

The aim of this report is to find that whether gender biases is occurring in recruitment and selection process, what are the causes of this biases and how can we lessen this. This study finds out the following hypotheses:

H1: Gender biases are occurring because females are not competitive.
H2: Females do not want job rotation which results gender biases.
H3: Females can easily convince the customers (if job is marketing base) which results in gender biases
H4: Gender biases are occurring because females are happy in less salary and few fringe benefits.
H5: Gender biases are occurring due to recent government policies.
H6: Males are not loyal, hardworking and obedient which causes gender biases.

SAMPLE:

This sample consists of “52” research participants i.e. “34” females and “18” males. Research participants were of different ages ranging from 20-41 and above. Some of the participants were of working class. Most of them were both students and employees.

MEASURE:

We have used questionnaires to find out how much gender biases in recruitment and selection in Pakistan exists particularly in Karachi. This questionnaire consists of 12 multiple choice questions, 4 dichotomous questions. Rating scale is used only in 1 question. An open ended question is used to obtain opinions and comments of different people regarding this issue (see Appendix and Table 1 & 2).

Questions 1-4 were designed to know the demographics of the participants.

Question 1: age
Question 2: gender
Question 3: education
Question 4: profession

Questions 5-8 were designed to investigate about the first interview for job.

Question 5: experience of your very first interview
Question 6: result of interview
Question 7: interviewer biases
Question 8: type of biases

Question 9-18 was designed for gender biases.

Question 9: professions which are involved in gender biases
Question 10 & 11: factors of gender biases
Question 12: post/ position
Question 13: to confirm that organizations are getting any benefit
Question 14: benefits that organizations get
Question 15: effects of gender biases
Question 16: preference of females
Question 17: solution of gender biases
Question 18: comments (open ended question)

STATISTICAL ANALYSIS:

After data collection results were analyzed by using percentages and tables. Mostly both the genders have same opinion but in some points they do not agree with each other for that we calculated separate percentages for both.

PROCEDURE:

We conducted a survey using questionnaires with individuals living in Karachi regarding gender biases in recruitment and selection. We went to different organizations such as banks, universities etc.
We made a questionnaire after reviewing the literature. A consent form was also provided with it. All the participants were to participate in this research on their own choice.

RESULTS:

TABLE 1

| |OPTIONS |OPTIONS DESCRIPTION |# | % |
|QUESTIONS | | |OF VOTES | |
| How was your experience when you first appeared for |a |positive |39 |75.00% |
|your professional interview? | | | | |
| | | | | |
| |b |average |13 |25.00% |
| |c |negative |0 |0.00% |
| | | | | |
|Did you qualify for that job? |a |yes |46 |88.46% |
| |b |no |6 |11.54% |
| |c |other |0 |0.00% |
|Do you think the interviewer was bias? |FEMALES | | | |
| | | | | |
| |a |yes |11 |32.35% |
| |b |no |22 |64.71% |
| |c |other |1 |2.94% |
| |MALES | | | |
| |a |Yes |1 |6% |
| |b |No |15 |94% |
| |c |others |0 |0% |
|What sort of biases was there? |a |gender |4 |31% |
| |b |qualification |3 |23% |
| |c |institute |2 |15% |
| | | | | |
| |d |personal source/status |2 |15% |
| |e |other |2 |15% |
|Why the interviewer may become gender bias? Because |FEMALES | | | |
|females are: | | | | |
| | | | | |
| |a |good looking |12 |35.29% |
| |b |obedient |5 |14.71% |
| |c |hardworking |8 |23.53% |
| |d |convincing |6 |17.65% |
| |e |others |3 |8.82% |
| |MALES | | | |
| |a |good looking |14 |78% |
| |b |obedient |0 |0% |
| |c |hardworking |0 |0% |
| |d |convincing |2 |11% |
| |e |others |2 |11% |
|Why males are being overlooked? |FEMALES | | | |
| |a |not loyal |4 |12% |
| |b |not good educated |1 |3% |
| |c |not hardworking |15 |44% |
| |d |cannot convince the customers |6 |18% |
| |e |other |8 |24% |
| |MALES | | | |
| |a |not loyal |4 |22% |
| |b |not good educated |2 |11% |
| |c |not hardworking |0 |0% |
| |d |cannot convince the customers |7 |39% |
| |e |other |5 |28% |
|Which position/post the interviewer may become gender|a |secretary |34 |65% |
|bias? | | | | |
| | | | | |
| | | | | |
| |b |HR post |5 |10% |
| |c |sales personnel |11 |21% |
| |d |DJs |2 |4% |
| |e |others |0 |0% |
|Do you think the presence of female personnel can |a |yes |13 |38.24% |
|help the organization to achieve better results? | | | | |
| | | | | |
| |b |no |11 |32.35% |
| |c |some how |28 |82.35% |
|What benefit the organization get to hire the female |a |they are happy in less salary |22 |42% |
|personnel? | | | | |
| |b |happy in fewer fringe benefits |9 |17% |
| |c |do not want job rotation |12 |23% |
| |d |other |9 |17% |
|Do you think the gender biases can affect the males? |a |their morale may decrease |34 |65.38% |
| |b |it can increase crime rate |7 |13.46% |
| |c |they may commit suicide |2 |3.85% |
| |d |others |3 |5.77% |
| |e |no affect |6 |11.54% |
| Do you think the presence of female staff can help |a |yes |21 |61.76% |
|the organization to achieve better results? | | | | |
| |b |no |16 |47.06% |
| |c |may be |15 |44.12% |
| How we can lessen the gender biases? |a |merit based selection |44 |85% |
| |b |online interview |7 |13% |
| |c |other |1 |2% |

TABLE 2
|Question |Rank |Profession |Sum of rank |
|Ranking of professions (1 being the highest and 7 |FEMALES | | |
|being the lowest) | | | |
| |1 |telemarketing |95 |
| |2 |media |100 |
| |3 |airline |124 |
| |4 |banking/insurance |136 |
| |5 |hotel management |142 |
| |6 |FMCG |155 |
| |7 |education |198 |
| |MALES | | |
| |1 |education |55 |
| |2 |media |61 |
| |3 |hotel management |68 |
| |4 |banking/insurance |71 |
| |5 |telemarketing |72 |
| |6 |airline |79 |
| |7 |FMCG |82 |

CONCLUSION

Our purpose in writing this report was to identify that whether or not gender biases are occurring in the process of selection and recruitment particularly in Karachi. We found that the men are facing gender biases more than women and how these biases are affecting them psychologically.Companies and recruitment professionals need to see the bigger picture and prioritize skills and experience over gender when seeking to fill important job titles. It is often the case that women are discriminated in one place, but not in another place. Discrimination is reflected in salaries, males are earning more than females, even of the same post. Why this discrimination is occurring even now when the nations are more educated and civilized?

➢ We concluded from our research that gender biases occur in our country because we have a male dominating society. Males usually tend to have a soft corner for women and there is also an element of physical attraction. ➢ Males are overlooked because they are not loyal. Most of them are not hardworking and obedient. They also cannot convince the customers. ➢ An interviewer may become gender bias because of physical appearance e.g. if they are good looking they are more preferred. ➢ Instead of this females are more obedient and hardworking. ➢ An organization gets many benefits by hiring females because most females are found to be more duty conscientious. ➢ Some female personnel are happy in few fringe benefits and they also do not want a job rotation. ➢ Gender biases should be eradicated because it may decrease the morale of males and increase the crime rate. ➢ It can lessen by the merit based selection. ➢ It is good to get more females in job market and they do tend to make the working ambience better but it should not be at the expense of better qualified males.

RECOMMENDATIONS

The researchers of this study and the previous studies have suggested some points through which the gender biases in recruitment and selection can easily be removed.

Previous study suggested:

The previous study recommendations are from the reference number 1 and 2 (see References).

➢ The recruitment and selection process should be consistent; with each candidate being objectively assessed against the justifiable requirements of the job.

➢ Only factors which are relevant to the job should be considered.

➢ A standardized scoring system should be devised and used throughout.

➢ Advertisements should make it clear that women and men can apply.

➢ All applicants should be treated equally in selection for a post and no advertisement should imply otherwise.

This study suggests:

➢ Interview panels should have female and male members; if this is not possible from within, the organization should consider bringing in a suitable outsider.

➢ All criteria should be strictly job-related.

➢ All interviews should be structured and systematic.

➢ All interview questions should be objective and relevant to the requirements of the job.

➢ More than one person should be involved in short listing candidates.

➢ Personal questions should not be asked.

➢ Use of devices that can test the biological emotion active cells of interviewer that attracts to a particular (opposite) gender, if any such device is available.

➢ Merit based selection can remove the gender biases.

➢ Personal communication skills, academic qualifications and previous job experience are also important when seeking employment.

➢ There must be a monitoring committee, who monitors all the process of recruitment and selection. Monitoring committee should have both males and females.

REFERENCES

1. Rabea Ataya, Gender bias a major problem in Middle East recruitment, retrieved December 4, 2008, from website: http://www.bayt.com

2. Information and Advice Department Equality Commission for Northern Ireland, February 2003, Removing Sex Bias from Recruitment and Selection: A Code of Practice – published by the former Equal Opportunities Commission for Northern Ireland, 1995, retrieved December 6, 2008, http://www.equalityni.org

3. Cao Li, Shanghai: Sex bias exists in local job market ,China Daily, Shangai

4. Technology Gender Gap Develops While Gaps in Math and Science Narrow, 1998

APPENDIX

CONSENT TO PARTICIPATE IN RESEARCH STUDY

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Title of the study: Gender Biases in Recruitment & Selection
Investigators: Sarosh Anjum, Anum Munir, Nasir Memon, Abdul Basit
Study contact email: Hogan_basit@hotmail.com[pic]

Why research studies are important?

Research studies are designed to obtain new knowledge. This new information may help people in the future. You may not receive any direct benefit from being in the research study.

Details about this study are discussed below. It is important that you understand this information so that you can make an informed choice about being in this research study. You will be given a copy of consent form. You can ask any questions regarding this survey at any time.

What is the purpose of this study?

The purpose of this study is to understand better about the gender biases in recruitment & selection in Pakistan. How much this biases exists in Pakistan?

What are the possible benefits from being in this study?

We will come to know that why the gender biases is increasing in recruitment & selection process, what are the factors behind this, and how we can overcome this serious issue.

How long you will part in this study last?

You participation in this questionnaire will last approximately 7 minutes.

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Participant Agreement:

I have read the information provided above. I voluntarily agree to participate in this research study.

Signature of research participant
A SURVEY BY
INSTITUTE OF BUSINESS MANAGEMENT’S
STUDENTS REGARDING
GENDER BIASNES IN RECRUITMENT AND SELECTION

1) Age a. 20-25 b. 26-30 c. 31-40 d. 41-above

2) Gender

a. male b. female

3) Education a. under graduation b. graduation c. masters d. other: please specify

4) Profession

5) How was your experience when you first appeared for your professional interview?

a. positive b. average c. negative

6) Did you qualify for that job?

a. yes b. no c. other: please specify

7) Do you think the interviewer was bias? If no then skip Q8

a. yes b. no c. other: please specify

8) What sort of biases was?

a. gender b. qualification c. institute d. personal source/ status e. other: please specify

9) In which profession do you think the interviewer may become gender bias?
Rank 1 being the highest & 7 being the lowest

-Media -Banking / insurance - Telemarketing - FMCG - Education - Hotel Management - Airline

10) Why the interviewer may become gender bias? Because females are:

a. good looking b. obedient c. hardworking d. convincing e. others:

11) Why are males being overlooked?

a. not loyal b. not good educated c. not hardworking d. cannot convince the customers e. other: please specify

12) Which position/post the interviewer may become gender bias?

a. secretary b. HR posts c. Sales personnel d. DJs e. others:

13) Do you think the presence of female personnel can help the organization to achieve better results? a. yes b. no c. some how

14) What benefit the organization get to hire the female personnel?

a. they are happy in less salary b. happy in fewer fringe benefits c. do not want job rotation d. other: please specify

15) Do you think this gender biases can affect the males?

a. their morale may decrease b. it can increase crime rate c. they may commit suicide d. others: e. no affect

16) Do you think the females are more preferred in job market?

a. yes b. no c. may be

17) How we can lessen the gender biases?

a. merit based selection b. online interview c. other: please specify

18) Any comment regarding this issue

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Thank You[pic]

References: 4. Technology Gender Gap Develops While Gaps in Math and Science Narrow, 1998 APPENDIX