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• Gender Equality Essay

Introduction to Gender Equality

In a society, everyone has the right to lead his/her life accordingly without any discrimination. When this state is achieved where all individuals are considered to be equal irrespective of their caste, gender, colour, profession, and status, we call it equality. Equality can also be defined as the situation where every individual has the same rights and equal opportunity to grow and prosper. 

Every individual of society dreams for equal rights and access to resources available at their disposal, but there is a lot of discrimination. This discrimination can be due to cultural differences, geographical differences, the colour of the individual, social status and even gender. The most prevalent discrimination is gender inequality. It is not a localised issue and is limited to only certain spheres of life but is prevalent across the globe. Even in progressive societies and top organisations, we can see many examples of gender bias. 

Gender equality can only be achieved when both male and female individuals are treated similarly. But discrimination is a social menace that creates division. We stop being together and stand together to tackle our problems. This social stigma has been creeping into the underbelly of all of society for many centuries. This has also been witnessed in gender-based cases. Gender inequality is the thing of the past as both men and women are creating history in all segments together.

Gender Equality builds a Nation

In this century, women and men enjoy the same privileges. The perception is changing slowly but steadily. People are now becoming more aware of their rights and what they can do in a free society. It has been found that when women and men hold the same position and participate equally, society progresses exclusively and creates a landmark. When a community reaches gender equality, everyone enjoys the same privileges and gets similar scopes in education, health, occupation, and political aspect. Even in the family, when both male and female members are treated in the same way, it is the best place to grow, learn, and add great value.

A nation needs to value every gender equally to progress at the right place. A society attains better development in all aspects when both genders are entitled to similar opportunities. Equal rights in decision making, health, politics, infrastructure, profession, etc will surely advance our society to a new level. The social stigma of women staying inside the house has changed. Nowadays, girls are equally competing with boys in school. They are also creating landmark development in their respective profession. Women are now seeking economic independence before they get married. It gives them the confidence to stand against oppression and make better decisions for themselves.

The age-old social structure dictated that women need to stay inside the home taking care of all when men go out to earn bread and butter. This has been practised for ages when the world outside was not safe. Now that the time has changed and we have successfully made our environment quite safer, women can step forward, get educated, pursue their passion, bring economic balance in their families, and share the weight of a family with men. This, in a cumulative way, will also make a country’s economy progress faster and better.

Methods to measure Gender Equality

Gender equality can be measured and a country’s growth can be traced by using the following methods.

Gender Development Index (GDI) is a gender-based calculation done similar to the Human Development Index. 

Gender Empowerment Measure (GEM) is a detailed calculation method of the percentage of female members in decision-making roles. 

Gender Equity Index (GEI) considers economic participation, education, and empowerment.

Global Gender Gap Index assesses the level of gender inequality present on the basis of four criteria: economic participation and opportunity, educational attainment, political empowerment, health and survival .

According to the Gender Gap Index (GGI), India ranks 140 among 156 participating countries. This denotes that the performance of India has fallen from the previous years, denoting negative growth in terms of closing the gender gap. In the current environment where equality and equal opportunities are considered supreme, this makes India be at a significant disadvantage.

Roadblocks to Gender Equality  

Indian society is still wrecked by such stigmas that dictate that women are meant to manage the home and stay indoors. This is being done for ages, leading to neglect of women in areas like education, health, wealth, and socio-economic fields. 

In addition to that, the dowry system is further crippling society. This ill practice had led to numerous female feticides. It has created a notion that girls are a burden on a family, which is one of the primary reasons a girl child cannot continue her education. Even if they excel in education and become independent, most of them are forced to quit their job as their income is considered a backup source, which is not fair. New-age women are not only independent, but they are confident too. The only thing they demand from society is support, which we should provide them.  

Along with dowry, there is one more burning issue that has a profound impact on women's growth. It is prevalent in all kinds of society and is known as violence. Violence against women is present in one or another form in public and private spaces. Sometimes, violence is accompanied by other burning issues such as exploitation, harassment, and trafficking, making the world unsafe for women. We must take steps to stop this and ensure a safe and healthy place for women.  

Poverty is also one of the major roadblocks towards gender equality. It has led to other malpractices such as child marriage, sale of children, trafficking and child labour, to name a few. Providing equal job opportunities and upliftment of people below the poverty line can help bring some checks onto this.

Initiative Towards Gender Equality

Any kind of discrimination acts as a roadblock in any nation’s growth, and a nation can only prosper when all its citizens have equal rights. Most of the developed countries has comparatively less gender discrimination and provide equal opportunity to both genders. Even the Indian government is taking multiple initiatives to cut down gender discrimination. 

They have initiated a social campaign called “Beti Bachao, Beti Padhao Yojana” to encourage the education of girl children. Besides this, the government runs multiple other schemes, such as the Women Helpline Scheme, UJJAWALA, National Mission for Empowerment of Women, etc., to generate awareness among the people. Moreover, as responsible citizens, it is our responsibility to spread knowledge on gender discrimination to create a beautiful world for wome n [1] [2] .

FAQs on Gender Equality Essay

1. What Makes Women Unequal to Men?

The social stigmas and beliefs that have been running deeply in the veins of all families make women unequal to men. Women are considered to be a burden by many families and are not provided with the same rights men enjoy in society. We are ill-informed regarding women’s rights and tend to continue age-old practices. This is made worse with social menaces such as the dowry system, child labor, child marriage, etc. Women can gather knowledge, get educated, and compete with men. This is sometimes quite threatening to the false patriarchal society.

2. How can We Promote Gender Equality?

Education is the prime measure to be taken to make society free from such menaces. When we teach our new generation regarding the best social practices and gender equal rights, we can eradicate such menaces aptly. Our society is ill-informed regarding gender equality and rights. Many policies have been designed and implemented by the government. As our country holds the second position in terms of population, it is hard to tackle these gender-based problems. It can only be erased from the deepest point by using education as the prime weapon.

3. Why should Women be Equal to Men?

Women might not be similar to men in terms of physical strength and physiological traits. Both are differently built biologically but they have the same brain and organs to function. Women these days are creating milestones that are changing society. They have traveled to space, running companies, creating history, and making everyone proud. Women are showing their capabilities in every phase and hence, they should be equal to men in all aspects.

4. Mention a few initiatives started by the Indian Government to enable gender equality.

The Indian government has initiated a social campaign called “Beti Bachao, Beti Padhao Yojana” to encourage girls’ education. Besides this, the government runs multiple other schemes, such as the  Women Helpline Scheme, UJJAWALA, National Mission for Empowerment of Women, etc., to generate awareness among the people.

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The future we expect: women’s health and gender equality

The World Health Organization (WHO), the United Nations Special Programme HRP and the United Nations University International Institute for Global Health ( UNU-IIGH ) in partnership with the British Medical Journal ( BMJ ), have today released a special series of papers on “Women’s Health and Gender Inequalities.”

There are 13 articles, written by 40 authors working together across institutions from 15 countries, at different stages of their career.

As well as analyzing past successes and evidence-based strategies to advance women’s health and gender equality, the series reflects on new and emerging threats. This includes COVID-19, which has exacerbated existing inequities, with reports of rising violence against women, as well as higher adverse economic impacts caused both by increased unpaid care-giving and the fact that women work in more insecure, low-paid and informal jobs.

In addition, three episodes of The BMJ Podcast are dedicated to the special series.

Through intergenerational dialogues and between feminist advocates, researchers, health professionals, and policy makers, the podcast creates an informed and inspiring space to explore progress in several areas of women’s health but also to examine why still not one country can claim to have achieved gender equality.

The Women’s Health and Gender Inequalities series articulates a forward-looking agenda towards :

• Bodily autonomy — enabling women and girls to make informed sexual, reproductive, and healthcare decisions—a human right for all.
• Promoting equitable gender norms, including those that make violence against women and girls, including harmful practices such as early/forced marriage and female genital mutilation, unacceptable.
• Financing universal health coverage and social protection to cover health costs, child care, paid parental, sick and family care leave and old age pension.
• Valuing paid employment and unpaid care work equally and enabling men to share care work with women.
• Addressing male bias in the development of vaccines, drugs, and diagnostics.
• Strengthening health systems to include safe, decent working conditions for the majority female health workforce including eliminating sexual harassment and violence.
• Investing in feminist movements, which have been instrumental in fostering progressive changes towards gender equality.
• Ensuring women’s and feminist leadership in governments, health and development agencies, and other global organizations.

“ National governments and the global community need to do better together to support and enable women and girls to enjoy their health and fulfil their rights. This BMJ series on Women’s Health and Gender Inequalities takes us on a powerful journey: from understanding the barriers, to sharing effective modes of change and inspiring possibilities for the future ,” said Ian Askew, Director, World Health Organization (WHO) Department of Sexual and Reproductive Health and Research, including the United Nations Special Programme HRP.

The complete series  (1), along with the podcast episodes, is an urgent reminder that the health, well-being and needs of half the world’s population cannot be treated as an afterthought. As outlined in the 2030 Agenda for Sustainable Development, the goals of health and gender equality for women and girls are not out of reach. We know how to achieve them, and future generations are entitled to nothing less.

(1)The first eight articles launched in 2020, at the World Health Summit.

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Pippa Haughton

Communications Officer World Health Organization

Learn more:

• Read the articles: https://www.bmj.com/gender
• Listen to the podcast: https://www.bmj.com/gender
• Watch the trailer:  https://youtu.be/2LyS0sxsHyE
• Learn more about WHO’s role at the Generation Equality Forum

Closing the equity gap

Jeni Klugman

Caren Grown and Odera Onyechi

Why addressing gender inequality is central to tackling today’s polycrises

Nonresident Senior Fellow, Africa Growth Initiative, Global Economy and Development, Brookings Institution

As we enter 2023, the term “ polycrisis ” is an increasingly apt way to describe today’s challenges. 1 Major wars, high inflation, and climate events are creating hardship all around the world, which is still grappling with a pandemic death toll approaching 7 million people.

Faced with such daunting challenges, one might well ask why we should be thinking about the gender dimensions of recovery and resilience for future shocks. The answer is simple: We can no longer afford to think in silos. Today’s interlocking challenges demand that sharp inequalities, including gender disparities, must be addressed as part and parcel of efforts to tackle Africa’s pressing issues and ensure the continent’s future success.

“We can no longer afford to think in silos. … Gender disparities, must be addressed as part and parcel of efforts to tackle Africa’s pressing issues and ensure the continent’s future success.”

The burdens of the pandemic have been unequally borne across regions and countries, and between the poor and better off. Inequalities exist around gender—which can be defined as the “socially constructed roles, behaviors, activities, attributes and opportunities that any society considers appropriate for men and women, boys and girls” and people with non-binary identities. 2 As Raewyn Connell laid out more than two decades ago, existing systems typically distribute greater power, resources, and status to men and behaviors considered masculine . 3 As a result, gender intersects with other sources of disadvantage, most notably income, age, race, and ethnicity.

This understanding is now mainstream. As recently observed by the IMF, “The gender inequalities exposed by the COVID-19 pandemic follow different paths but almost always end up the same: Women have suffered disproportionate economic harm from the crisis.” 4 Among the important nuances revealed by micro-surveys is that rural women working informally continued to work through the pandemic , but with sharply reduced earnings in Nigeria and elsewhere. 5 And as the burden of child care and home schooling soared, rural households headed by women were far less likely than urban households to have children engaged in learning activities during school closures.

Important insights emerge from IFPRI’s longitudinal panel study (which included Ghana, Kenya, Niger, Nigeria, Senegal, and Uganda) covering income loss, coping strategies, labor and time use, food and water insecurity, and child education outcomes. 6

Among the especially adverse impacts for women were greater food and water insecurity compared to men, including worrying about insufficient food and eating less than usual, while a large proportion of women also did not have adequately diverse diets. Moreover, many women had to add hours to their workday caring for sick family members, and their economic opportunities shrank, cutting their earnings and widening gender income gaps.

While today’s problems seem daunting, there remain huge causes for optimism, especially in Africa. Over the past three decades, many African countries have achieved enormous gains in levels of education, health, and poverty reduction. Indeed, the pace of change has been staggering and commendable. As captured in the Women Peace and Security Index , which measures performance in inclusion, justice, and security, 6 of the top 10 score improvers during the period 2017-2021 were in sub-Saharan Africa. [GIWPS.2022. “Women Peace and Security Index” Georgetown Institute for Women, Peace and Security.] The Democratic Republic of Congo was among top score improvers since 2017, as the share of women with financial accounts almost tripled, to 24 percent; and increases exceeding 5 percentage points were registered in cell phone use and parliamentary representation. In the Central African Republic, improvements were experienced in the security dimension, where organized violence fell significantly, and women’s perceptions of community safety rose 6 percentage points up to 49 percent.

Looking ahead, efforts to mitigate gender inequalities must clearly be multi-pronged, and as highlighted above—we need to think outside silos. That said, two major policy fronts emerge to the fore.

Ensure cash transfers that protect against poverty , are built and designed to promote women’s opportunities, with a focus on digital payments. 7 Ways to address gender inequalities as part of social protection program responses 8 include deliberate efforts to overcome gender gaps in cell phone access by distributing phones to those women who need them, as well as private sector partnerships to subsidize airtime for the poorest, and to make key information services and apps freely available . 9 Programs could also make women the default recipient of cash transfer schemes, instead of the head of household. Furthermore, capacity-building initiatives can be built into program design to give women the skills and capabilities needed to successfully manage accounts and financial decisionmaking. 10

Reducing the risk of violence against women. Women who are not safe at home are denied the freedom from violence needed to pursue opportunities that should be afforded to all. In 2018, 10 of the 15 countries with the worst rates of intimate partner violence were in sub-Saharan Africa—in descending order of average intimate partner violence these were, the Democratic Republic of Congo, Madagascar, Congo, Equatorial Guinea, Zambia, Ethiopia, Liberia, South Sudan, Djibouti, and Uganda.

“As the burden of child care and home schooling soared, rural households headed by women were far less likely than urban households to have children engaged in learning activities.”

Conflicts and crises multiply women’s risk of physical, emotional, and sexual violence . During the pandemic, risk factors like economic stress were compounded by service closures and stay-at-home orders, which increased exposure to potential perpetrators. 11 Several governments responded by strengthening existing help services , including police and justice, supporting hotlines, ensuring the provision of psychological support, and health sector responses. 12 Examples of good practice included an NGO in North-Eastern Nigeria, which equipped existing safe spaces with phone booths to enable survivors to contact caseworkers.

However, given the high levels of prevalence and often low levels of reporting, prevention of gender-based violence is key. Targeted programs with promising results in prevention include community dialogues and efforts to change harmful norms, safe spaces, as well as possibilities to reduce the risk of violence through cash plus social protection programs. These efforts should be accompanied by more systematic monitoring and evaluation to build evidence about what works in diverse settings.

Finally, but certainly not least, women should have space and voices in decisionmaking. This case was powerfully put by former President Sirleaf Johnson in her 2021 Foresight essay, which underlined that “ economic, political, institutional, and social barriers persist throughout the continent, limiting women’s abilities to reach high-level leadership positions .” 13 Persistent gender gaps in power and decision-making, not only limits innovative thinking and solutions, but also the consideration of more basic measures to avoid the worsening of gender inequalities. Overcoming these gaps in power and decision-making requires safeguarding legal protections and rights, investing in women and girls financially, and opening space for women in political parties so that women have the platforms to access high-level appointed and competitive positions across national, regional, and international institutions. 14

Strengthening fiscal policy for gender equality

Senior Fellow, Center for Sustainable Development, Global Economy and Development, Brookings Institution

Research Analyst, Center for Sustainable Development, Global Economy and Development, Brookings Institution

It is often said that women act as “shock absorbers” during times of crisis; this is even more so in the current context of climate change, the COVID-19 pandemic, and increased geopolitical conflict. These three global crises have simultaneously stretched women’s ability to earn income and intensified their unpaid work. Well-designed fiscal policy can help cushion the effects of these shocks and enable women and their households to recover more quickly.

Over 60 percent of employed women in Africa work in agriculture, including in small-scale food production; women are the primary sellers in food markets, and they work in other sectors such as informal trading. At the same time, women are an increasing share of entrepreneurs in countries such as Ghana and Uganda, even as they face financial and other constraints to start and grow their firms. [Africa Gender Innovation Lab (GIL). 2020. “Supporting Women Throughout the Coronavirus Emergency Response and Economic Recovery.” World Bank Group. ] In addition to earning income for their households, women bear the major responsibility for unpaid domestic activities such as cooking; collecting water and fuelwood; caring for children, elderly, and other dependents—so women are more time-poor than are men.

African women and entrepreneurs have been impacted disproportionately more than men by the triple shocks mentioned earlier. Extreme weather events disrupt food production and agricultural employment, making it harder for women to earn income . 15 16 17 The pandemic and conflict in Ukraine further intensified women’s paid and unpaid activities . 18 19 Beyond climate change and the war in Ukraine, localized conflicts and insecurity in East and West Africa exposes women and girls to gender-based violence and other risks as they seek to support their families and develop new coping strategies. 20 21 22

“Responding to these shocks necessitates a large infusion of resources. In this context, fiscal policy can be deployed more smartly to advance gender equality and create an enabling environment for women to play a greater role in building their economies’ recovery and resilience.”

Responding to these shocks necessitates a large infusion of resources. In this context, fiscal policy can be deployed more smartly to advance gender equality and create an enabling environment for women to play a greater role in building their economies’ recovery and resilience. Public expenditure supports critical sectors such as education, health, agriculture, social protection, and physical and social infrastructure, while well-designed tax policy is essential to fund the public goods, services, and infrastructure on which both women and men rely.

Gender-responsive budgets, which exist in over 30 countries across the continent, can be strengthened. Rwanda provides a good model for other countries. After an early unsuccessful attempt, Rwanda invested seriously in gender budgeting beginning in 2011. 23 24 The budget is focused on closing gaps and strengthening women’s roles in key sectors—agriculture, education, health, and infrastructure—which are all critical for short- and medium-term economic growth and productivity. The process has been sustained by strong political will among parliamentarians. Led by the Ministry of Finance, the process has financed and been complemented by important institutional and policy reforms. A constitutional regulatory body monitors results, with additional accountability by civil society organizations.

However, raising adequate fiscal revenue to support a gender budget is a challenge in the current macro environment of high public debt levels, increased borrowing costs, and low levels of public savings. Yet, observers note there is scope to increase revenues through taxation reforms, debt relief, cutting wasteful public expenditure, and other means. 25 26 We focus here on taxation.

Many countries are reforming their tax systems to strengthen revenue collection. Overall tax collection is currently low; the average tax-to-GDP ratio in Africa in 2020 was 14.8 percent and fell sharply during the pandemic, although it may be rebounding. 27 Very few Africans pay personal income tax or other central government taxes, 28 29 and statutory corporate tax rates (which range from 25-35 percent), are higher than even the recent OECD proposal for a global minimum tax 30 so scope for raising them further is limited. Efforts should be made to close loopholes and reduce tax evasion.

As countries reform their tax policies, they should be intentional about avoiding implicit and explicit gender biases. 31 32 33 34 Most African countries rely more on indirect taxes than direct taxes, given the structure of their economies, but indirect taxes can be regressive as their incidence falls primarily on the poor. Presumptive or turnover taxes, for example, which are uniform or fixed amounts of tax based on the “presumed” incomes of different occupations such as hairdressers, can hit women particularly hard, since the burden often falls heavily on sectors where women predominate. 35 36

Property taxes are also becoming an increasingly popular way to raise revenue for local governments. The impact of these efforts on male and female property owners has not been systematically evaluated, but a recent study of land use fees and agricultural income taxes in Ethiopia finds that female-headed and female adult-only households bear a larger tax burden than male-headed and dual-adult households of property taxes. This is likely a result of unequal land ownership patterns, gender norms restricting women’s engagement in agriculture, and the gender gap in agricultural productivity. 37

“Indirect taxes can be regressive as their incidence falls primarily on the poor. Presumptive or turnover taxes … can hit women particularly hard, since the burden often falls heavily on sectors where women predominate.”

Going forward, two key ingredients for gender budgeting on the continent need to be strengthened. The first is having sufficient, regularly collected, sex-disaggregated administrative data related to households, the labor force, and other survey data. Investment in the robust technical capacity for ministries and academia to be able to access, analyze, and use it is also necessary. For instance, the World Bank, UN Women, and the Economic Commission for Africa are all working with National Statistical Offices across the continent to strengthen statistical capacity in the areas of asset ownership and control, work and employment, and entrepreneurship which can be used in a gender budget.

The second ingredient is stronger diagnostic tools. One promising new tool, pioneered by Tulane University, is the Commitment to Equity methodology, designed to assess the impact of taxes and transfers on income inequality and poverty within countries. 38 It was recently extended to examine the impact of government transfers and taxes on women and men by income level and other dimensions. The methodology requires standard household-level data but for maximum effect should be supplemented with time use data, which are becoming more common in several African countries. As African countries seek to expand revenue from direct taxes, lessons from higher income economies are instructive. Although there is no one size fits all approach, key principles to keep in mind for designing personal income taxes include building in strong progressivity, taxing individuals as opposed to families, ensuring that the allocation of shared income (e.g., property or non-labor income) does not penalize women, and building in allowances for care of children and dependents. 39 As noted, corporate income taxes need to eliminate the many breaks, loopholes, and exemptions that currently exist, 40 and countries might consider experimenting with wealth taxes.

In terms of indirect taxes, most African countries do not have single-rate VAT systems and already have zero or reduced rates for basic necessities, including foodstuffs and other necessities. While it is important to minimize exempted sectors and products, estimates show that goods essential for women’s and children’s health (e.g., menstrual health products, diapers, cooking fuel) should be considered part of the basket of basic goods that have reduced or zero rates. 41 And while African governments are being advised to bring informal workers and entrepreneurs into the formal tax system, 42 it should be noted that this massive sector earns well below income tax thresholds and already pays multiple informal fees and levies, for instance in fees to market associations. 43 44

Lastly, leveraging data and digital technologies to improve tax administration (i.e., taxpayer registration, e-filing, and e-payment of taxes) may help minimize costs and processing time, and reduce the incidence of corruption and evasion.32 Digitalization can also be important for bringing more female taxpayers into the net, especially if digital systems are interoperable; for instance, digital taxpayer registries linked to national identification or to property registration at the local level. However, digitalization can be a double-edged sword if privacy and security concerns are not built-in from the outset. Women particularly may need targeted digital financial literacy and other measures to ensure their trust in the system. Recent shocks have worsened gender inequality in Africa. It is therefore important now, more than ever, to invest in strengthening fiscal systems to help women and men recover, withstand future shocks, and reduce gender inequalities. While fiscal policy is not the only tool, it is an important part of government action. To be effective and improve both budgeting and revenue collection, more and better data, new diagnostic tools, and digitalization will all be necessary.

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• 40. Cesar, C. et al. 2022. “Africa’s Pulse: An Analysis of Issues Shaping Africa’s Economic Future.” World Bank.
• 41. Woolard, I. 2018. Recommendations on Zero Ratings in the Value-Added Tax System. Independent Panel of Experts for the Review of Zero Rating in South Africa.
• 42. It is important to distinguish between firms and individuals that are large enough to pay taxes but do not (which include icebergs, e.g., which are registered and therefore partially visible to tax authorities but do not pay their full obligations) and ghosts, e.g., those which should register to pay but do not and there invisible to tax authorities) and firms and individuals that are small and potentially but not necessarily taxable such as street vendors and waste pickers. Rogan, M. (2019). “Tax Justice and the Informal Economy: A Review of the Debates.” Women in Informal Employment: Globalizing and Organizing Working Paper 14.
• 44. Ligomeka, W. 2019. “Expensive to be a Female Trader: The Reality of Taxation of Flea Market Trad¬ers in Zimbabwe.” International Center for Tax and Development Working Paper 93.

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Twenty years of gender equality research: A scoping review based on a new semantic indicator

Paola belingheri.

1 Dipartimento di Ingegneria dell’Energia, dei Sistemi, del Territorio e delle Costruzioni, Università degli Studi di Pisa, Largo L. Lazzarino, Pisa, Italy

Filippo Chiarello

Andrea fronzetti colladon.

2 Department of Engineering, University of Perugia, Perugia, Italy

3 Department of Management, Kozminski University, Warsaw, Poland

Paola Rovelli

4 Faculty of Economics and Management, Centre for Family Business Management, Free University of Bozen-Bolzano, Bozen-Bolzano, Italy

Associated Data

All relevant data are within the manuscript and its supporting information files. The only exception is the text of the abstracts (over 15,000) that we have downloaded from Scopus. These abstracts can be retrieved from Scopus, but we do not have permission to redistribute them.

Gender equality is a major problem that places women at a disadvantage thereby stymieing economic growth and societal advancement. In the last two decades, extensive research has been conducted on gender related issues, studying both their antecedents and consequences. However, existing literature reviews fail to provide a comprehensive and clear picture of what has been studied so far, which could guide scholars in their future research. Our paper offers a scoping review of a large portion of the research that has been published over the last 22 years, on gender equality and related issues, with a specific focus on business and economics studies. Combining innovative methods drawn from both network analysis and text mining, we provide a synthesis of 15,465 scientific articles. We identify 27 main research topics, we measure their relevance from a semantic point of view and the relationships among them, highlighting the importance of each topic in the overall gender discourse. We find that prominent research topics mostly relate to women in the workforce–e.g., concerning compensation, role, education, decision-making and career progression. However, some of them are losing momentum, and some other research trends–for example related to female entrepreneurship, leadership and participation in the board of directors–are on the rise. Besides introducing a novel methodology to review broad literature streams, our paper offers a map of the main gender-research trends and presents the most popular and the emerging themes, as well as their intersections, outlining important avenues for future research.

Introduction

The persistent gender inequalities that currently exist across the developed and developing world are receiving increasing attention from economists, policymakers, and the general public [e.g., 1 – 3 ]. Economic studies have indicated that women’s education and entry into the workforce contributes to social and economic well-being [e.g., 4 , 5 ], while their exclusion from the labor market and from managerial positions has an impact on overall labor productivity and income per capita [ 6 , 7 ]. The United Nations selected gender equality, with an emphasis on female education, as part of the Millennium Development Goals [ 8 ], and gender equality at-large as one of the 17 Sustainable Development Goals (SDGs) to be achieved by 2030 [ 9 ]. These latter objectives involve not only developing nations, but rather all countries, to achieve economic, social and environmental well-being.

As is the case with many SDGs, gender equality is still far from being achieved and persists across education, access to opportunities, or presence in decision-making positions [ 7 , 10 , 11 ]. As we enter the last decade for the SDGs’ implementation, and while we are battling a global health pandemic, effective and efficient action becomes paramount to reach this ambitious goal.

Scholars have dedicated a massive effort towards understanding gender equality, its determinants, its consequences for women and society, and the appropriate actions and policies to advance women’s equality. Many topics have been covered, ranging from women’s education and human capital [ 12 , 13 ] and their role in society [e.g., 14 , 15 ], to their appointment in firms’ top ranked positions [e.g., 16 , 17 ] and performance implications [e.g., 18 , 19 ]. Despite some attempts, extant literature reviews provide a narrow view on these issues, restricted to specific topics–e.g., female students’ presence in STEM fields [ 20 ], educational gender inequality [ 5 ], the gender pay gap [ 21 ], the glass ceiling effect [ 22 ], leadership [ 23 ], entrepreneurship [ 24 ], women’s presence on the board of directors [ 25 , 26 ], diversity management [ 27 ], gender stereotypes in advertisement [ 28 ], or specific professions [ 29 ]. A comprehensive view on gender-related research, taking stock of key findings and under-studied topics is thus lacking.

Extant literature has also highlighted that gender issues, and their economic and social ramifications, are complex topics that involve a large number of possible antecedents and outcomes [ 7 ]. Indeed, gender equality actions are most effective when implemented in unison with other SDGs (e.g., with SDG 8, see [ 30 ]) in a synergetic perspective [ 10 ]. Many bodies of literature (e.g., business, economics, development studies, sociology and psychology) approach the problem of achieving gender equality from different perspectives–often addressing specific and narrow aspects. This sometimes leads to a lack of clarity about how different issues, circumstances, and solutions may be related in precipitating or mitigating gender inequality or its effects. As the number of papers grows at an increasing pace, this issue is exacerbated and there is a need to step back and survey the body of gender equality literature as a whole. There is also a need to examine synergies between different topics and approaches, as well as gaps in our understanding of how different problems and solutions work together. Considering the important topic of women’s economic and social empowerment, this paper aims to fill this gap by answering the following research question: what are the most relevant findings in the literature on gender equality and how do they relate to each other ?

To do so, we conduct a scoping review [ 31 ], providing a synthesis of 15,465 articles dealing with gender equity related issues published in the last twenty-two years, covering both the periods of the MDGs and the SDGs (i.e., 2000 to mid 2021) in all the journals indexed in the Academic Journal Guide’s 2018 ranking of business and economics journals. Given the huge amount of research conducted on the topic, we adopt an innovative methodology, which relies on social network analysis and text mining. These techniques are increasingly adopted when surveying large bodies of text. Recently, they were applied to perform analysis of online gender communication differences [ 32 ] and gender behaviors in online technology communities [ 33 ], to identify and classify sexual harassment instances in academia [ 34 ], and to evaluate the gender inclusivity of disaster management policies [ 35 ].

Applied to the title, abstracts and keywords of the articles in our sample, this methodology allows us to identify a set of 27 recurrent topics within which we automatically classify the papers. Introducing additional novelty, by means of the Semantic Brand Score (SBS) indicator [ 36 ] and the SBS BI app [ 37 ], we assess the importance of each topic in the overall gender equality discourse and its relationships with the other topics, as well as trends over time, with a more accurate description than that offered by traditional literature reviews relying solely on the number of papers presented in each topic.

This methodology, applied to gender equality research spanning the past twenty-two years, enables two key contributions. First, we extract the main message that each document is conveying and how this is connected to other themes in literature, providing a rich picture of the topics that are at the center of the discourse, as well as of the emerging topics. Second, by examining the semantic relationship between topics and how tightly their discourses are linked, we can identify the key relationships and connections between different topics. This semi-automatic methodology is also highly reproducible with minimum effort.

This literature review is organized as follows. In the next section, we present how we selected relevant papers and how we analyzed them through text mining and social network analysis. We then illustrate the importance of 27 selected research topics, measured by means of the SBS indicator. In the results section, we present an overview of the literature based on the SBS results–followed by an in-depth narrative analysis of the top 10 topics (i.e., those with the highest SBS) and their connections. Subsequently, we highlight a series of under-studied connections between the topics where there is potential for future research. Through this analysis, we build a map of the main gender-research trends in the last twenty-two years–presenting the most popular themes. We conclude by highlighting key areas on which research should focused in the future.

Our aim is to map a broad topic, gender equality research, that has been approached through a host of different angles and through different disciplines. Scoping reviews are the most appropriate as they provide the freedom to map different themes and identify literature gaps, thereby guiding the recommendation of new research agendas [ 38 ].

Several practical approaches have been proposed to identify and assess the underlying topics of a specific field using big data [ 39 – 41 ], but many of them fail without proper paper retrieval and text preprocessing. This is specifically true for a research field such as the gender-related one, which comprises the work of scholars from different backgrounds. In this section, we illustrate a novel approach for the analysis of scientific (gender-related) papers that relies on methods and tools of social network analysis and text mining. Our procedure has four main steps: (1) data collection, (2) text preprocessing, (3) keywords extraction and classification, and (4) evaluation of semantic importance and image.

Data collection

In this study, we analyze 22 years of literature on gender-related research. Following established practice for scoping reviews [ 42 ], our data collection consisted of two main steps, which we summarize here below.

Firstly, we retrieved from the Scopus database all the articles written in English that contained the term “gender” in their title, abstract or keywords and were published in a journal listed in the Academic Journal Guide 2018 ranking of the Chartered Association of Business Schools (CABS) ( https://charteredabs.org/wp-content/uploads/2018/03/AJG2018-Methodology.pdf ), considering the time period from Jan 2000 to May 2021. We used this information considering that abstracts, titles and keywords represent the most informative part of a paper, while using the full-text would increase the signal-to-noise ratio for information extraction. Indeed, these textual elements already demonstrated to be reliable sources of information for the task of domain lexicon extraction [ 43 , 44 ]. We chose Scopus as source of literature because of its popularity, its update rate, and because it offers an API to ease the querying process. Indeed, while it does not allow to retrieve the full text of scientific articles, the Scopus API offers access to titles, abstracts, citation information and metadata for all its indexed scholarly journals. Moreover, we decided to focus on the journals listed in the AJG 2018 ranking because we were interested in reviewing business and economics related gender studies only. The AJG is indeed widely used by universities and business schools as a reference point for journal and research rigor and quality. This first step, executed in June 2021, returned more than 55,000 papers.

In the second step–because a look at the papers showed very sparse results, many of which were not in line with the topic of this literature review (e.g., papers dealing with health care or medical issues, where the word gender indicates the gender of the patients)–we applied further inclusion criteria to make the sample more focused on the topic of this literature review (i.e., women’s gender equality issues). Specifically, we only retained those papers mentioning, in their title and/or abstract, both gender-related keywords (e.g., daughter, female, mother) and keywords referring to bias and equality issues (e.g., equality, bias, diversity, inclusion). After text pre-processing (see next section), keywords were first identified from a frequency-weighted list of words found in the titles, abstracts and keywords in the initial list of papers, extracted through text mining (following the same approach as [ 43 ]). They were selected by two of the co-authors independently, following respectively a bottom up and a top-down approach. The bottom-up approach consisted of examining the words found in the frequency-weighted list and classifying those related to gender and equality. The top-down approach consisted in searching in the word list for notable gender and equality-related words. Table 1 reports the sets of keywords we considered, together with some examples of words that were used to search for their presence in the dataset (a full list is provided in the S1 Text ). At end of this second step, we obtained a final sample of 15,465 relevant papers.

Text processing and keyword extraction

Text preprocessing aims at structuring text into a form that can be analyzed by statistical models. In the present section, we describe the preprocessing steps we applied to paper titles and abstracts, which, as explained below, partially follow a standard text preprocessing pipeline [ 45 ]. These activities have been performed using the R package udpipe [ 46 ].

The first step is n-gram extraction (i.e., a sequence of words from a given text sample) to identify which n-grams are important in the analysis, since domain-specific lexicons are often composed by bi-grams and tri-grams [ 47 ]. Multi-word extraction is usually implemented with statistics and linguistic rules, thus using the statistical properties of n-grams or machine learning approaches [ 48 ]. However, for the present paper, we used Scopus metadata in order to have a more effective and efficient n-grams collection approach [ 49 ]. We used the keywords of each paper in order to tag n-grams with their associated keywords automatically. Using this greedy approach, it was possible to collect all the keywords listed by the authors of the papers. From this list, we extracted only keywords composed by two, three and four words, we removed all the acronyms and rare keywords (i.e., appearing in less than 1% of papers), and we clustered keywords showing a high orthographic similarity–measured using a Levenshtein distance [ 50 ] lower than 2, considering these groups of keywords as representing same concepts, but expressed with different spelling. After tagging the n-grams in the abstracts, we followed a common data preparation pipeline that consists of the following steps: (i) tokenization, that splits the text into tokens (i.e., single words and previously tagged multi-words); (ii) removal of stop-words (i.e. those words that add little meaning to the text, usually being very common and short functional words–such as “and”, “or”, or “of”); (iii) parts-of-speech tagging, that is providing information concerning the morphological role of a word and its morphosyntactic context (e.g., if the token is a determiner, the next token is a noun or an adjective with very high confidence, [ 51 ]); and (iv) lemmatization, which consists in substituting each word with its dictionary form (or lemma). The output of the latter step allows grouping together the inflected forms of a word. For example, the verbs “am”, “are”, and “is” have the shared lemma “be”, or the nouns “cat” and “cats” both share the lemma “cat”. We preferred lemmatization over stemming [ 52 ] in order to obtain more interpretable results.

In addition, we identified a further set of keywords (with respect to those listed in the “keywords” field) by applying a series of automatic words unification and removal steps, as suggested in past research [ 53 , 54 ]. We removed: sparse terms (i.e., occurring in less than 0.1% of all documents), common terms (i.e., occurring in more than 10% of all documents) and retained only nouns and adjectives. It is relevant to notice that no document was lost due to these steps. We then used the TF-IDF function [ 55 ] to produce a new list of keywords. We additionally tested other approaches for the identification and clustering of keywords–such as TextRank [ 56 ] or Latent Dirichlet Allocation [ 57 ]–without obtaining more informative results.

Classification of research topics

To guide the literature analysis, two experts met regularly to examine the sample of collected papers and to identify the main topics and trends in gender research. Initially, they conducted brainstorming sessions on the topics they expected to find, due to their knowledge of the literature. This led to an initial list of topics. Subsequently, the experts worked independently, also supported by the keywords in paper titles and abstracts extracted with the procedure described above.

Considering all this information, each expert identified and clustered relevant keywords into topics. At the end of the process, the two assignments were compared and exhibited a 92% agreement. Another meeting was held to discuss discordant cases and reach a consensus. This resulted in a list of 27 topics, briefly introduced in Table 2 and subsequently detailed in the following sections.

Evaluation of semantic importance

Working on the lemmatized corpus of the 15,465 papers included in our sample, we proceeded with the evaluation of semantic importance trends for each topic and with the analysis of their connections and prevalent textual associations. To this aim, we used the Semantic Brand Score indicator [ 36 ], calculated through the SBS BI webapp [ 37 ] that also produced a brand image report for each topic. For this study we relied on the computing resources of the ENEA/CRESCO infrastructure [ 58 ].

The Semantic Brand Score (SBS) is a measure of semantic importance that combines methods of social network analysis and text mining. It is usually applied for the analysis of (big) textual data to evaluate the importance of one or more brands, names, words, or sets of keywords [ 36 ]. Indeed, the concept of “brand” is intended in a flexible way and goes beyond products or commercial brands. In this study, we evaluate the SBS time-trends of the keywords defining the research topics discussed in the previous section. Semantic importance comprises the three dimensions of topic prevalence, diversity and connectivity. Prevalence measures how frequently a research topic is used in the discourse. The more a topic is mentioned by scientific articles, the more the research community will be aware of it, with possible increase of future studies; this construct is partly related to that of brand awareness [ 59 ]. This effect is even stronger, considering that we are analyzing the title, abstract and keywords of the papers, i.e. the parts that have the highest visibility. A very important characteristic of the SBS is that it considers the relationships among words in a text. Topic importance is not just a matter of how frequently a topic is mentioned, but also of the associations a topic has in the text. Specifically, texts are transformed into networks of co-occurring words, and relationships are studied through social network analysis [ 60 ]. This step is necessary to calculate the other two dimensions of our semantic importance indicator. Accordingly, a social network of words is generated for each time period considered in the analysis–i.e., a graph made of n nodes (words) and E edges weighted by co-occurrence frequency, with W being the set of edge weights. The keywords representing each topic were clustered into single nodes.

The construct of diversity relates to that of brand image [ 59 ], in the sense that it considers the richness and distinctiveness of textual (topic) associations. Considering the above-mentioned networks, we calculated diversity using the distinctiveness centrality metric–as in the formula presented by Fronzetti Colladon and Naldi [ 61 ].

Lastly, connectivity was measured as the weighted betweenness centrality [ 62 , 63 ] of each research topic node. We used the formula presented by Wasserman and Faust [ 60 ]. The dimension of connectivity represents the “brokerage power” of each research topic–i.e., how much it can serve as a bridge to connect other terms (and ultimately topics) in the discourse [ 36 ].

The SBS is the final composite indicator obtained by summing the standardized scores of prevalence, diversity and connectivity. Standardization was carried out considering all the words in the corpus, for each specific timeframe.

This methodology, applied to a large and heterogeneous body of text, enables to automatically identify two important sets of information that add value to the literature review. Firstly, the relevance of each topic in literature is measured through a composite indicator of semantic importance, rather than simply looking at word frequencies. This provides a much richer picture of the topics that are at the center of the discourse, as well as of the topics that are emerging in the literature. Secondly, it enables to examine the extent of the semantic relationship between topics, looking at how tightly their discourses are linked. In a field such as gender equality, where many topics are closely linked to each other and present overlaps in issues and solutions, this methodology offers a novel perspective with respect to traditional literature reviews. In addition, it ensures reproducibility over time and the possibility to semi-automatically update the analysis, as new papers become available.

Overview of main topics

In terms of descriptive textual statistics, our corpus is made of 15,465 text documents, consisting of a total of 2,685,893 lemmatized tokens (words) and 32,279 types. As a result, the type-token ratio is 1.2%. The number of hapaxes is 12,141, with a hapax-token ratio of 37.61%.

Fig 1 shows the list of 27 topics by decreasing SBS. The most researched topic is compensation , exceeding all others in prevalence, diversity, and connectivity. This means it is not only mentioned more often than other topics, but it is also connected to a greater number of other topics and is central to the discourse on gender equality. The next four topics are, in order of SBS, role , education , decision-making , and career progression . These topics, except for education , all concern women in the workforce. Between these first five topics and the following ones there is a clear drop in SBS scores. In particular, the topics that follow have a lower connectivity than the first five. They are hiring , performance , behavior , organization , and human capital . Again, except for behavior and human capital , the other three topics are purely related to women in the workforce. After another drop-off, the following topics deal prevalently with women in society. This trend highlights that research on gender in business journals has so far mainly paid attention to the conditions that women experience in business contexts, while also devoting some attention to women in society.

Fig 2 shows the SBS time series of the top 10 topics. While there has been a general increase in the number of Scopus-indexed publications in the last decade, we notice that some SBS trends remain steady, or even decrease. In particular, we observe that the main topic of the last twenty-two years, compensation , is losing momentum. Since 2016, it has been surpassed by decision-making , education and role , which may indicate that literature is increasingly attempting to identify root causes of compensation inequalities. Moreover, in the last two years, the topics of hiring , performance , and organization are experiencing the largest importance increase.

Fig 3 shows the SBS time trends of the remaining 17 topics (i.e., those not in the top 10). As we can see from the graph, there are some that maintain a steady trend–such as reputation , management , networks and governance , which also seem to have little importance. More relevant topics with average stationary trends (except for the last two years) are culture , family , and parenting . The feminine topic is among the most important here, and one of those that exhibit the larger variations over time (similarly to leadership ). On the other hand, the are some topics that, even if not among the most important, show increasing SBS trends; therefore, they could be considered as emerging topics and could become popular in the near future. These are entrepreneurship , leadership , board of directors , and sustainability . These emerging topics are also interesting to anticipate future trends in gender equality research that are conducive to overall equality in society.

In addition to the SBS score of the different topics, the network of terms they are associated to enables to gauge the extent to which their images (textual associations) overlap or differ ( Fig 4 ).

There is a central cluster of topics with high similarity, which are all connected with women in the workforce. The cluster includes topics such as organization , decision-making , performance , hiring , human capital , education and compensation . In addition, the topic of well-being is found within this cluster, suggesting that women’s equality in the workforce is associated to well-being considerations. The emerging topics of entrepreneurship and leadership are also closely connected with each other, possibly implying that leadership is a much-researched quality in female entrepreneurship. Topics that are relatively more distant include personality , politics , feminine , empowerment , management , board of directors , reputation , governance , parenting , masculine and network .

The following sections describe the top 10 topics and their main associations in literature (see Table 3 ), while providing a brief overview of the emerging topics.

Compensation

The topic of compensation is related to the topics of role , hiring , education and career progression , however, also sees a very high association with the words gap and inequality . Indeed, a well-known debate in degrowth economics centers around whether and how to adequately compensate women for their childbearing, childrearing, caregiver and household work [e.g., 30 ].

Even in paid work, women continue being offered lower compensations than their male counterparts who have the same job or cover the same role [ 64 – 67 ]. This severe inequality has been widely studied by scholars over the last twenty-two years. Dealing with this topic, some specific roles have been addressed. Specifically, research highlighted differences in compensation between female and male CEOs [e.g., 68 ], top executives [e.g., 69 ], and boards’ directors [e.g., 70 ]. Scholars investigated the determinants of these gaps, such as the gender composition of the board [e.g., 71 – 73 ] or women’s individual characteristics [e.g., 71 , 74 ].

Among these individual characteristics, education plays a relevant role [ 75 ]. Education is indeed presented as the solution for women, not only to achieve top executive roles, but also to reduce wage inequality [e.g., 76 , 77 ]. Past research has highlighted education influences on gender wage gaps, specifically referring to gender differences in skills [e.g., 78 ], college majors [e.g., 79 ], and college selectivity [e.g., 80 ].

Finally, the wage gap issue is strictly interrelated with hiring –e.g., looking at whether being a mother affects hiring and compensation [e.g., 65 , 81 ] or relating compensation to unemployment [e.g., 82 ]–and career progression –for instance looking at meritocracy [ 83 , 84 ] or the characteristics of the boss for whom women work [e.g., 85 ].

The roles covered by women have been deeply investigated. Scholars have focused on the role of women in their families and the society as a whole [e.g., 14 , 15 ], and, more widely, in business contexts [e.g., 18 , 81 ]. Indeed, despite still lagging behind their male counterparts [e.g., 86 , 87 ], in the last decade there has been an increase in top ranked positions achieved by women [e.g., 88 , 89 ]. Following this phenomenon, scholars have posed greater attention towards the presence of women in the board of directors [e.g., 16 , 18 , 90 , 91 ], given the increasing pressure to appoint female directors that firms, especially listed ones, have experienced. Other scholars have focused on the presence of women covering the role of CEO [e.g., 17 , 92 ] or being part of the top management team [e.g., 93 ]. Irrespectively of the level of analysis, all these studies tried to uncover the antecedents of women’s presence among top managers [e.g., 92 , 94 ] and the consequences of having a them involved in the firm’s decision-making –e.g., on performance [e.g., 19 , 95 , 96 ], risk [e.g., 97 , 98 ], and corporate social responsibility [e.g., 99 , 100 ].

Besides studying the difficulties and discriminations faced by women in getting a job [ 81 , 101 ], and, more specifically in the hiring , appointment, or career progression to these apical roles [e.g., 70 , 83 ], the majority of research of women’s roles dealt with compensation issues. Specifically, scholars highlight the pay-gap that still exists between women and men, both in general [e.g., 64 , 65 ], as well as referring to boards’ directors [e.g., 70 , 102 ], CEOs and executives [e.g., 69 , 103 , 104 ].

Finally, other scholars focused on the behavior of women when dealing with business. In this sense, particular attention has been paid to leadership and entrepreneurial behaviors. The former quite overlaps with dealing with the roles mentioned above, but also includes aspects such as leaders being stereotyped as masculine [e.g., 105 ], the need for greater exposure to female leaders to reduce biases [e.g., 106 ], or female leaders acting as queen bees [e.g., 107 ]. Regarding entrepreneurship , scholars mainly investigated women’s entrepreneurial entry [e.g., 108 , 109 ], differences between female and male entrepreneurs in the evaluations and funding received from investors [e.g., 110 , 111 ], and their performance gap [e.g., 112 , 113 ].

Education has long been recognized as key to social advancement and economic stability [ 114 ], for job progression and also a barrier to gender equality, especially in STEM-related fields. Research on education and gender equality is mostly linked with the topics of compensation , human capital , career progression , hiring , parenting and decision-making .

Education contributes to a higher human capital [ 115 ] and constitutes an investment on the part of women towards their future. In this context, literature points to the gender gap in educational attainment, and the consequences for women from a social, economic, personal and professional standpoint. Women are found to have less access to formal education and information, especially in emerging countries, which in turn may cause them to lose social and economic opportunities [e.g., 12 , 116 – 119 ]. Education in local and rural communities is also paramount to communicate the benefits of female empowerment , contributing to overall societal well-being [e.g., 120 ].

Once women access education, the image they have of the world and their place in society (i.e., habitus) affects their education performance [ 13 ] and is passed on to their children. These situations reinforce gender stereotypes, which become self-fulfilling prophecies that may negatively affect female students’ performance by lowering their confidence and heightening their anxiety [ 121 , 122 ]. Besides formal education, also the information that women are exposed to on a daily basis contributes to their human capital . Digital inequalities, for instance, stems from men spending more time online and acquiring higher digital skills than women [ 123 ].

Education is also a factor that should boost employability of candidates and thus hiring , career progression and compensation , however the relationship between these factors is not straightforward [ 115 ]. First, educational choices ( decision-making ) are influenced by variables such as self-efficacy and the presence of barriers, irrespectively of the career opportunities they offer, especially in STEM [ 124 ]. This brings additional difficulties to women’s enrollment and persistence in scientific and technical fields of study due to stereotypes and biases [ 125 , 126 ]. Moreover, access to education does not automatically translate into job opportunities for women and minority groups [ 127 , 128 ] or into female access to managerial positions [ 129 ].

Finally, parenting is reported as an antecedent of education [e.g., 130 ], with much of the literature focusing on the role of parents’ education on the opportunities afforded to children to enroll in education [ 131 – 134 ] and the role of parenting in their offspring’s perception of study fields and attitudes towards learning [ 135 – 138 ]. Parental education is also a predictor of the other related topics, namely human capital and compensation [ 139 ].

Decision-making

This literature mainly points to the fact that women are thought to make decisions differently than men. Women have indeed different priorities, such as they care more about people’s well-being, working with people or helping others, rather than maximizing their personal (or their firm’s) gain [ 140 ]. In other words, women typically present more communal than agentic behaviors, which are instead more frequent among men [ 141 ]. These different attitude, behavior and preferences in turn affect the decisions they make [e.g., 142 ] and the decision-making of the firm in which they work [e.g., 143 ].

At the individual level, gender affects, for instance, career aspirations [e.g., 144 ] and choices [e.g., 142 , 145 ], or the decision of creating a venture [e.g., 108 , 109 , 146 ]. Moreover, in everyday life, women and men make different decisions regarding partners [e.g., 147 ], childcare [e.g., 148 ], education [e.g., 149 ], attention to the environment [e.g., 150 ] and politics [e.g., 151 ].

At the firm level, scholars highlighted, for example, how the presence of women in the board affects corporate decisions [e.g., 152 , 153 ], that female CEOs are more conservative in accounting decisions [e.g., 154 ], or that female CFOs tend to make more conservative decisions regarding the firm’s financial reporting [e.g., 155 ]. Nevertheless, firm level research also investigated decisions that, influenced by gender bias, affect women, such as those pertaining hiring [e.g., 156 , 157 ], compensation [e.g., 73 , 158 ], or the empowerment of women once appointed [ 159 ].

Career progression

Once women have entered the workforce, the key aspect to achieve gender equality becomes career progression , including efforts toward overcoming the glass ceiling. Indeed, according to the SBS analysis, career progression is highly related to words such as work, social issues and equality. The topic with which it has the highest semantic overlap is role , followed by decision-making , hiring , education , compensation , leadership , human capital , and family .

Career progression implies an advancement in the hierarchical ladder of the firm, assigning managerial roles to women. Coherently, much of the literature has focused on identifying rationales for a greater female participation in the top management team and board of directors [e.g., 95 ] as well as the best criteria to ensure that the decision-makers promote the most valuable employees irrespectively of their individual characteristics, such as gender [e.g., 84 ]. The link between career progression , role and compensation is often provided in practice by performance appraisal exercises, frequently rooted in a culture of meritocracy that guides bonuses, salary increases and promotions. However, performance appraisals can actually mask gender-biased decisions where women are held to higher standards than their male colleagues [e.g., 83 , 84 , 95 , 160 , 161 ]. Women often have less opportunities to gain leadership experience and are less visible than their male colleagues, which constitute barriers to career advancement [e.g., 162 ]. Therefore, transparency and accountability, together with procedures that discourage discretionary choices, are paramount to achieve a fair career progression [e.g., 84 ], together with the relaxation of strict job boundaries in favor of cross-functional and self-directed tasks [e.g., 163 ].

In addition, a series of stereotypes about the type of leadership characteristics that are required for top management positions, which fit better with typical male and agentic attributes, are another key barrier to career advancement for women [e.g., 92 , 160 ].

Hiring is the entrance gateway for women into the workforce. Therefore, it is related to other workforce topics such as compensation , role , career progression , decision-making , human capital , performance , organization and education .

A first stream of literature focuses on the process leading up to candidates’ job applications, demonstrating that bias exists before positions are even opened, and it is perpetuated both by men and women through networking and gatekeeping practices [e.g., 164 , 165 ].

The hiring process itself is also subject to biases [ 166 ], for example gender-congruity bias that leads to men being preferred candidates in male-dominated sectors [e.g., 167 ], women being hired in positions with higher risk of failure [e.g., 168 ] and limited transparency and accountability afforded by written processes and procedures [e.g., 164 ] that all contribute to ascriptive inequality. In addition, providing incentives for evaluators to hire women may actually work to this end; however, this is not the case when supporting female candidates endangers higher-ranking male ones [ 169 ].

Another interesting perspective, instead, looks at top management teams’ composition and the effects on hiring practices, indicating that firms with more women in top management are less likely to lay off staff [e.g., 152 ].

Performance

Several scholars posed their attention towards women’s performance, its consequences [e.g., 170 , 171 ] and the implications of having women in decision-making positions [e.g., 18 , 19 ].

At the individual level, research focused on differences in educational and academic performance between women and men, especially referring to the gender gap in STEM fields [e.g., 171 ]. The presence of stereotype threats–that is the expectation that the members of a social group (e.g., women) “must deal with the possibility of being judged or treated stereotypically, or of doing something that would confirm the stereotype” [ 172 ]–affects women’s interested in STEM [e.g., 173 ], as well as their cognitive ability tests, penalizing them [e.g., 174 ]. A stronger gender identification enhances this gap [e.g., 175 ], whereas mentoring and role models can be used as solutions to this problem [e.g., 121 ]. Despite the negative effect of stereotype threats on girls’ performance [ 176 ], female and male students perform equally in mathematics and related subjects [e.g., 177 ]. Moreover, while individuals’ performance at school and university generally affects their achievements and the field in which they end up working, evidence reveals that performance in math or other scientific subjects does not explain why fewer women enter STEM working fields; rather this gap depends on other aspects, such as culture, past working experiences, or self-efficacy [e.g., 170 ]. Finally, scholars have highlighted the penalization that women face for their positive performance, for instance when they succeed in traditionally male areas [e.g., 178 ]. This penalization is explained by the violation of gender-stereotypic prescriptions [e.g., 179 , 180 ], that is having women well performing in agentic areas, which are typical associated to men. Performance penalization can thus be overcome by clearly conveying communal characteristics and behaviors [ 178 ].

Evidence has been provided on how the involvement of women in boards of directors and decision-making positions affects firms’ performance. Nevertheless, results are mixed, with some studies showing positive effects on financial [ 19 , 181 , 182 ] and corporate social performance [ 99 , 182 , 183 ]. Other studies maintain a negative association [e.g., 18 ], and other again mixed [e.g., 184 ] or non-significant association [e.g., 185 ]. Also with respect to the presence of a female CEO, mixed results emerged so far, with some researches demonstrating a positive effect on firm’s performance [e.g., 96 , 186 ], while other obtaining only a limited evidence of this relationship [e.g., 103 ] or a negative one [e.g., 187 ].

Finally, some studies have investigated whether and how women’s performance affects their hiring [e.g., 101 ] and career progression [e.g., 83 , 160 ]. For instance, academic performance leads to different returns in hiring for women and men. Specifically, high-achieving men are called back significantly more often than high-achieving women, which are penalized when they have a major in mathematics; this result depends on employers’ gendered standards for applicants [e.g., 101 ]. Once appointed, performance ratings are more strongly related to promotions for women than men, and promoted women typically show higher past performance ratings than those of promoted men. This suggesting that women are subject to stricter standards for promotion [e.g., 160 ].

Behavioral aspects related to gender follow two main streams of literature. The first examines female personality and behavior in the workplace, and their alignment with cultural expectations or stereotypes [e.g., 188 ] as well as their impacts on equality. There is a common bias that depicts women as less agentic than males. Certain characteristics, such as those more congruent with male behaviors–e.g., self-promotion [e.g., 189 ], negotiation skills [e.g., 190 ] and general agentic behavior [e.g., 191 ]–, are less accepted in women. However, characteristics such as individualism in women have been found to promote greater gender equality in society [ 192 ]. In addition, behaviors such as display of emotions [e.g., 193 ], which are stereotypically female, work against women’s acceptance in the workplace, requiring women to carefully moderate their behavior to avoid exclusion. A counter-intuitive result is that women and minorities, which are more marginalized in the workplace, tend to be better problem-solvers in innovation competitions due to their different knowledge bases [ 194 ].

The other side of the coin is examined in a parallel literature stream on behavior towards women in the workplace. As a result of biases, prejudices and stereotypes, women may experience adverse behavior from their colleagues, such as incivility and harassment, which undermine their well-being [e.g., 195 , 196 ]. Biases that go beyond gender, such as for overweight people, are also more strongly applied to women [ 197 ].

Organization

The role of women and gender bias in organizations has been studied from different perspectives, which mirror those presented in detail in the following sections. Specifically, most research highlighted the stereotypical view of leaders [e.g., 105 ] and the roles played by women within firms, for instance referring to presence in the board of directors [e.g., 18 , 90 , 91 ], appointment as CEOs [e.g., 16 ], or top executives [e.g., 93 ].

Scholars have investigated antecedents and consequences of the presence of women in these apical roles. On the one side they looked at hiring and career progression [e.g., 83 , 92 , 160 , 168 , 198 ], finding women typically disadvantaged with respect to their male counterparts. On the other side, they studied women’s leadership styles and influence on the firm’s decision-making [e.g., 152 , 154 , 155 , 199 ], with implications for performance [e.g., 18 , 19 , 96 ].

Human capital

Human capital is a transverse topic that touches upon many different aspects of female gender equality. As such, it has the most associations with other topics, starting with education as mentioned above, with career-related topics such as role , decision-making , hiring , career progression , performance , compensation , leadership and organization . Another topic with which there is a close connection is behavior . In general, human capital is approached both from the education standpoint but also from the perspective of social capital.

The behavioral aspect in human capital comprises research related to gender differences for example in cultural and religious beliefs that influence women’s attitudes and perceptions towards STEM subjects [ 142 , 200 – 202 ], towards employment [ 203 ] or towards environmental issues [ 150 , 204 ]. These cultural differences also emerge in the context of globalization which may accelerate gender equality in the workforce [ 205 , 206 ]. Gender differences also appear in behaviors such as motivation [ 207 ], and in negotiation [ 190 ], and have repercussions on women’s decision-making related to their careers. The so-called gender equality paradox sees women in countries with lower gender equality more likely to pursue studies and careers in STEM fields, whereas the gap in STEM enrollment widens as countries achieve greater equality in society [ 171 ].

Career progression is modeled by literature as a choice-process where personal preferences, culture and decision-making affect the chosen path and the outcomes. Some literature highlights how women tend to self-select into different professions than men, often due to stereotypes rather than actual ability to perform in these professions [ 142 , 144 ]. These stereotypes also affect the perceptions of female performance or the amount of human capital required to equal male performance [ 110 , 193 , 208 ], particularly for mothers [ 81 ]. It is therefore often assumed that women are better suited to less visible and less leadership -oriented roles [ 209 ]. Women also express differing preferences towards work-family balance, which affect whether and how they pursue human capital gains [ 210 ], and ultimately their career progression and salary .

On the other hand, men are often unaware of gendered processes and behaviors that they carry forward in their interactions and decision-making [ 211 , 212 ]. Therefore, initiatives aimed at increasing managers’ human capital –by raising awareness of gender disparities in their organizations and engaging them in diversity promotion–are essential steps to counter gender bias and segregation [ 213 ].

Emerging topics: Leadership and entrepreneurship

Among the emerging topics, the most pervasive one is women reaching leadership positions in the workforce and in society. This is still a rare occurrence for two main types of factors, on the one hand, bias and discrimination make it harder for women to access leadership positions [e.g., 214 – 216 ], on the other hand, the competitive nature and high pressure associated with leadership positions, coupled with the lack of women currently represented, reduce women’s desire to achieve them [e.g., 209 , 217 ]. Women are more effective leaders when they have access to education, resources and a diverse environment with representation [e.g., 218 , 219 ].

One sector where there is potential for women to carve out a leadership role is entrepreneurship . Although at the start of the millennium the discourse on entrepreneurship was found to be “discriminatory, gender-biased, ethnocentrically determined and ideologically controlled” [ 220 ], an increasing body of literature is studying how to stimulate female entrepreneurship as an alternative pathway to wealth, leadership and empowerment [e.g., 221 ]. Many barriers exist for women to access entrepreneurship, including the institutional and legal environment, social and cultural factors, access to knowledge and resources, and individual behavior [e.g., 222 , 223 ]. Education has been found to raise women’s entrepreneurial intentions [e.g., 224 ], although this effect is smaller than for men [e.g., 109 ]. In addition, increasing self-efficacy and risk-taking behavior constitute important success factors [e.g., 225 ].

Finally, the topic of sustainability is worth mentioning, as it is the primary objective of the SDGs and is closely associated with societal well-being. As society grapples with the effects of climate change and increasing depletion of natural resources, a narrative has emerged on women and their greater link to the environment [ 226 ]. Studies in developed countries have found some support for women leaders’ attention to sustainability issues in firms [e.g., 227 – 229 ], and smaller resource consumption by women [ 230 ]. At the same time, women will likely be more affected by the consequences of climate change [e.g., 230 ] but often lack the decision-making power to influence local decision-making on resource management and environmental policies [e.g., 231 ].

Research gaps and conclusions

Research on gender equality has advanced rapidly in the past decades, with a steady increase in publications, both in mainstream topics related to women in education and the workforce, and in emerging topics. Through a novel approach combining methods of text mining and social network analysis, we examined a comprehensive body of literature comprising 15,465 papers published between 2000 and mid 2021 on topics related to gender equality. We identified a set of 27 topics addressed by the literature and examined their connections.

At the highest level of abstraction, it is worth noting that papers abound on the identification of issues related to gender inequalities and imbalances in the workforce and in society. Literature has thoroughly examined the (unconscious) biases, barriers, stereotypes, and discriminatory behaviors that women are facing as a result of their gender. Instead, there are much fewer papers that discuss or demonstrate effective solutions to overcome gender bias [e.g., 121 , 143 , 145 , 163 , 194 , 213 , 232 ]. This is partly due to the relative ease in studying the status quo, as opposed to studying changes in the status quo. However, we observed a shift in the more recent years towards solution seeking in this domain, which we strongly encourage future researchers to focus on. In the future, we may focus on collecting and mapping pro-active contributions to gender studies, using additional Natural Language Processing techniques, able to measure the sentiment of scientific papers [ 43 ].

All of the mainstream topics identified in our literature review are closely related, and there is a wealth of insights looking at the intersection between issues such as education and career progression or human capital and role . However, emerging topics are worthy of being furtherly explored. It would be interesting to see more work on the topic of female entrepreneurship , exploring aspects such as education , personality , governance , management and leadership . For instance, how can education support female entrepreneurship? How can self-efficacy and risk-taking behaviors be taught or enhanced? What are the differences in managerial and governance styles of female entrepreneurs? Which personality traits are associated with successful entrepreneurs? Which traits are preferred by venture capitalists and funding bodies?

The emerging topic of sustainability also deserves further attention, as our society struggles with climate change and its consequences. It would be interesting to see more research on the intersection between sustainability and entrepreneurship , looking at how female entrepreneurs are tackling sustainability issues, examining both their business models and their company governance . In addition, scholars are suggested to dig deeper into the relationship between family values and behaviors.

Moreover, it would be relevant to understand how women’s networks (social capital), or the composition and structure of social networks involving both women and men, enable them to increase their remuneration and reach top corporate positions, participate in key decision-making bodies, and have a voice in communities. Furthermore, the achievement of gender equality might significantly change firm networks and ecosystems, with important implications for their performance and survival.

Similarly, research at the nexus of (corporate) governance , career progression , compensation and female empowerment could yield useful insights–for example discussing how enterprises, institutions and countries are managed and the impact for women and other minorities. Are there specific governance structures that favor diversity and inclusion?

Lastly, we foresee an emerging stream of research pertaining how the spread of the COVID-19 pandemic challenged women, especially in the workforce, by making gender biases more evident.

For our analysis, we considered a set of 15,465 articles downloaded from the Scopus database (which is the largest abstract and citation database of peer-reviewed literature). As we were interested in reviewing business and economics related gender studies, we only considered those papers published in journals listed in the Academic Journal Guide (AJG) 2018 ranking of the Chartered Association of Business Schools (CABS). All the journals listed in this ranking are also indexed by Scopus. Therefore, looking at a single database (i.e., Scopus) should not be considered a limitation of our study. However, future research could consider different databases and inclusion criteria.

With our literature review, we offer researchers a comprehensive map of major gender-related research trends over the past twenty-two years. This can serve as a lens to look to the future, contributing to the achievement of SDG5. Researchers may use our study as a starting point to identify key themes addressed in the literature. In addition, our methodological approach–based on the use of the Semantic Brand Score and its webapp–could support scholars interested in reviewing other areas of research.

Supporting information

Acknowledgments.

The computing resources and the related technical support used for this work have been provided by CRESCO/ENEAGRID High Performance Computing infrastructure and its staff. CRESCO/ENEAGRID High Performance Computing infrastructure is funded by ENEA, the Italian National Agency for New Technologies, Energy and Sustainable Economic Development and by Italian and European research programmes (see http://www.cresco.enea.it/english for information).

Funding Statement

P.B and F.C.: Grant of the Department of Energy, Systems, Territory and Construction of the University of Pisa (DESTEC) for the project “Measuring Gender Bias with Semantic Analysis: The Development of an Assessment Tool and its Application in the European Space Industry. P.B., F.C., A.F.C., P.R.: Grant of the Italian Association of Management Engineering (AiIG), “Misure di sostegno ai soci giovani AiIG” 2020, for the project “Gender Equality Through Data Intelligence (GEDI)”. F.C.: EU project ASSETs+ Project (Alliance for Strategic Skills addressing Emerging Technologies in Defence) EAC/A03/2018 - Erasmus+ programme, Sector Skills Alliances, Lot 3: Sector Skills Alliance for implementing a new strategic approach (Blueprint) to sectoral cooperation on skills G.A. NUMBER: 612678-EPP-1-2019-1-IT-EPPKA2-SSA-B.

Data Availability

5 Powerful Essays Advocating for Gender Equality

Gender equality – which becomes reality when all genders are treated fairly and allowed equal opportunities –  is a complicated human rights issue for every country in the world. Recent statistics are sobering. According to the World Economic Forum, it will take 108 years to achieve gender parity . The biggest gaps are found in political empowerment and economics. Also, there are currently just six countries that give women and men equal legal work rights. Generally, women are only given ¾ of the rights given to men. To learn more about how gender equality is measured, how it affects both women and men, and what can be done, here are five essays making a fair point.

Take a free course on Gender Equality offered by top universities!

“Countries With Less Gender Equity Have More Women In STEM — Huh?” – Adam Mastroianni and Dakota McCoy

This essay from two Harvard PhD candidates (Mastroianni in psychology and McCoy in biology) takes a closer look at a recent study that showed that in countries with lower gender equity, more women are in STEM. The study’s researchers suggested that this is because women are actually especially interested in STEM fields, and because they are given more choice in Western countries, they go with different careers. Mastroianni and McCoy disagree.

They argue the research actually shows that cultural attitudes and discrimination are impacting women’s interests, and that bias and discrimination is present even in countries with better gender equality. The problem may lie in the Gender Gap Index (GGI), which tracks factors like wage disparity and government representation. To learn why there’s more women in STEM from countries with less gender equality, a more nuanced and complex approach is needed.

“Men’s health is better, too, in countries with more gender equality” – Liz Plank

When it comes to discussions about gender equality, it isn’t uncommon for someone in the room to say, “What about the men?” Achieving gender equality has been difficult because of the underlying belief that giving women more rights and freedom somehow takes rights away from men. The reality, however, is that gender equality is good for everyone. In Liz Plank’s essay, which is an adaption from her book For the Love of Men: A Vision for Mindful Masculinity, she explores how in Iceland, the #1 ranked country for gender equality, men live longer. Plank lays out the research for why this is, revealing that men who hold “traditional” ideas about masculinity are more likely to die by suicide and suffer worse health. Anxiety about being the only financial provider plays a big role in this, so in countries where women are allowed education and equal earning power, men don’t shoulder the burden alone.

Liz Plank is an author and award-winning journalist with Vox, where she works as a senior producer and political correspondent. In 2015, Forbes named her one of their “30 Under 30” in the Media category. She’s focused on feminist issues throughout her career.

“China’s #MeToo Moment” –  Jiayang Fan

Some of the most visible examples of gender inequality and discrimination comes from “Me Too” stories. Women are coming forward in huge numbers relating how they’ve been harassed and abused by men who have power over them. Most of the time, established systems protect these men from accountability. In this article from Jiayang Fan, a New Yorker staff writer, we get a look at what’s happening in China.

The essay opens with a story from a PhD student inspired by the United States’ Me Too movement to open up about her experience with an academic adviser. Her story led to more accusations against the adviser, and he was eventually dismissed. This is a rare victory, because as Fan says, China employs a more rigid system of patriarchy and hierarchy. There aren’t clear definitions or laws surrounding sexual harassment. Activists are charting unfamiliar territory, which this essay explores.

“Men built this system. No wonder gender equality remains as far off as ever.” – Ellie Mae O’Hagan

Freelance journalist Ellie Mae O’Hagan (whose book The New Normal is scheduled for a May 2020 release) is discouraged that gender equality is so many years away. She argues that it’s because the global system of power at its core is broken.  Even when women are in power, which is proportionally rare on a global scale, they deal with a system built by the patriarchy. O’Hagan’s essay lays out ideas for how to fix what’s fundamentally flawed, so gender equality can become a reality.

Ideas include investing in welfare; reducing gender-based violence (which is mostly men committing violence against women); and strengthening trade unions and improving work conditions. With a system that’s not designed to put women down, the world can finally achieve gender equality.

“Invisibility of Race in Gender Pay Gap Discussions” – Bonnie Chu

The gender pay gap has been a pressing issue for many years in the United States, but most discussions miss the factor of race. In this concise essay, Senior Contributor Bonnie Chu examines the reality, writing that within the gender pay gap, there’s other gaps when it comes to black, Native American, and Latina women. Asian-American women, on the other hand, are paid 85 cents for every dollar. This data is extremely important and should be present in discussions about the gender pay gap. It reminds us that when it comes to gender equality, there’s other factors at play, like racism.

Bonnie Chu is a gender equality advocate and a Forbes 30 Under 30 social entrepreneur. She’s the founder and CEO of Lensational, which empowers women through photography, and the Managing Director of The Social Investment Consultancy.

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About the author, emmaline soken-huberty.

Emmaline Soken-Huberty is a freelance writer based in Portland, Oregon. She started to become interested in human rights while attending college, eventually getting a concentration in human rights and humanitarianism. LGBTQ+ rights, women’s rights, and climate change are of special concern to her. In her spare time, she can be found reading or enjoying Oregon’s natural beauty with her husband and dog.

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Essay on Gender Equality

Students are often asked to write an essay on Gender Equality in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Gender Equality

Understanding gender equality.

Gender equality means that all genders have the same rights and opportunities. It’s about respecting everyone, regardless of whether they’re a boy or a girl.

Why is Gender Equality Important?

Gender equality is important because everyone deserves to be treated fairly. It helps us learn from each other and grow as a society. Without it, we miss out on the talents and skills of half the population.

How Can We Achieve Gender Equality?

We can achieve gender equality by treating everyone equally, regardless of their gender. This includes giving everyone the same opportunities in education, work, and life. It’s about fairness and respect.

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250 Words Essay on Gender Equality

Introduction.

Gender equality, a cornerstone of social justice, is more than a fundamental human right. It’s a prerequisite for a sustainable, peaceful, and prosperous world. It calls for equal opportunities and benefits for both men and women, challenging traditional norms that perpetuate inequality.

The Imperative of Gender Equality

Gender equality is not just about fairness but also about harnessing the untapped potential of half the world’s population. It’s about acknowledging the fact that men and women, despite their biological differences, are equally capable of contributing to society. The exclusion or marginalization of any gender hinders societal progress.

Challenges to Gender Equality

Despite strides made, gender inequality persists. Discriminatory laws, gender stereotypes, and institutional biases continue to impede gender equality. Women, for instance, often face wage gaps, underrepresentation in leadership positions, and disproportionate burden of unpaid care work.

The Path to Gender Equality

Achieving gender equality requires systemic changes. It starts with education, promoting gender-sensitive curricula to dismantle harmful stereotypes. Legal reforms are also crucial for ensuring equal rights and opportunities. Additionally, institutions must foster an environment that promotes gender diversity and inclusion.

Gender equality is not a women’s issue, but a human issue. It affects us all. The journey towards gender equality is complex and challenging, but it’s a journey worth taking. As we strive for a more equitable world, we must remember that every step, no matter how small, brings us closer to this goal.

500 Words Essay on Gender Equality

Gender equality, also known as sexual equality or equality of the sexes, is the state of equal ease of access to resources and opportunities, irrespective of gender. It is a critical aspect of a just and democratic society, and its importance cannot be overstated. This essay explores the concept of gender equality, its implications, and the role of society in achieving it.

The Concept of Gender Equality

Implications of gender equality.

Gender equality has far-reaching implications. Economically, it can lead to increased productivity and economic growth. According to the World Economic Forum, reducing the gender gap in employment could result in a GDP increase of up to 16% in some countries. Socially, gender equality can lead to healthier and more educated families, and it can promote peace and reduce violence. Politically, it can lead to more representative and effective governance.

Despite the clear benefits of gender equality, numerous challenges persist. Socio-cultural norms and beliefs often uphold gender inequality, making it difficult to change attitudes and behaviors. Moreover, institutional structures and practices can reinforce gender disparities. For instance, women are often underrepresented in leadership positions, and they are more likely to experience poverty and violence.

The Role of Society in Achieving Gender Equality

In conclusion, gender equality is a fundamental human right and a cornerstone of a just and democratic society. It has vast implications for economic growth, social wellbeing, and political effectiveness. While challenges persist, through education, legal reform, and individual action, we can work towards a more equal and just society. The path to gender equality may be long and fraught with obstacles, but it is a journey that we must undertake for the betterment of our society and future generations.

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Gender Equality Essay for Students and Children

500+ words essay on gender equality essay.

Equality or non-discrimination is that state where every individual gets equal opportunities and rights. Every individual of the society yearns for equal status, opportunity, and rights. However, it is a general observation that there exists lots of discrimination between humans. Discrimination exists because of cultural differences, geographical differences, and gender. Inequality based on gender is a concern that is prevalent in the entire world.  Even in the 21 st century, across globe men and women do not enjoy equal privileges. Gender equality means providing equal opportunities to both men and women in political, economic, education and health aspects.

Importance of Gender Equality

A nation can progress and attain higher development growth only when both men and women are entitled to equal opportunities. Women in the society are often cornered and are refrained from getting equal rights as men to health, education, decision-making and economic independence in terms of wages.

The social structure that prevails since long in such a way that girls do not get equal opportunities as men. Women generally are the caregivers in the family. Because of this, women are mostly involved in household activities. There is lesser participation of women in higher education, decision-making roles, and leadership roles. This gender disparity is a hindrance in the growth rate of a country. When women participate in the workforce increases the economic growth rate of the country increases. Gender equality increases the overall wellbeing of the nation along with economic prosperity .

How is Gender Equality Measured?

Gender equality is an important factor in determining a country’s overall growth. There are several indexes to measure gender equality.

Gender-Related Development Index (GDI) –   GDI is a gender centric measure of Human Development Index. GDI considers parameters like life expectancy, education, and incomes in assessing the gender equality of a country.

Gender Empowerment Measure (GEM) – This measure includes much detail aspects like the proportion of seats than women candidates hold in national parliament, percentage of women at economic decision-making role, the income share of female employees.

Gender Equity Index (GEI) – GEI ranks countries on three parameters of gender inequality, those are education, economic participation, and empowerment. However, GEI ignores the health parameter.

Global Gender Gap Index – The World Economic Forum introduced the Global Gender Gap Index in 2006. This index focuses more on identifying the level of female disadvantage. The four important areas that the index considers are economic participation and opportunity, educational attainment, political empowerment, health, and survival rate.

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Gender Inequality in India

As per the World Economic Forum’s gender gap ranking, India stands at rank 108 out of 149 countries. This rank is a major concern as it highlights the immense gap in opportunities in women with comparison to men. In Indian society from a long time back, the social structure has been such that the women are neglected in many areas like education, health, decision-making areas, financial independence, etc.

Another major reason, which contributes to the discriminatory behavior towards women in India, is the dowry system in marriage.  Because of this dowry system, most Indian families consider girls as a burden.  Preference for son still prevails. Girls have refrained from higher education. Women are not entitled to equal job opportunities and wages. In the 21 st century, women are still preferred gender in home managing activities. Many women quit their job and opt-out from leadership roles because of family commitments. However, such actions are very uncommon among men.

For overall wellbeing and growth of a nation, scoring high on gender equality is the most crucial aspect. Countries with less disparity in gender equality have progressed a lot. The government of India has also started taking steps to ensure gender equality. Several laws and policies are prepared to encourage girls. “Beti Bachao, Beti Padhao Yojana ” (Save girl, and make girls educated) campaign is created to spread awareness of the importance of girl child.  Several laws to protect girls are also there. However, we need more awareness of spreading knowledge of women rights . In addition, the government should take initiatives to check the correct and proper implementation of policies.

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Essay on Gender Equality

Introduction to Gender Equality

In a world striving for progress and justice, gender equality stands as a beacon of social transformation. Defined as the equal rights, opportunities, and treatment of all genders, it is an imperative that transcends cultural and historical boundaries. Despite advancements, deep-rooted disparities persist. Consider the gender wage gap, where women continue to earn less than men for the same work. This injustice echoes through various spheres, including education and leadership roles. This essay explores the multifaceted dimensions of gender equality, delving into the challenges, triumphs, and the pivotal role education plays in reshaping societal norms for a more equitable future.

Historical Context

• Ancient Civilizations: Rigidly defined gender roles were prevalent in many ancient societies, where women were often assigned domestic responsibilities while men assumed positions of authority and leadership.
• Feudal Systems: Societal structures during feudal times further constrained women’s rights, upholding male dominance. Inheritance laws and property rights favored men, limiting women’s economic autonomy.
• The Renaissance: Despite intellectual and artistic advancements during the Renaissance, gender norms remained conservative. Society limited women’s access to education and excluded them from various professions.
• Industrial Revolution: Gender-based work divisions emerged in the 18th and 19th centuries with the transition to industrial economies. While men worked in factories, women were confined to domestic roles, reinforcing stereotypes about gender-appropriate occupations.
• Women’s Suffrage Movements: The late 19th and early 20th centuries witnessed the rise of women’s suffrage movements. Activists fought for the right to vote and challenged societal norms, laying the foundation for broader gender equality discussions.
• World Wars: Women’s contributions to the workforce during both World Wars challenged traditional gender roles. These experiences paved the way for societal shifts and increased recognition of women’s capabilities beyond the domestic sphere.
• Post-WWII Era: The post-war period saw increased awareness of gender inequality. After experiencing economic independence during the war, women began advocating for more rights, which led to the second wave of feminism in the 1960s & 1970s.
• Legal Reforms: Landmark legal reforms, such as the Equal Pay Act in the 1960s and Title IX in 1972, aimed to address gender disparities in the workplace and education, signaling a growing acknowledgment of the need for legal remedies.
• Late 20th Century: Progress in the latter half of the 20th century included greater workplace diversity, increased educational opportunities for women, and evolving societal expectations challenging traditional gender norms.
• Challenges Persist: Even with these advancements, gender inequality is still a problem in the world today, highlighting the continuous need for all-encompassing initiatives to attain full gender equality.

Importance of Gender Equality in Society

Gender equality is crucial for fostering a just and thriving society, contributing to various social, economic, and cultural development aspects. The points mentioned below can help us comprehend the importance of gender equality:

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• Human Rights and Dignity: Gender equality is fundamentally rooted in human rights principles. It ensures that all individuals, regardless of gender, have the right to equal opportunities, respect, and dignity.
• Social Justice: Gender equality promotes fairness and social justice by dismantling discriminatory practices that limit gender-based opportunities. It seeks to eliminate gender-based biases and prejudices, fostering an inclusive and egalitarian society.
• Economic Growth: Closing gender gaps in the workforce enhances economic productivity. By tapping into the full potential of both men and women, societies can benefit from a diverse and skilled labor force, driving innovation and competitiveness.
• Educational Empowerment: Gender equality in education ensures that both genders have equal access to quality learning opportunities. Educated women, in particular, contribute significantly to societies’ intellectual and economic growth.
• Health and Well-being: Gender equality is associated with improved health outcomes. Empowered women are more likely to have access to healthcare, make informed decisions about their well-being, and contribute to healthier family and community environments.
• Political Representation: Achieving gender equality in political participation ensures that diverse perspectives and experiences shape decision-making processes. Women’s representation in leadership positions contributes to more comprehensive and inclusive policies.
• Family and Community Dynamics: Balanced gender roles within families and communities create healthier and more supportive environments. Shared responsibilities contribute to the well-being of both men and women and help break down stereotypes related to traditional gender roles.
• Reducing Violence and Discrimination: Gender equality is a crucial tool in combating gender-based violence and discrimination. By challenging harmful stereotypes and norms, societies can work towards creating safer spaces for everyone.
• Cultural Enrichment: Embracing gender diversity contributes to a vibrant cultural tapestry. It allows for exploring and celebrating various talents, perspectives, and experiences.
• Sustainable Development: Achieving sustainable development goals is closely tied to gender equality. It guarantees that inclusive development initiatives tackle the particular requirements and difficulties of various genders.

Methods to measure Gender Equality

Measuring gender equality involves assessing various aspects of social, economic, and political life to identify disparities and evaluate progress. Several methods and indicators can be employed to gauge gender equality:

• Gender Pay Gap Analysis: Conducting a comprehensive analysis of earnings across genders within an organization or industry helps identify disparities. This method involves comparing the average or median earnings of men and women performing similar roles to uncover wage gaps.
• Representation Metrics: Tracking the representation of genders in various sectors, including corporate leadership, political offices, and board memberships, provides insights into the level of gender diversity. Common metrics used to assess representation include ratios and percentages.
• Educational Attainment: Examining the educational attainment of men and women in a given population or community is crucial. Disparities in access to education and the type of education received can indicate systemic issues affecting gender equality.
• Labor Force Participation Rates: Analyzing the participation rates of men and women in the labor force provides insights into workforce dynamics. Identifying trends in employment rates and the types of occupations held by each gender helps gauge workplace inclusivity.
• Gender-Disaggregated Data: Collecting and analyzing data with a gender-disaggregated approach ensures a nuanced understanding of various social and economic indicators. Considering aggregated data may mask hidden disparities, making this method helpful in uncovering such discrepancies.
• Intersectional Analysis: It is crucial to acknowledge how gender intersects with race, ethnicity, and socioeconomic status. An intersectional approach allows for a more comprehensive assessment of inequalities disproportionately affecting certain groups.
• Legal and Policy Assessment: Evaluating existing laws and policies for their gender sensitivity and inclusivity is crucial. This method involves reviewing legislation to identify gaps or discriminatory practices and advocating for legal reforms to promote gender equality.
• Gender-based Violence Metrics: Measuring the prevalence of gender-based violence and its impact on different genders provides critical insights. Surveys and reports on incidents of violence contribute to understanding the scope of the issue and guiding preventive measures.
• Access to Healthcare: Assessing access to healthcare services, particularly reproductive health services, is vital for gender equality. Disparities in healthcare access can impact well-being and contribute to broader gender inequalities.
• Social Perception Surveys: Conducting surveys to gauge societal attitudes and perceptions towards gender roles and equality helps identify prevailing stereotypes and biases. This qualitative method provides valuable insights into the cultural aspects influencing gender dynamics.

Gender Equality at Workplace

Achieving gender equality in the workplace is critical for fostering a fair and inclusive professional environment. Here are key aspects and strategies for promoting gender equality at work:

• Equal Pay Policies: Implement and uphold transparent salary structures, ensuring that men and women receive equal pay for equal work. Regularly audit pay scales to identify and rectify any existing gender wage gaps.
• Diverse Hiring Practices: Promote diversity in recruitment processes by adopting blind hiring techniques, mitigating unconscious biases, and actively seeking a balanced representation of genders at all levels of the organization.
• Flexible Work Arrangements: Offer flexible working options, such as remote work, flexible hours, and part-time arrangements, to accommodate diverse needs and improve work-life balance, particularly for working parents.
• Leadership Development Programs: Establish leadership development initiatives to identify and nurture talents irrespective of gender. Encourage mentorship programs to support the career growth of women within the organization.
• Anti-Discrimination Policies: Clearly articulate and enforce anti-discrimination policies that explicitly address gender-based discrimination and harassment. Provide a secure channel for workers to report any incidents of prejudice.
• Promoting Inclusive Company Culture: Foster an inclusive workplace culture that values and respects diverse perspectives. This includes organizing diversity and inclusion training programs and promoting a zero-tolerance policy for discriminatory behavior.
• Workplace Flexibility for Caregivers: Recognize and accommodate the needs of employees with caregiving responsibilities. Offering parental leave, on-site childcare facilities, and lactation rooms supports employees in managing work and family commitments.
• Regular Diversity Audits: Perform routine audits to evaluate the organization’s diversity and inclusion situation. This involves tracking key metrics, such as promotion rates, representation at different levels, and employee satisfaction across genders.
• Employee Resource Groups (ERGs): Establish Employee Resource Groups focused on gender equality to provide a platform for open discussions, networking, and mentorship. ERGs can contribute to building a sense of community and support within the workplace.
• Promoting Work-Life Balance: Discourage the overworking culture to promote a good work-life balance. Establish rules that encourage staff to strike a balance between their personal and professional life and discourage working excessive overtime.
• Educational Initiatives: Conduct awareness programs and training sessions on gender sensitivity, unconscious bias, and inclusivity. This educates employees and fosters a workplace culture that actively challenges stereotypes and discriminatory behaviors.
• Transparency in Promotion Processes: To prevent gender-based biases, ensure transparency in promotion processes. Implement clear promotion criteria and provide constructive feedback to all employees to enhance transparency and fairness.

Initiatives and Movements

Initiatives and movements are crucial in driving social change and advancing gender equality. Across the globe, various organizations and grassroots efforts are actively working on challenging stereotypes, dismantling barriers, and promoting inclusivity. Here are some notable initiatives and movements contributing to the cause of gender equality:

• HeForShe Campaign: UN Women launched HeForShe, a campaign encouraging boys and men to support gender equality. It enables them to take an active role in challenging and changing societal norms that perpetuate discrimination.
• #MeToo Movement: Originating as a hashtag on social media , #MeToo has evolved into a global movement addressing and combating sexual harassment and assault. It empowers survivors to share their experiences and has led to increased awareness and accountability.
• #GirlsWhoCode: This initiative aims to bridge the gender gap in the technology sector by providing opportunities for girls to learn and excel in coding and computer science . Empowering girls in STEM fields challenges gender stereotypes in the tech industry.
• Women, Peace, and Security Agenda: This project, spearheaded by the UN, emphasizes the contribution of women to security, peacebuilding, and conflict resolution. It advocates for including women in decision-making processes related to conflict prevention and resolution.
• #EachForEqual: Aligned with International Women’s Day, #EachForEqual emphasizes the importance of individual actions to create a gender-equal world collectively. It encourages people to challenge stereotypes, biases, and discriminatory practices.
• Global Fund for Women: This organization supports women-led initiatives and movements worldwide, providing financial resources, training, and advocacy support. It amplifies women’s voices and promotes their leadership in addressing social issues.
• Time’s Up Movement: Originating in response to the #MeToo movement, Time’s Up focuses on combating sexual harassment and gender inequality in the workplace. It advocates for legal and policy changes to create safer and more inclusive work environments.
• Malala Fund: Co-founded by Malala Yousafzai, this organization advocates for girls’ education globally. It works to break down barriers preventing girls from attending school and empowers them to achieve their full potential.
• 50/50 by 2030 Foundation: Dedicated to achieving gender balance in leadership positions, this initiative promotes policies and practices that support gender diversity. By 2030, it aims to achieve equal representation of men and women in leadership positions.
• No More Excuses Campaign: This campaign, which aims to involve men and boys in the battle against gender-based violence, dispels false myths and calls on men to support the development of an equitable and respectful society.
• The Girl Effect: By investing in girls, this project seeks to end the cycle of poverty. It emphasizes the transformative impact that educating and empowering girls can have on communities and societies as a whole.
• Gender Champions: Gender Champions are a global network of leaders dedicated to promoting gender equality. They exchange best practices, push for change, and strive to eliminate gender obstacles in their respective industries.

Social and Cultural Barriers to Gender Equality

Gender equality faces significant social and cultural barriers that hinder progress toward a more equitable society. These barriers are profoundly ingrained and manifest in various forms across different cultures. Here are some key social and cultural obstacles to achieving gender equality:

• Gender Stereotypes: Deep-seated stereotypes assign specific roles and attributes to men and women. These stereotypes influence societal expectations and perceptions, reinforcing traditional gender norms and limiting opportunities for both genders.
• Cultural Norms and Traditions: Cultural norms and traditions can perpetuate gender inequalities by dictating rigid gender roles. Practices like honor killings, early marriage, and the desire for male heirs can limit women’s freedom and potential.
• Limited Educational Opportunities: In some cultures, there may be a bias against educating girls, leading to lower literacy rates among women. Limited access to education restricts women’s ability to pursue higher-paying jobs and leadership roles.
• Unequal Access to Resources: Deep-rooted cultural beliefs may result in unequal access to resources, including land, property, and financial assets. This limits women’s economic independence and contributes to their dependence on male family members.
• Discriminatory Laws and Legal Systems: Legal systems influenced by patriarchal values may perpetuate gender inequalities. Discriminatory laws regarding inheritance, divorce, and property ownership can significantly impact women’s rights and opportunities.
• Normalization of Gender-Based Violence: Cultural acceptance or normalization of gender-based violence perpetuates a culture of fear and control. This includes practices such as domestic violence, female genital mutilation, and acid attacks, which disproportionately affect women.
• Lack of Representation in Media: Media often reinforces gender stereotypes by portraying women and men in traditional roles. Limited representation of strong, independent women can contribute to narrow and limiting perceptions of female capabilities.
• Resistance to Women in Leadership: Cultural resistance to women in leadership roles can hinder their progression in professional spheres. Stereotypes about women’s competence and suitability for leadership roles may limit their access to decision-making positions.
• Socialization Processes: Society socializes children into gender roles from an early age. Gendered expectations are reinforced through toys, books, and parental attitudes, shaping individuals’ understanding of their roles and opportunities.
• Stigmatization of Non-Traditional Roles: Cultural norms may stigmatize individuals who choose non-traditional roles, particularly men. This discourages men from pursuing careers or responsibilities traditionally associated with women, reinforcing gender norms.
• Lack of Support for Work-Life Balance: Cultural expectations regarding traditional gender roles often create challenges for individuals seeking work-life balance. When deviating from prescribed gender-specific responsibilities, men and women may face judgment or resistance.
• Resistance to Change: Societal resistance to challenging established norms and traditions can impede progress. Fear of disrupting the status quo or perceived threats to cultural identity may hinder efforts to address gender inequalities.

Legal and Policy Framework

Establishing a comprehensive legal and policy framework is vital for promoting gender equality and safeguarding the rights of all individuals. A well-crafted framework provides a foundation for eradicating discrimination, ensuring equitable opportunities, and fostering an inclusive society.

• Constitutional Protections: Incorporate explicit provisions in the constitution affirming the equal rights of all genders. A constitutional foundation sets the tone for subsequent legislation and policies.
• Anti-Discrimination Laws: Enact and enforce anti-discrimination laws prohibiting gender-based discrimination in various sectors, including employment, education, healthcare, and public services.
• Equal Pay Legislation: Implement laws mandating equal pay for equal work, addressing gender wage gaps, and promoting transparency in salary structures.
• Maternity and Paternity Leave Policies: Establish and enforce policies that provide equitable maternity and paternity leave, encouraging shared caregiving responsibilities and preventing discrimination against employees with family obligations.
• Quota Systems and Affirmative Action: Consider implementing quota systems or affirmative action policies to increase underrepresented gender representation in political, corporate, and educational institutions.
• Sexual Harassment Laws: Develop and enforce legislation that prohibits sexual harassment in public places, workplaces, and educational settings, together with efficient channels for reporting and redress.
• Reproductive Rights Protections: Safeguard reproductive rights by enacting laws ensuring access to family planning, maternal healthcare, and protection against forced sterilization or coerced reproductive practices.
• Inclusive Education Policies: Promote gender-inclusive education policies, eliminating stereotypes from educational materials, encouraging equal access to education, and addressing gender-based violence in educational institutions.
• Healthcare Access and Equity: Create policies that address gender-specific health issues and provide equitable access to healthcare services, especially services related to reproductive health.
• Legal Aid and Support Services: Establish legal aid services and support mechanisms for individuals facing gender-based discrimination or violence, ensuring access to justice for victims.
• Domestic Violence Legislation: Enact comprehensive laws addressing domestic violence, providing protection orders, and establishing support services for survivors.
• Gender-Responsive Budgeting: Implement gender-responsive budgeting to ensure that government expenditures consider different genders’ specific needs and priorities.
• Training for Legal Professionals: Conduct training programs for legal professionals to enhance their understanding of gender issues and sensitize them to the unique challenges faced by different genders.
• Intersectionality Considerations: Incorporate an intersectional approach in legal and policy frameworks to address the specific challenges individuals face at the intersections of gender, race, ethnicity, sexual orientation, and other identities.
• Monitoring and Evaluation Mechanisms: Establish mechanisms for regularly monitoring and evaluating the effectiveness of gender-related laws and policies, ensuring accountability and facilitating necessary adjustments.

Challenges and Obstacles

Despite ongoing efforts to promote gender equality, various challenges and obstacles persist, hindering progress towards creating a truly inclusive and equitable society. Here are a few of the key challenges:

• Deep-rooted Gender Stereotypes: Cultural and societal norms frequently reinforce traditional gender roles, perpetuating stereotypes that prescribe how individuals should behave according to their gender. These stereotypes limit opportunities and contribute to discriminatory practices.
• Gender Wage Gap: A persistent disparity in earnings between men and women continues to exist globally. Systemic workplace inequalities often result in women earning less than men for comparable roles.
• Lack of Women in Leadership Roles: Women still need to be represented in leadership positions across various sectors. The “glass ceiling” phenomenon highlights women’s challenges in advancing to top-tier positions, limiting their influence in decision-making processes.
• Gender-based Violence: The issue of violence against women, encompassing sexual harassment, domestic abuse, and human trafficking, is still widespread across the globe. Fear of violence can restrict women’s freedom and limit their opportunities for education and employment.
• Limited Access to Education: In certain regions, girls face barriers to accessing education, ranging from cultural norms that prioritize boys’ education to the lack of facilities and resources. Their potential to learn new skills and explore different professional routes is thus limited.
• Intersectionality Challenges: Individuals facing multiple forms of discrimination based on factors such as ethnicity, race, sexual orientation, and socioeconomic status may experience compounded challenges. Intersectionality adds complexity to addressing gender inequality.
• Implicit Bias and Stereotypes: Unconscious biases that people hold based on gender can influence decision-making processes in hiring, promotions, and daily interactions. Overcoming these biases is crucial for creating fair and equal opportunities.
• Work-Life Balance Struggles: Women, particularly mothers, often face challenges balancing work and family responsibilities. Inadequate support structures, such as affordable childcare and flexible work arrangements, contribute to these struggles.
• Resistance to Change: Societal resistance to challenging traditional gender norms and power structures can impede progress. Some individuals may resist efforts towards gender equality due to ingrained beliefs or fear of losing perceived privileges.
• Lack of Legal Enforcement: While laws and policies may exist to address gender inequality, inadequate enforcement mechanisms can limit their effectiveness. Weak implementation and monitoring contribute to continued disparities.
• Cultural and Religious Barriers: Cultural and religious beliefs can contribute to gender inequalities, with specific practices and traditions reinforcing discriminatory norms. Overcoming these barriers requires respectful engagement and dialogue within communities.
• Limited Representation in Media: Media often perpetuates gender stereotypes by portraying narrow and limiting images of men and women. Limited representation of diverse gender identities can influence societal perceptions and expectations.

Case studies

Let’s explore two case studies highlighting efforts and challenges in achieving gender equality.

• Gender Equality in Iceland

Background: Iceland consistently ranks high in global gender equality indices. The country has implemented various policies and initiatives to address gender disparities, including equal pay legislation, generous parental leave policies, and efforts to increase women’s representation in leadership roles.

Initiatives:

• Equal Pay Legislation: 2018 Iceland became the first country to mandate equal pay for equal work. Companies with 25 or more employees must certify that they provide equal pay to all employees, regardless of gender.
• Parental Leave Policies: Parents can share an additional three months, and three months are allocated for each parent under Iceland’s generous parental leave policies. This encourages a more equitable distribution of caregiving responsibilities.
• Iceland has continuously topped the World Economic Forum’s Global Gender Gap Index.
• Women’s involvement in leadership roles has increased, and the gender pay gap has reduced dramatically.

Challenges:

• Despite progress, there are still challenges in achieving full equality, especially in specific sectors where traditional gender norms persist.
• Encouraging men to take advantage of parental leave policies and participate equally in caregiving remains a work in progress.
• Women’s Empowerment in Rwanda

Background: Rwanda has made remarkable strides in empowering women, especially in the political arena, following the devastating genocide in 1994. The government has actively pursued policies to increase women’s participation in decision-making roles.

• Quota System: Rwanda’s constitution mandates reserving at least 30% of parliamentary seats for women. This led to an increased representation of women in politics.
• Women’s Economic Empowerment: Initiatives to empower women economically include providing access to credit, offering entrepreneurship training, and supporting women-led businesses.
• Rwanda has the world’s highest proportion of women in parliament, with women holding more than 60% of the seats.
• Women have become key contributors to the country’s economic development.
• Challenges in ensuring women’s participation in lower-level decision-making persist despite progress in political representation.
• Societal norms and stereotypes can still impact women’s opportunities, particularly in some rural regions.

Future Directions

Pursuing gender equality is an ongoing journey that requires continuous effort and adaptation to evolving societal dynamics. Here are some future directions and considerations for advancing gender equality:

• Technological Integration: Leverage technology to promote gender equality, such as utilizing artificial intelligence for unbiased hiring processes and online education and skill development platforms.
• Intersectional Approaches: Acknowledge and address the intersecting factors of gender with race, ethnicity, socioeconomic status, and more to ensure a more comprehensive understanding and response to diverse challenges.
• Corporate Accountability: Strengthen corporate responsibility by implementing transparent reporting on gender diversity metrics, equal pay, and workplace policies, holding organizations accountable for fostering inclusive environments.
• Global Collaboration: Foster international cooperation and exchange best practices to address gender inequalities globally, acknowledging that challenges and solutions vary across regions.
• Mental Health Focus: Recognize and address the mental health impact of gender disparities, particularly the stress and pressure associated with societal expectations and discrimination.
• Inclusive Education: Implement and promote gender-inclusive education policies to challenge stereotypes early on, fostering environments where all students can thrive, irrespective of gender.
• Political Empowerment: Continue efforts to increase women’s representation in political leadership globally, ensuring diverse voices contribute to policy decisions and legislation.
• Supportive Workplace Cultures: Develop and promote workplace cultures that encourage work-life balance, inclusivity, and flexibility, reducing gender-specific challenges in professional environments.
• Legal Reforms: Advocate for and enact legal reforms that address emerging challenges, such as online harassment and the gig economy, ensuring legislation keeps pace with societal changes.
• Youth Engagement: Involve and empower the younger generation in advocating for gender equality, emphasizing education, awareness, and activism among young individuals.
• Economic Empowerment: Enhance economic opportunities for women through targeted policies, access to credit, and support for women entrepreneurs, fostering financial independence.
• Media Representation: Challenge and change media portrayals of gender, promoting diverse and realistic representations to combat harmful stereotypes and biases.
• Crisis Response Planning: Integrate gender perspectives into crisis response and recovery planning, recognizing the disproportionate impact of crises on different genders.
• Male Engagement: Encourage men to participate actively in the gender equality conversation, challenging traditional norms and stereotypes and fostering allyship in the pursuit of equality.
• Continued Research: Support and conduct ongoing research on gender-related issues, informing evidence-based policies and interventions to address emerging challenges and trends.

The journey toward gender equality is a dynamic and ongoing endeavor. As we navigate the complexities of societal norms, policies, and cultural paradigms, it is imperative to embrace intersectionality, engage men as allies, and leverage technology for progress. Transformative shifts in workplace cultures, comprehensive sex education, and mental health support are essential. Global collaboration, inclusive caregiving policies, and the reimagining of masculinity contribute to a more inclusive future. By amplifying diverse voices, challenging stereotypes, and adapting policies, we can collectively pave the way for a world where everyone, irrespective of gender, thrives on inequality and empowerment.

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Open Access

Peer-reviewed

Research Article

Twenty years of gender equality research: A scoping review based on a new semantic indicator

Contributed equally to this work with: Paola Belingheri, Filippo Chiarello, Andrea Fronzetti Colladon, Paola Rovelli

Roles Conceptualization, Formal analysis, Funding acquisition, Visualization, Writing – original draft, Writing – review & editing

Affiliation Dipartimento di Ingegneria dell’Energia, dei Sistemi, del Territorio e delle Costruzioni, Università degli Studi di Pisa, Largo L. Lazzarino, Pisa, Italy

Roles Conceptualization, Data curation, Formal analysis, Funding acquisition, Methodology, Visualization, Writing – original draft, Writing – review & editing

Roles Conceptualization, Data curation, Formal analysis, Funding acquisition, Methodology, Software, Visualization, Writing – original draft, Writing – review & editing

* E-mail: [email protected]

Affiliations Department of Engineering, University of Perugia, Perugia, Italy, Department of Management, Kozminski University, Warsaw, Poland

Roles Conceptualization, Formal analysis, Funding acquisition, Writing – original draft, Writing – review & editing

Affiliation Faculty of Economics and Management, Centre for Family Business Management, Free University of Bozen-Bolzano, Bozen-Bolzano, Italy

• Paola Belingheri, 
• Filippo Chiarello, 
• Andrea Fronzetti Colladon, 
• Paola Rovelli

• Published: September 21, 2021
• https://doi.org/10.1371/journal.pone.0256474
• Reader Comments

9 Nov 2021: The PLOS ONE Staff (2021) Correction: Twenty years of gender equality research: A scoping review based on a new semantic indicator. PLOS ONE 16(11): e0259930. https://doi.org/10.1371/journal.pone.0259930 View correction

Gender equality is a major problem that places women at a disadvantage thereby stymieing economic growth and societal advancement. In the last two decades, extensive research has been conducted on gender related issues, studying both their antecedents and consequences. However, existing literature reviews fail to provide a comprehensive and clear picture of what has been studied so far, which could guide scholars in their future research. Our paper offers a scoping review of a large portion of the research that has been published over the last 22 years, on gender equality and related issues, with a specific focus on business and economics studies. Combining innovative methods drawn from both network analysis and text mining, we provide a synthesis of 15,465 scientific articles. We identify 27 main research topics, we measure their relevance from a semantic point of view and the relationships among them, highlighting the importance of each topic in the overall gender discourse. We find that prominent research topics mostly relate to women in the workforce–e.g., concerning compensation, role, education, decision-making and career progression. However, some of them are losing momentum, and some other research trends–for example related to female entrepreneurship, leadership and participation in the board of directors–are on the rise. Besides introducing a novel methodology to review broad literature streams, our paper offers a map of the main gender-research trends and presents the most popular and the emerging themes, as well as their intersections, outlining important avenues for future research.

Citation: Belingheri P, Chiarello F, Fronzetti Colladon A, Rovelli P (2021) Twenty years of gender equality research: A scoping review based on a new semantic indicator. PLoS ONE 16(9): e0256474. https://doi.org/10.1371/journal.pone.0256474

Editor: Elisa Ughetto, Politecnico di Torino, ITALY

Received: June 25, 2021; Accepted: August 6, 2021; Published: September 21, 2021

Copyright: © 2021 Belingheri et al. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original author and source are credited.

Data Availability: All relevant data are within the manuscript and its supporting information files. The only exception is the text of the abstracts (over 15,000) that we have downloaded from Scopus. These abstracts can be retrieved from Scopus, but we do not have permission to redistribute them.

Funding: P.B and F.C.: Grant of the Department of Energy, Systems, Territory and Construction of the University of Pisa (DESTEC) for the project “Measuring Gender Bias with Semantic Analysis: The Development of an Assessment Tool and its Application in the European Space Industry. P.B., F.C., A.F.C., P.R.: Grant of the Italian Association of Management Engineering (AiIG), “Misure di sostegno ai soci giovani AiIG” 2020, for the project “Gender Equality Through Data Intelligence (GEDI)”. F.C.: EU project ASSETs+ Project (Alliance for Strategic Skills addressing Emerging Technologies in Defence) EAC/A03/2018 - Erasmus+ programme, Sector Skills Alliances, Lot 3: Sector Skills Alliance for implementing a new strategic approach (Blueprint) to sectoral cooperation on skills G.A. NUMBER: 612678-EPP-1-2019-1-IT-EPPKA2-SSA-B.

Competing interests: The authors have declared that no competing interests exist.

Introduction

The persistent gender inequalities that currently exist across the developed and developing world are receiving increasing attention from economists, policymakers, and the general public [e.g., 1 – 3 ]. Economic studies have indicated that women’s education and entry into the workforce contributes to social and economic well-being [e.g., 4 , 5 ], while their exclusion from the labor market and from managerial positions has an impact on overall labor productivity and income per capita [ 6 , 7 ]. The United Nations selected gender equality, with an emphasis on female education, as part of the Millennium Development Goals [ 8 ], and gender equality at-large as one of the 17 Sustainable Development Goals (SDGs) to be achieved by 2030 [ 9 ]. These latter objectives involve not only developing nations, but rather all countries, to achieve economic, social and environmental well-being.

As is the case with many SDGs, gender equality is still far from being achieved and persists across education, access to opportunities, or presence in decision-making positions [ 7 , 10 , 11 ]. As we enter the last decade for the SDGs’ implementation, and while we are battling a global health pandemic, effective and efficient action becomes paramount to reach this ambitious goal.

Scholars have dedicated a massive effort towards understanding gender equality, its determinants, its consequences for women and society, and the appropriate actions and policies to advance women’s equality. Many topics have been covered, ranging from women’s education and human capital [ 12 , 13 ] and their role in society [e.g., 14 , 15 ], to their appointment in firms’ top ranked positions [e.g., 16 , 17 ] and performance implications [e.g., 18 , 19 ]. Despite some attempts, extant literature reviews provide a narrow view on these issues, restricted to specific topics–e.g., female students’ presence in STEM fields [ 20 ], educational gender inequality [ 5 ], the gender pay gap [ 21 ], the glass ceiling effect [ 22 ], leadership [ 23 ], entrepreneurship [ 24 ], women’s presence on the board of directors [ 25 , 26 ], diversity management [ 27 ], gender stereotypes in advertisement [ 28 ], or specific professions [ 29 ]. A comprehensive view on gender-related research, taking stock of key findings and under-studied topics is thus lacking.

Extant literature has also highlighted that gender issues, and their economic and social ramifications, are complex topics that involve a large number of possible antecedents and outcomes [ 7 ]. Indeed, gender equality actions are most effective when implemented in unison with other SDGs (e.g., with SDG 8, see [ 30 ]) in a synergetic perspective [ 10 ]. Many bodies of literature (e.g., business, economics, development studies, sociology and psychology) approach the problem of achieving gender equality from different perspectives–often addressing specific and narrow aspects. This sometimes leads to a lack of clarity about how different issues, circumstances, and solutions may be related in precipitating or mitigating gender inequality or its effects. As the number of papers grows at an increasing pace, this issue is exacerbated and there is a need to step back and survey the body of gender equality literature as a whole. There is also a need to examine synergies between different topics and approaches, as well as gaps in our understanding of how different problems and solutions work together. Considering the important topic of women’s economic and social empowerment, this paper aims to fill this gap by answering the following research question: what are the most relevant findings in the literature on gender equality and how do they relate to each other ?

To do so, we conduct a scoping review [ 31 ], providing a synthesis of 15,465 articles dealing with gender equity related issues published in the last twenty-two years, covering both the periods of the MDGs and the SDGs (i.e., 2000 to mid 2021) in all the journals indexed in the Academic Journal Guide’s 2018 ranking of business and economics journals. Given the huge amount of research conducted on the topic, we adopt an innovative methodology, which relies on social network analysis and text mining. These techniques are increasingly adopted when surveying large bodies of text. Recently, they were applied to perform analysis of online gender communication differences [ 32 ] and gender behaviors in online technology communities [ 33 ], to identify and classify sexual harassment instances in academia [ 34 ], and to evaluate the gender inclusivity of disaster management policies [ 35 ].

Applied to the title, abstracts and keywords of the articles in our sample, this methodology allows us to identify a set of 27 recurrent topics within which we automatically classify the papers. Introducing additional novelty, by means of the Semantic Brand Score (SBS) indicator [ 36 ] and the SBS BI app [ 37 ], we assess the importance of each topic in the overall gender equality discourse and its relationships with the other topics, as well as trends over time, with a more accurate description than that offered by traditional literature reviews relying solely on the number of papers presented in each topic.

This methodology, applied to gender equality research spanning the past twenty-two years, enables two key contributions. First, we extract the main message that each document is conveying and how this is connected to other themes in literature, providing a rich picture of the topics that are at the center of the discourse, as well as of the emerging topics. Second, by examining the semantic relationship between topics and how tightly their discourses are linked, we can identify the key relationships and connections between different topics. This semi-automatic methodology is also highly reproducible with minimum effort.

This literature review is organized as follows. In the next section, we present how we selected relevant papers and how we analyzed them through text mining and social network analysis. We then illustrate the importance of 27 selected research topics, measured by means of the SBS indicator. In the results section, we present an overview of the literature based on the SBS results–followed by an in-depth narrative analysis of the top 10 topics (i.e., those with the highest SBS) and their connections. Subsequently, we highlight a series of under-studied connections between the topics where there is potential for future research. Through this analysis, we build a map of the main gender-research trends in the last twenty-two years–presenting the most popular themes. We conclude by highlighting key areas on which research should focused in the future.

Our aim is to map a broad topic, gender equality research, that has been approached through a host of different angles and through different disciplines. Scoping reviews are the most appropriate as they provide the freedom to map different themes and identify literature gaps, thereby guiding the recommendation of new research agendas [ 38 ].

Several practical approaches have been proposed to identify and assess the underlying topics of a specific field using big data [ 39 – 41 ], but many of them fail without proper paper retrieval and text preprocessing. This is specifically true for a research field such as the gender-related one, which comprises the work of scholars from different backgrounds. In this section, we illustrate a novel approach for the analysis of scientific (gender-related) papers that relies on methods and tools of social network analysis and text mining. Our procedure has four main steps: (1) data collection, (2) text preprocessing, (3) keywords extraction and classification, and (4) evaluation of semantic importance and image.

Data collection

In this study, we analyze 22 years of literature on gender-related research. Following established practice for scoping reviews [ 42 ], our data collection consisted of two main steps, which we summarize here below.

Firstly, we retrieved from the Scopus database all the articles written in English that contained the term “gender” in their title, abstract or keywords and were published in a journal listed in the Academic Journal Guide 2018 ranking of the Chartered Association of Business Schools (CABS) ( https://charteredabs.org/wp-content/uploads/2018/03/AJG2018-Methodology.pdf ), considering the time period from Jan 2000 to May 2021. We used this information considering that abstracts, titles and keywords represent the most informative part of a paper, while using the full-text would increase the signal-to-noise ratio for information extraction. Indeed, these textual elements already demonstrated to be reliable sources of information for the task of domain lexicon extraction [ 43 , 44 ]. We chose Scopus as source of literature because of its popularity, its update rate, and because it offers an API to ease the querying process. Indeed, while it does not allow to retrieve the full text of scientific articles, the Scopus API offers access to titles, abstracts, citation information and metadata for all its indexed scholarly journals. Moreover, we decided to focus on the journals listed in the AJG 2018 ranking because we were interested in reviewing business and economics related gender studies only. The AJG is indeed widely used by universities and business schools as a reference point for journal and research rigor and quality. This first step, executed in June 2021, returned more than 55,000 papers.

In the second step–because a look at the papers showed very sparse results, many of which were not in line with the topic of this literature review (e.g., papers dealing with health care or medical issues, where the word gender indicates the gender of the patients)–we applied further inclusion criteria to make the sample more focused on the topic of this literature review (i.e., women’s gender equality issues). Specifically, we only retained those papers mentioning, in their title and/or abstract, both gender-related keywords (e.g., daughter, female, mother) and keywords referring to bias and equality issues (e.g., equality, bias, diversity, inclusion). After text pre-processing (see next section), keywords were first identified from a frequency-weighted list of words found in the titles, abstracts and keywords in the initial list of papers, extracted through text mining (following the same approach as [ 43 ]). They were selected by two of the co-authors independently, following respectively a bottom up and a top-down approach. The bottom-up approach consisted of examining the words found in the frequency-weighted list and classifying those related to gender and equality. The top-down approach consisted in searching in the word list for notable gender and equality-related words. Table 1 reports the sets of keywords we considered, together with some examples of words that were used to search for their presence in the dataset (a full list is provided in the S1 Text ). At end of this second step, we obtained a final sample of 15,465 relevant papers.

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https://doi.org/10.1371/journal.pone.0256474.t001

Text processing and keyword extraction

Text preprocessing aims at structuring text into a form that can be analyzed by statistical models. In the present section, we describe the preprocessing steps we applied to paper titles and abstracts, which, as explained below, partially follow a standard text preprocessing pipeline [ 45 ]. These activities have been performed using the R package udpipe [ 46 ].

The first step is n-gram extraction (i.e., a sequence of words from a given text sample) to identify which n-grams are important in the analysis, since domain-specific lexicons are often composed by bi-grams and tri-grams [ 47 ]. Multi-word extraction is usually implemented with statistics and linguistic rules, thus using the statistical properties of n-grams or machine learning approaches [ 48 ]. However, for the present paper, we used Scopus metadata in order to have a more effective and efficient n-grams collection approach [ 49 ]. We used the keywords of each paper in order to tag n-grams with their associated keywords automatically. Using this greedy approach, it was possible to collect all the keywords listed by the authors of the papers. From this list, we extracted only keywords composed by two, three and four words, we removed all the acronyms and rare keywords (i.e., appearing in less than 1% of papers), and we clustered keywords showing a high orthographic similarity–measured using a Levenshtein distance [ 50 ] lower than 2, considering these groups of keywords as representing same concepts, but expressed with different spelling. After tagging the n-grams in the abstracts, we followed a common data preparation pipeline that consists of the following steps: (i) tokenization, that splits the text into tokens (i.e., single words and previously tagged multi-words); (ii) removal of stop-words (i.e. those words that add little meaning to the text, usually being very common and short functional words–such as “and”, “or”, or “of”); (iii) parts-of-speech tagging, that is providing information concerning the morphological role of a word and its morphosyntactic context (e.g., if the token is a determiner, the next token is a noun or an adjective with very high confidence, [ 51 ]); and (iv) lemmatization, which consists in substituting each word with its dictionary form (or lemma). The output of the latter step allows grouping together the inflected forms of a word. For example, the verbs “am”, “are”, and “is” have the shared lemma “be”, or the nouns “cat” and “cats” both share the lemma “cat”. We preferred lemmatization over stemming [ 52 ] in order to obtain more interpretable results.

In addition, we identified a further set of keywords (with respect to those listed in the “keywords” field) by applying a series of automatic words unification and removal steps, as suggested in past research [ 53 , 54 ]. We removed: sparse terms (i.e., occurring in less than 0.1% of all documents), common terms (i.e., occurring in more than 10% of all documents) and retained only nouns and adjectives. It is relevant to notice that no document was lost due to these steps. We then used the TF-IDF function [ 55 ] to produce a new list of keywords. We additionally tested other approaches for the identification and clustering of keywords–such as TextRank [ 56 ] or Latent Dirichlet Allocation [ 57 ]–without obtaining more informative results.

Classification of research topics

To guide the literature analysis, two experts met regularly to examine the sample of collected papers and to identify the main topics and trends in gender research. Initially, they conducted brainstorming sessions on the topics they expected to find, due to their knowledge of the literature. This led to an initial list of topics. Subsequently, the experts worked independently, also supported by the keywords in paper titles and abstracts extracted with the procedure described above.

Considering all this information, each expert identified and clustered relevant keywords into topics. At the end of the process, the two assignments were compared and exhibited a 92% agreement. Another meeting was held to discuss discordant cases and reach a consensus. This resulted in a list of 27 topics, briefly introduced in Table 2 and subsequently detailed in the following sections.

https://doi.org/10.1371/journal.pone.0256474.t002

Evaluation of semantic importance

Working on the lemmatized corpus of the 15,465 papers included in our sample, we proceeded with the evaluation of semantic importance trends for each topic and with the analysis of their connections and prevalent textual associations. To this aim, we used the Semantic Brand Score indicator [ 36 ], calculated through the SBS BI webapp [ 37 ] that also produced a brand image report for each topic. For this study we relied on the computing resources of the ENEA/CRESCO infrastructure [ 58 ].

The Semantic Brand Score (SBS) is a measure of semantic importance that combines methods of social network analysis and text mining. It is usually applied for the analysis of (big) textual data to evaluate the importance of one or more brands, names, words, or sets of keywords [ 36 ]. Indeed, the concept of “brand” is intended in a flexible way and goes beyond products or commercial brands. In this study, we evaluate the SBS time-trends of the keywords defining the research topics discussed in the previous section. Semantic importance comprises the three dimensions of topic prevalence, diversity and connectivity. Prevalence measures how frequently a research topic is used in the discourse. The more a topic is mentioned by scientific articles, the more the research community will be aware of it, with possible increase of future studies; this construct is partly related to that of brand awareness [ 59 ]. This effect is even stronger, considering that we are analyzing the title, abstract and keywords of the papers, i.e. the parts that have the highest visibility. A very important characteristic of the SBS is that it considers the relationships among words in a text. Topic importance is not just a matter of how frequently a topic is mentioned, but also of the associations a topic has in the text. Specifically, texts are transformed into networks of co-occurring words, and relationships are studied through social network analysis [ 60 ]. This step is necessary to calculate the other two dimensions of our semantic importance indicator. Accordingly, a social network of words is generated for each time period considered in the analysis–i.e., a graph made of n nodes (words) and E edges weighted by co-occurrence frequency, with W being the set of edge weights. The keywords representing each topic were clustered into single nodes.

The construct of diversity relates to that of brand image [ 59 ], in the sense that it considers the richness and distinctiveness of textual (topic) associations. Considering the above-mentioned networks, we calculated diversity using the distinctiveness centrality metric–as in the formula presented by Fronzetti Colladon and Naldi [ 61 ].

Lastly, connectivity was measured as the weighted betweenness centrality [ 62 , 63 ] of each research topic node. We used the formula presented by Wasserman and Faust [ 60 ]. The dimension of connectivity represents the “brokerage power” of each research topic–i.e., how much it can serve as a bridge to connect other terms (and ultimately topics) in the discourse [ 36 ].

The SBS is the final composite indicator obtained by summing the standardized scores of prevalence, diversity and connectivity. Standardization was carried out considering all the words in the corpus, for each specific timeframe.

This methodology, applied to a large and heterogeneous body of text, enables to automatically identify two important sets of information that add value to the literature review. Firstly, the relevance of each topic in literature is measured through a composite indicator of semantic importance, rather than simply looking at word frequencies. This provides a much richer picture of the topics that are at the center of the discourse, as well as of the topics that are emerging in the literature. Secondly, it enables to examine the extent of the semantic relationship between topics, looking at how tightly their discourses are linked. In a field such as gender equality, where many topics are closely linked to each other and present overlaps in issues and solutions, this methodology offers a novel perspective with respect to traditional literature reviews. In addition, it ensures reproducibility over time and the possibility to semi-automatically update the analysis, as new papers become available.

Overview of main topics

In terms of descriptive textual statistics, our corpus is made of 15,465 text documents, consisting of a total of 2,685,893 lemmatized tokens (words) and 32,279 types. As a result, the type-token ratio is 1.2%. The number of hapaxes is 12,141, with a hapax-token ratio of 37.61%.

Fig 1 shows the list of 27 topics by decreasing SBS. The most researched topic is compensation , exceeding all others in prevalence, diversity, and connectivity. This means it is not only mentioned more often than other topics, but it is also connected to a greater number of other topics and is central to the discourse on gender equality. The next four topics are, in order of SBS, role , education , decision-making , and career progression . These topics, except for education , all concern women in the workforce. Between these first five topics and the following ones there is a clear drop in SBS scores. In particular, the topics that follow have a lower connectivity than the first five. They are hiring , performance , behavior , organization , and human capital . Again, except for behavior and human capital , the other three topics are purely related to women in the workforce. After another drop-off, the following topics deal prevalently with women in society. This trend highlights that research on gender in business journals has so far mainly paid attention to the conditions that women experience in business contexts, while also devoting some attention to women in society.

https://doi.org/10.1371/journal.pone.0256474.g001

Fig 2 shows the SBS time series of the top 10 topics. While there has been a general increase in the number of Scopus-indexed publications in the last decade, we notice that some SBS trends remain steady, or even decrease. In particular, we observe that the main topic of the last twenty-two years, compensation , is losing momentum. Since 2016, it has been surpassed by decision-making , education and role , which may indicate that literature is increasingly attempting to identify root causes of compensation inequalities. Moreover, in the last two years, the topics of hiring , performance , and organization are experiencing the largest importance increase.

https://doi.org/10.1371/journal.pone.0256474.g002

Fig 3 shows the SBS time trends of the remaining 17 topics (i.e., those not in the top 10). As we can see from the graph, there are some that maintain a steady trend–such as reputation , management , networks and governance , which also seem to have little importance. More relevant topics with average stationary trends (except for the last two years) are culture , family , and parenting . The feminine topic is among the most important here, and one of those that exhibit the larger variations over time (similarly to leadership ). On the other hand, the are some topics that, even if not among the most important, show increasing SBS trends; therefore, they could be considered as emerging topics and could become popular in the near future. These are entrepreneurship , leadership , board of directors , and sustainability . These emerging topics are also interesting to anticipate future trends in gender equality research that are conducive to overall equality in society.

https://doi.org/10.1371/journal.pone.0256474.g003

In addition to the SBS score of the different topics, the network of terms they are associated to enables to gauge the extent to which their images (textual associations) overlap or differ ( Fig 4 ).

https://doi.org/10.1371/journal.pone.0256474.g004

There is a central cluster of topics with high similarity, which are all connected with women in the workforce. The cluster includes topics such as organization , decision-making , performance , hiring , human capital , education and compensation . In addition, the topic of well-being is found within this cluster, suggesting that women’s equality in the workforce is associated to well-being considerations. The emerging topics of entrepreneurship and leadership are also closely connected with each other, possibly implying that leadership is a much-researched quality in female entrepreneurship. Topics that are relatively more distant include personality , politics , feminine , empowerment , management , board of directors , reputation , governance , parenting , masculine and network .

The following sections describe the top 10 topics and their main associations in literature (see Table 3 ), while providing a brief overview of the emerging topics.

https://doi.org/10.1371/journal.pone.0256474.t003

Compensation.

The topic of compensation is related to the topics of role , hiring , education and career progression , however, also sees a very high association with the words gap and inequality . Indeed, a well-known debate in degrowth economics centers around whether and how to adequately compensate women for their childbearing, childrearing, caregiver and household work [e.g., 30 ].

Even in paid work, women continue being offered lower compensations than their male counterparts who have the same job or cover the same role [ 64 – 67 ]. This severe inequality has been widely studied by scholars over the last twenty-two years. Dealing with this topic, some specific roles have been addressed. Specifically, research highlighted differences in compensation between female and male CEOs [e.g., 68 ], top executives [e.g., 69 ], and boards’ directors [e.g., 70 ]. Scholars investigated the determinants of these gaps, such as the gender composition of the board [e.g., 71 – 73 ] or women’s individual characteristics [e.g., 71 , 74 ].

Among these individual characteristics, education plays a relevant role [ 75 ]. Education is indeed presented as the solution for women, not only to achieve top executive roles, but also to reduce wage inequality [e.g., 76 , 77 ]. Past research has highlighted education influences on gender wage gaps, specifically referring to gender differences in skills [e.g., 78 ], college majors [e.g., 79 ], and college selectivity [e.g., 80 ].

Finally, the wage gap issue is strictly interrelated with hiring –e.g., looking at whether being a mother affects hiring and compensation [e.g., 65 , 81 ] or relating compensation to unemployment [e.g., 82 ]–and career progression –for instance looking at meritocracy [ 83 , 84 ] or the characteristics of the boss for whom women work [e.g., 85 ].

The roles covered by women have been deeply investigated. Scholars have focused on the role of women in their families and the society as a whole [e.g., 14 , 15 ], and, more widely, in business contexts [e.g., 18 , 81 ]. Indeed, despite still lagging behind their male counterparts [e.g., 86 , 87 ], in the last decade there has been an increase in top ranked positions achieved by women [e.g., 88 , 89 ]. Following this phenomenon, scholars have posed greater attention towards the presence of women in the board of directors [e.g., 16 , 18 , 90 , 91 ], given the increasing pressure to appoint female directors that firms, especially listed ones, have experienced. Other scholars have focused on the presence of women covering the role of CEO [e.g., 17 , 92 ] or being part of the top management team [e.g., 93 ]. Irrespectively of the level of analysis, all these studies tried to uncover the antecedents of women’s presence among top managers [e.g., 92 , 94 ] and the consequences of having a them involved in the firm’s decision-making –e.g., on performance [e.g., 19 , 95 , 96 ], risk [e.g., 97 , 98 ], and corporate social responsibility [e.g., 99 , 100 ].

Besides studying the difficulties and discriminations faced by women in getting a job [ 81 , 101 ], and, more specifically in the hiring , appointment, or career progression to these apical roles [e.g., 70 , 83 ], the majority of research of women’s roles dealt with compensation issues. Specifically, scholars highlight the pay-gap that still exists between women and men, both in general [e.g., 64 , 65 ], as well as referring to boards’ directors [e.g., 70 , 102 ], CEOs and executives [e.g., 69 , 103 , 104 ].

Finally, other scholars focused on the behavior of women when dealing with business. In this sense, particular attention has been paid to leadership and entrepreneurial behaviors. The former quite overlaps with dealing with the roles mentioned above, but also includes aspects such as leaders being stereotyped as masculine [e.g., 105 ], the need for greater exposure to female leaders to reduce biases [e.g., 106 ], or female leaders acting as queen bees [e.g., 107 ]. Regarding entrepreneurship , scholars mainly investigated women’s entrepreneurial entry [e.g., 108 , 109 ], differences between female and male entrepreneurs in the evaluations and funding received from investors [e.g., 110 , 111 ], and their performance gap [e.g., 112 , 113 ].

Education has long been recognized as key to social advancement and economic stability [ 114 ], for job progression and also a barrier to gender equality, especially in STEM-related fields. Research on education and gender equality is mostly linked with the topics of compensation , human capital , career progression , hiring , parenting and decision-making .

Education contributes to a higher human capital [ 115 ] and constitutes an investment on the part of women towards their future. In this context, literature points to the gender gap in educational attainment, and the consequences for women from a social, economic, personal and professional standpoint. Women are found to have less access to formal education and information, especially in emerging countries, which in turn may cause them to lose social and economic opportunities [e.g., 12 , 116 – 119 ]. Education in local and rural communities is also paramount to communicate the benefits of female empowerment , contributing to overall societal well-being [e.g., 120 ].

Once women access education, the image they have of the world and their place in society (i.e., habitus) affects their education performance [ 13 ] and is passed on to their children. These situations reinforce gender stereotypes, which become self-fulfilling prophecies that may negatively affect female students’ performance by lowering their confidence and heightening their anxiety [ 121 , 122 ]. Besides formal education, also the information that women are exposed to on a daily basis contributes to their human capital . Digital inequalities, for instance, stems from men spending more time online and acquiring higher digital skills than women [ 123 ].

Education is also a factor that should boost employability of candidates and thus hiring , career progression and compensation , however the relationship between these factors is not straightforward [ 115 ]. First, educational choices ( decision-making ) are influenced by variables such as self-efficacy and the presence of barriers, irrespectively of the career opportunities they offer, especially in STEM [ 124 ]. This brings additional difficulties to women’s enrollment and persistence in scientific and technical fields of study due to stereotypes and biases [ 125 , 126 ]. Moreover, access to education does not automatically translate into job opportunities for women and minority groups [ 127 , 128 ] or into female access to managerial positions [ 129 ].

Finally, parenting is reported as an antecedent of education [e.g., 130 ], with much of the literature focusing on the role of parents’ education on the opportunities afforded to children to enroll in education [ 131 – 134 ] and the role of parenting in their offspring’s perception of study fields and attitudes towards learning [ 135 – 138 ]. Parental education is also a predictor of the other related topics, namely human capital and compensation [ 139 ].

Decision-making.

This literature mainly points to the fact that women are thought to make decisions differently than men. Women have indeed different priorities, such as they care more about people’s well-being, working with people or helping others, rather than maximizing their personal (or their firm’s) gain [ 140 ]. In other words, women typically present more communal than agentic behaviors, which are instead more frequent among men [ 141 ]. These different attitude, behavior and preferences in turn affect the decisions they make [e.g., 142 ] and the decision-making of the firm in which they work [e.g., 143 ].

At the individual level, gender affects, for instance, career aspirations [e.g., 144 ] and choices [e.g., 142 , 145 ], or the decision of creating a venture [e.g., 108 , 109 , 146 ]. Moreover, in everyday life, women and men make different decisions regarding partners [e.g., 147 ], childcare [e.g., 148 ], education [e.g., 149 ], attention to the environment [e.g., 150 ] and politics [e.g., 151 ].

At the firm level, scholars highlighted, for example, how the presence of women in the board affects corporate decisions [e.g., 152 , 153 ], that female CEOs are more conservative in accounting decisions [e.g., 154 ], or that female CFOs tend to make more conservative decisions regarding the firm’s financial reporting [e.g., 155 ]. Nevertheless, firm level research also investigated decisions that, influenced by gender bias, affect women, such as those pertaining hiring [e.g., 156 , 157 ], compensation [e.g., 73 , 158 ], or the empowerment of women once appointed [ 159 ].

Career progression.

Once women have entered the workforce, the key aspect to achieve gender equality becomes career progression , including efforts toward overcoming the glass ceiling. Indeed, according to the SBS analysis, career progression is highly related to words such as work, social issues and equality. The topic with which it has the highest semantic overlap is role , followed by decision-making , hiring , education , compensation , leadership , human capital , and family .

Career progression implies an advancement in the hierarchical ladder of the firm, assigning managerial roles to women. Coherently, much of the literature has focused on identifying rationales for a greater female participation in the top management team and board of directors [e.g., 95 ] as well as the best criteria to ensure that the decision-makers promote the most valuable employees irrespectively of their individual characteristics, such as gender [e.g., 84 ]. The link between career progression , role and compensation is often provided in practice by performance appraisal exercises, frequently rooted in a culture of meritocracy that guides bonuses, salary increases and promotions. However, performance appraisals can actually mask gender-biased decisions where women are held to higher standards than their male colleagues [e.g., 83 , 84 , 95 , 160 , 161 ]. Women often have less opportunities to gain leadership experience and are less visible than their male colleagues, which constitute barriers to career advancement [e.g., 162 ]. Therefore, transparency and accountability, together with procedures that discourage discretionary choices, are paramount to achieve a fair career progression [e.g., 84 ], together with the relaxation of strict job boundaries in favor of cross-functional and self-directed tasks [e.g., 163 ].

In addition, a series of stereotypes about the type of leadership characteristics that are required for top management positions, which fit better with typical male and agentic attributes, are another key barrier to career advancement for women [e.g., 92 , 160 ].

Hiring is the entrance gateway for women into the workforce. Therefore, it is related to other workforce topics such as compensation , role , career progression , decision-making , human capital , performance , organization and education .

A first stream of literature focuses on the process leading up to candidates’ job applications, demonstrating that bias exists before positions are even opened, and it is perpetuated both by men and women through networking and gatekeeping practices [e.g., 164 , 165 ].

The hiring process itself is also subject to biases [ 166 ], for example gender-congruity bias that leads to men being preferred candidates in male-dominated sectors [e.g., 167 ], women being hired in positions with higher risk of failure [e.g., 168 ] and limited transparency and accountability afforded by written processes and procedures [e.g., 164 ] that all contribute to ascriptive inequality. In addition, providing incentives for evaluators to hire women may actually work to this end; however, this is not the case when supporting female candidates endangers higher-ranking male ones [ 169 ].

Another interesting perspective, instead, looks at top management teams’ composition and the effects on hiring practices, indicating that firms with more women in top management are less likely to lay off staff [e.g., 152 ].

Performance.

Several scholars posed their attention towards women’s performance, its consequences [e.g., 170 , 171 ] and the implications of having women in decision-making positions [e.g., 18 , 19 ].

At the individual level, research focused on differences in educational and academic performance between women and men, especially referring to the gender gap in STEM fields [e.g., 171 ]. The presence of stereotype threats–that is the expectation that the members of a social group (e.g., women) “must deal with the possibility of being judged or treated stereotypically, or of doing something that would confirm the stereotype” [ 172 ]–affects women’s interested in STEM [e.g., 173 ], as well as their cognitive ability tests, penalizing them [e.g., 174 ]. A stronger gender identification enhances this gap [e.g., 175 ], whereas mentoring and role models can be used as solutions to this problem [e.g., 121 ]. Despite the negative effect of stereotype threats on girls’ performance [ 176 ], female and male students perform equally in mathematics and related subjects [e.g., 177 ]. Moreover, while individuals’ performance at school and university generally affects their achievements and the field in which they end up working, evidence reveals that performance in math or other scientific subjects does not explain why fewer women enter STEM working fields; rather this gap depends on other aspects, such as culture, past working experiences, or self-efficacy [e.g., 170 ]. Finally, scholars have highlighted the penalization that women face for their positive performance, for instance when they succeed in traditionally male areas [e.g., 178 ]. This penalization is explained by the violation of gender-stereotypic prescriptions [e.g., 179 , 180 ], that is having women well performing in agentic areas, which are typical associated to men. Performance penalization can thus be overcome by clearly conveying communal characteristics and behaviors [ 178 ].

Evidence has been provided on how the involvement of women in boards of directors and decision-making positions affects firms’ performance. Nevertheless, results are mixed, with some studies showing positive effects on financial [ 19 , 181 , 182 ] and corporate social performance [ 99 , 182 , 183 ]. Other studies maintain a negative association [e.g., 18 ], and other again mixed [e.g., 184 ] or non-significant association [e.g., 185 ]. Also with respect to the presence of a female CEO, mixed results emerged so far, with some researches demonstrating a positive effect on firm’s performance [e.g., 96 , 186 ], while other obtaining only a limited evidence of this relationship [e.g., 103 ] or a negative one [e.g., 187 ].

Finally, some studies have investigated whether and how women’s performance affects their hiring [e.g., 101 ] and career progression [e.g., 83 , 160 ]. For instance, academic performance leads to different returns in hiring for women and men. Specifically, high-achieving men are called back significantly more often than high-achieving women, which are penalized when they have a major in mathematics; this result depends on employers’ gendered standards for applicants [e.g., 101 ]. Once appointed, performance ratings are more strongly related to promotions for women than men, and promoted women typically show higher past performance ratings than those of promoted men. This suggesting that women are subject to stricter standards for promotion [e.g., 160 ].

Behavioral aspects related to gender follow two main streams of literature. The first examines female personality and behavior in the workplace, and their alignment with cultural expectations or stereotypes [e.g., 188 ] as well as their impacts on equality. There is a common bias that depicts women as less agentic than males. Certain characteristics, such as those more congruent with male behaviors–e.g., self-promotion [e.g., 189 ], negotiation skills [e.g., 190 ] and general agentic behavior [e.g., 191 ]–, are less accepted in women. However, characteristics such as individualism in women have been found to promote greater gender equality in society [ 192 ]. In addition, behaviors such as display of emotions [e.g., 193 ], which are stereotypically female, work against women’s acceptance in the workplace, requiring women to carefully moderate their behavior to avoid exclusion. A counter-intuitive result is that women and minorities, which are more marginalized in the workplace, tend to be better problem-solvers in innovation competitions due to their different knowledge bases [ 194 ].

The other side of the coin is examined in a parallel literature stream on behavior towards women in the workplace. As a result of biases, prejudices and stereotypes, women may experience adverse behavior from their colleagues, such as incivility and harassment, which undermine their well-being [e.g., 195 , 196 ]. Biases that go beyond gender, such as for overweight people, are also more strongly applied to women [ 197 ].

Organization.

The role of women and gender bias in organizations has been studied from different perspectives, which mirror those presented in detail in the following sections. Specifically, most research highlighted the stereotypical view of leaders [e.g., 105 ] and the roles played by women within firms, for instance referring to presence in the board of directors [e.g., 18 , 90 , 91 ], appointment as CEOs [e.g., 16 ], or top executives [e.g., 93 ].

Scholars have investigated antecedents and consequences of the presence of women in these apical roles. On the one side they looked at hiring and career progression [e.g., 83 , 92 , 160 , 168 , 198 ], finding women typically disadvantaged with respect to their male counterparts. On the other side, they studied women’s leadership styles and influence on the firm’s decision-making [e.g., 152 , 154 , 155 , 199 ], with implications for performance [e.g., 18 , 19 , 96 ].

Human capital.

Human capital is a transverse topic that touches upon many different aspects of female gender equality. As such, it has the most associations with other topics, starting with education as mentioned above, with career-related topics such as role , decision-making , hiring , career progression , performance , compensation , leadership and organization . Another topic with which there is a close connection is behavior . In general, human capital is approached both from the education standpoint but also from the perspective of social capital.

The behavioral aspect in human capital comprises research related to gender differences for example in cultural and religious beliefs that influence women’s attitudes and perceptions towards STEM subjects [ 142 , 200 – 202 ], towards employment [ 203 ] or towards environmental issues [ 150 , 204 ]. These cultural differences also emerge in the context of globalization which may accelerate gender equality in the workforce [ 205 , 206 ]. Gender differences also appear in behaviors such as motivation [ 207 ], and in negotiation [ 190 ], and have repercussions on women’s decision-making related to their careers. The so-called gender equality paradox sees women in countries with lower gender equality more likely to pursue studies and careers in STEM fields, whereas the gap in STEM enrollment widens as countries achieve greater equality in society [ 171 ].

Career progression is modeled by literature as a choice-process where personal preferences, culture and decision-making affect the chosen path and the outcomes. Some literature highlights how women tend to self-select into different professions than men, often due to stereotypes rather than actual ability to perform in these professions [ 142 , 144 ]. These stereotypes also affect the perceptions of female performance or the amount of human capital required to equal male performance [ 110 , 193 , 208 ], particularly for mothers [ 81 ]. It is therefore often assumed that women are better suited to less visible and less leadership -oriented roles [ 209 ]. Women also express differing preferences towards work-family balance, which affect whether and how they pursue human capital gains [ 210 ], and ultimately their career progression and salary .

On the other hand, men are often unaware of gendered processes and behaviors that they carry forward in their interactions and decision-making [ 211 , 212 ]. Therefore, initiatives aimed at increasing managers’ human capital –by raising awareness of gender disparities in their organizations and engaging them in diversity promotion–are essential steps to counter gender bias and segregation [ 213 ].

Emerging topics: Leadership and entrepreneurship

Among the emerging topics, the most pervasive one is women reaching leadership positions in the workforce and in society. This is still a rare occurrence for two main types of factors, on the one hand, bias and discrimination make it harder for women to access leadership positions [e.g., 214 – 216 ], on the other hand, the competitive nature and high pressure associated with leadership positions, coupled with the lack of women currently represented, reduce women’s desire to achieve them [e.g., 209 , 217 ]. Women are more effective leaders when they have access to education, resources and a diverse environment with representation [e.g., 218 , 219 ].

One sector where there is potential for women to carve out a leadership role is entrepreneurship . Although at the start of the millennium the discourse on entrepreneurship was found to be “discriminatory, gender-biased, ethnocentrically determined and ideologically controlled” [ 220 ], an increasing body of literature is studying how to stimulate female entrepreneurship as an alternative pathway to wealth, leadership and empowerment [e.g., 221 ]. Many barriers exist for women to access entrepreneurship, including the institutional and legal environment, social and cultural factors, access to knowledge and resources, and individual behavior [e.g., 222 , 223 ]. Education has been found to raise women’s entrepreneurial intentions [e.g., 224 ], although this effect is smaller than for men [e.g., 109 ]. In addition, increasing self-efficacy and risk-taking behavior constitute important success factors [e.g., 225 ].

Finally, the topic of sustainability is worth mentioning, as it is the primary objective of the SDGs and is closely associated with societal well-being. As society grapples with the effects of climate change and increasing depletion of natural resources, a narrative has emerged on women and their greater link to the environment [ 226 ]. Studies in developed countries have found some support for women leaders’ attention to sustainability issues in firms [e.g., 227 – 229 ], and smaller resource consumption by women [ 230 ]. At the same time, women will likely be more affected by the consequences of climate change [e.g., 230 ] but often lack the decision-making power to influence local decision-making on resource management and environmental policies [e.g., 231 ].

Research gaps and conclusions

Research on gender equality has advanced rapidly in the past decades, with a steady increase in publications, both in mainstream topics related to women in education and the workforce, and in emerging topics. Through a novel approach combining methods of text mining and social network analysis, we examined a comprehensive body of literature comprising 15,465 papers published between 2000 and mid 2021 on topics related to gender equality. We identified a set of 27 topics addressed by the literature and examined their connections.

At the highest level of abstraction, it is worth noting that papers abound on the identification of issues related to gender inequalities and imbalances in the workforce and in society. Literature has thoroughly examined the (unconscious) biases, barriers, stereotypes, and discriminatory behaviors that women are facing as a result of their gender. Instead, there are much fewer papers that discuss or demonstrate effective solutions to overcome gender bias [e.g., 121 , 143 , 145 , 163 , 194 , 213 , 232 ]. This is partly due to the relative ease in studying the status quo, as opposed to studying changes in the status quo. However, we observed a shift in the more recent years towards solution seeking in this domain, which we strongly encourage future researchers to focus on. In the future, we may focus on collecting and mapping pro-active contributions to gender studies, using additional Natural Language Processing techniques, able to measure the sentiment of scientific papers [ 43 ].

All of the mainstream topics identified in our literature review are closely related, and there is a wealth of insights looking at the intersection between issues such as education and career progression or human capital and role . However, emerging topics are worthy of being furtherly explored. It would be interesting to see more work on the topic of female entrepreneurship , exploring aspects such as education , personality , governance , management and leadership . For instance, how can education support female entrepreneurship? How can self-efficacy and risk-taking behaviors be taught or enhanced? What are the differences in managerial and governance styles of female entrepreneurs? Which personality traits are associated with successful entrepreneurs? Which traits are preferred by venture capitalists and funding bodies?

The emerging topic of sustainability also deserves further attention, as our society struggles with climate change and its consequences. It would be interesting to see more research on the intersection between sustainability and entrepreneurship , looking at how female entrepreneurs are tackling sustainability issues, examining both their business models and their company governance . In addition, scholars are suggested to dig deeper into the relationship between family values and behaviors.

Moreover, it would be relevant to understand how women’s networks (social capital), or the composition and structure of social networks involving both women and men, enable them to increase their remuneration and reach top corporate positions, participate in key decision-making bodies, and have a voice in communities. Furthermore, the achievement of gender equality might significantly change firm networks and ecosystems, with important implications for their performance and survival.

Similarly, research at the nexus of (corporate) governance , career progression , compensation and female empowerment could yield useful insights–for example discussing how enterprises, institutions and countries are managed and the impact for women and other minorities. Are there specific governance structures that favor diversity and inclusion?

Lastly, we foresee an emerging stream of research pertaining how the spread of the COVID-19 pandemic challenged women, especially in the workforce, by making gender biases more evident.

For our analysis, we considered a set of 15,465 articles downloaded from the Scopus database (which is the largest abstract and citation database of peer-reviewed literature). As we were interested in reviewing business and economics related gender studies, we only considered those papers published in journals listed in the Academic Journal Guide (AJG) 2018 ranking of the Chartered Association of Business Schools (CABS). All the journals listed in this ranking are also indexed by Scopus. Therefore, looking at a single database (i.e., Scopus) should not be considered a limitation of our study. However, future research could consider different databases and inclusion criteria.

With our literature review, we offer researchers a comprehensive map of major gender-related research trends over the past twenty-two years. This can serve as a lens to look to the future, contributing to the achievement of SDG5. Researchers may use our study as a starting point to identify key themes addressed in the literature. In addition, our methodological approach–based on the use of the Semantic Brand Score and its webapp–could support scholars interested in reviewing other areas of research.

Supporting information

S1 text. keywords used for paper selection..

https://doi.org/10.1371/journal.pone.0256474.s001

Acknowledgments

The computing resources and the related technical support used for this work have been provided by CRESCO/ENEAGRID High Performance Computing infrastructure and its staff. CRESCO/ENEAGRID High Performance Computing infrastructure is funded by ENEA, the Italian National Agency for New Technologies, Energy and Sustainable Economic Development and by Italian and European research programmes (see http://www.cresco.enea.it/english for information).

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Gender Equality Essay: How to Inspire Action and Awareness

Writing about the importance of gender equality is crucial in shedding light on the inequalities and disparities that persist between men and women. These essays are like windows into our society, showing us the good and the bad. They're not just for school – they're about real people's lives. When we read and write about gender parity, we're shining a light on issues like discrimination and stereotypes, and we're saying, "Hey, this isn't right!" In this article, we will show you how to write an essay about gender equality to encourage your peers to think about making things more fair for everyone and standing up for what's right, making the world a better place for everyone.

Tips for Writing an Argumentative Essay About Gender Equality

First, let’s answer the question of what is gender equality essay? By definition, it is a written composition that investigates and discusses the concept of gender fairness, aiming to highlight the importance of fair treatment and opportunities for individuals regardless of gender. These essays typically explore historical contexts, societal norms, and contemporary disparities-related challenges, offering insights into how stereotypes, discrimination, and cultural expectations affect people based on gender. Moreover, such assignments seek to raise awareness and foster understanding, prompting readers to critically examine the necessity of creating a society where everyone, regardless of gender, enjoys equal rights, opportunities, and dignity.

At this point, we should write a gender equality essay thesis statement that will serve as the anchor, encapsulating the core argument and purpose of the essay. The thesis is a concise declaration that outlines the writer's stance on the topic and provides a roadmap for the essay's content. An effective thesis statement for a gender parity essay might assert the fundamental principle of equal rights and opportunities for all genders, emphasizing the need to challenge and dismantle societal norms perpetuating discrimination. For instance, a thesis statement could assert that achieving true balance requires dismantling stereotypes, promoting equal access to education and employment, and fostering a cultural shift toward recognizing the inherent value of every individual, irrespective of gender. The thesis statement acts as a guiding beacon, steering the essay in the direction of a comprehensive exploration of the chosen perspective on evenness. Suddenly forgot your task is due tomorrow? Don’t strain yourself, and use our argumentative essay service to achieve the best outcome fast.

Brainstorming Gender Equality Essay Topics

When looking for argumentative essay topics about gender equality, you can find inspiration in various places. Keep an eye on the news, social media discussions, and academic research to see what issues are currently being debated. Personal stories from people who've faced gender-related challenges or your own experiences can be powerful starting points. Understand how past events shaped gender dynamics or analyze how it is portrayed in literature and media. For your gender roles essay, you can analyze global perspectives, legal frameworks, and social movements for additional insights. By drawing from these diverse sources, you can brainstorm compelling arguments that not only tackle the complexities of gender equality but also connect with your audience on a personal and societal level. For your inspiration, we’ve prepared some peculiar ideas for gender equality in society essay, so check them out!

• Workplace fairness for men and women.
• Breaking boys and girls stereotypes in children's books.
• The impact of inequality on mental health stigma.
• Challenges faced by women entrepreneurs.
• Addressing gender bias in healthcare.
• The role of men in feminist movements.
• Promoting inclusivity in sports teams.
• Gender-neutral language in education.
• Breaking the glass ceiling in corporate leadership.
• Tackling gender-based violence in schools.

Gender Equality Essay Outline

Choosing a good title for a gender equality essay involves capturing the essay's main ideas and sparking interest. You can include keywords like "equality" or "empowerment" and use phrasing that makes readers think. For the gender equality essay thesis statement, keep it concise and clear. An example could be: "To achieve real fairness, we need to challenge stereotypes, ensure equal opportunities in education and work, and transform our culture to value everyone's contribution. Only through these comprehensive efforts can we create a society where everyone has a fair shot." Before we proceed to the essay’s outline, revise how many paragraphs in an argumentative essay and its length.

Gender Equality Essay Introduction

To kick off your gender equality introduction essay effectively, start with something that grabs your reader's attention, like a quote, a surprising fact, or a relatable scenario. Next, give a quick background on what gender equality means today or historically, keeping it concise. Then, smoothly transition to your thesis statement – the main point you will argue in your essay. For example, you might say that real parity requires us to challenge stereotypes, make sure everyone has equal chances in education and work, and change our culture to value everyone's contributions. This approach helps your reader understand why the topic is important and what your essay is all about.

For the main body of a future gender equality essay, think about what could be coming up. Consider how new technology, like artificial intelligence, might affect how we see male and female roles. Talk about whether it might help break stereotypes or create new challenges. Give real examples or discuss policies that encourage women to take on roles in fields like technology.

Then, look into how work is changing and what that means for equality. Explore the idea of remote work, flexible schedules, and gig jobs and how they might create more equal opportunities. Discuss how companies or governments are making policies to support work-life balance and equal chances for leadership roles. Use examples to show where these progressive work practices are already happening and how they could impact equivalence in the future. Keep it real and forward-thinking, looking at the positives and potential challenges.

Gender Equality Essay Conclusion

To wrap up your essay, start by briefly restating your main point or thesis. Summarize the key ideas discussed in the essay's body, highlighting their importance in the context of gender equality. Don't bring in new information; instead, emphasize the connections between your arguments and the main point. Finish your gender equality conclusion essay on a strong note by inspiring your reader to consider the broader implications and take action toward achieving genuine parity in society. Keep it clear, concise, and impactful, leaving a lasting impression on your audience.

Essay Revision

To edit and proofread your gender equality essay introduction body and conclusion, start by reviewing the introduction to ensure clarity and conciseness. Verify that your thesis statement is strong and effectively communicates the main argument. Check the hook for its impact on grabbing the reader's attention. Moving to the body, focus on the logical flow of ideas between paragraphs. Confirm that each paragraph has a clear topic sentence, supporting evidence, and a smooth transition to the next. Pay attention to the coherence of your arguments and ensure they align with the overall thesis. Lastly, in the conclusion, restate the thesis, summarize key points, and end with a compelling call to action. Throughout the essay, check for grammar, punctuation, and spelling errors with the help of our paper writer , ensuring a polished and error-free final draft.

Gender Equality Essay Example

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Empowering Equality: Breaking Barriers and Building Bridges

Gender equality stands as a fundamental principle for building a just and inclusive society. In recent years, progress has been made, but challenges persist. This essay delves into the multifaceted landscape of fairness, examining the importance of dismantling stereotypes, promoting equal opportunities, and fostering a cultural shift. As we navigate the complexities of the 21st century, the pursuit of genuine equality emerges not only as a moral imperative but also as a critical driver of social and economic progress.

To achieve true equality, the first step involves challenging ingrained stereotypes that limit individuals based on their gender. Stereotypes perpetuate biased expectations, restricting both men and women to predefined roles. For instance, the persistent notion that certain professions are exclusively suited for one gender perpetuates inequality in the workplace. Initiatives promoting diverse role models, debunking myths, and redefining societal norms contribute to dismantling these stereotypes.

Ensuring equal opportunities in education and employment forms the cornerstone of equality. Educational institutions and workplaces must adopt policies that eliminate barriers and provide a level playing field. This involves addressing disparities in STEM education, encouraging girls to pursue careers in traditionally male-dominated fields, and advocating for fair hiring practices. Achieving balance in educational and professional spheres fosters an environment where talent and capability, rather than gender, determine success.

A genuine cultural shift is imperative for achieving lasting equality. Cultural norms often perpetuate inequality, shaping attitudes and behaviors. Encouraging open conversations about gender, challenging discriminatory practices, and promoting inclusivity in all aspects of life contribute to this transformation. It requires collective efforts from communities, media, and policymakers to create a culture that respects and values individuals irrespective of their gender.

In conclusion, the journey toward gender fairness is a dynamic process that involves dismantling stereotypes, ensuring equal opportunities, and fostering cultural transformation. By challenging societal norms and advocating for inclusive policies, we can pave the way for a future where every individual has the opportunity to thrive, unbound by gender-based constraints. Empowering equality not only aligns with the principles of justice and fairness but also propels societies toward greater prosperity and harmony.

Breaking Chains: The Unfinished Journey Towards Gender Equality"

Gender equality, a beacon of progress in contemporary societies, still faces significant challenges, with deeply rooted stereotypes and systemic barriers hindering its realization. This essay embarks on an exploration of the persistent issues surrounding evenness, emphasizing the imperative to dismantle stereotypes, advocate for equal opportunities, and drive transformative change. As we confront the complexities of the 21st century, the pursuit of authentic equality emerges as not only a societal responsibility but also as an essential catalyst for fostering diversity, inclusivity, and social prosperity.

The journey toward true gender parity necessitates a concerted effort to challenge and dismantle age-old stereotypes that confine individuals within rigid male and female roles. These stereotypes perpetuate harmful biases, limiting opportunities for personal and professional growth. A critical focus should be on dispelling myths surrounding gendered expectations, such as the notion that certain professions are exclusively for one gender. Initiatives promoting diverse role models and challenging societal norms are pivotal in dismantling these restrictive stereotypes.

An indispensable component of achieving gender equality lies in advocating for equal opportunities in education. Educational institutions should implement policies that eradicate barriers and promote inclusivity. This involves addressing gender disparities in STEM fields, encouraging girls to pursue careers in traditionally male-dominated sectors, and ensuring fair and unbiased educational environments. By cultivating an educational landscape that values competence over gender, societies can lay the foundation for a more equitable future.

Achieving genuine gender equality requires a holistic approach that includes systemic change at various levels of society. This involves not only addressing individual attitudes but also transforming institutional practices. Policies promoting equal pay, parental leave, and unbiased hiring practices contribute to dismantling systemic barriers. Additionally, fostering workplace cultures that prioritize diversity and inclusivity plays a crucial role in creating environments where all individuals, regardless of gender, can thrive.

In conclusion, the journey toward gender equality is an ongoing struggle that demands persistent efforts to dismantle stereotypes, advocate for equal opportunities, and drive systemic change. By challenging societal norms and fostering inclusive policies, societies can move closer to realizing the promise of a future where gender does not dictate one's opportunities or potential. Breaking the chains of ingrained biases is not just a societal obligation; it is a transformative endeavor that paves the way for a more just, inclusive, and harmonious world.

When students are assigned to write about gender equality, it isn't just about getting a grade. It's a valuable way to get young minds thinking and talking about how fairness and evenness play out in our world. By putting their thoughts into words, students not only practice expressing themselves but also become part of a bigger conversation about treating everyone fairly. Use this opportunity to challenge stereotypes, call for equal rights, and be a voice for positive change. To succeed, you can buy essay online from our competent writers, who will make sure your teacher will be pleased.

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Worldwide Optimism About Future of Gender Equality, Even as Many See Advantages for Men

Sizable shares say men have more opportunities for high-paying jobs, should have preferential treatment when jobs are scarce, table of contents.

• Widespread support for equal rights for men and women
• People in most countries are optimistic about the future of gender equality
• Majorities in many African, Middle Eastern and Asian-Pacific publics say men should have preferential treatment when jobs are scarce
• Across the globe, many believe men in their country have a better life than women
• Men generally seen as having more opportunities than women for high-paying jobs
• Many say men have more opportunities than women to be leaders in their community
• Publics see more gender parity when it comes to people’s opportunities to express their political views and to get a good education
• Many say men have more influence than women when it comes to making important decisions about household finances
• Larger shares say women have more influence when it comes to how to raise children than say men do
• People generally think men and women have about the same influence when it comes to decisions about their family’s religious practices
• In nearly all countries surveyed, majorities prefer an egalitarian marriage
• Acknowledgments
• Methodology

This report explores cross-national perceptions of gender equality, including the opportunities available to men and women and the power they wield in family decisions. It also examines expectations for the future of gender equality across countries.

For this report, we used data from a survey conducted across 34 countries from May 13 to Oct. 2, 2019, totaling 38,426 respondents. The surveys were conducted face-to-face across Africa, Latin America and the Middle East, and on the phone in United States and Canada. In the Asia-Pacific region, face-to-face surveys were conducted in India, Indonesia and the Philippines, while phone surveys were administered in Australia, Japan and South Korea. Across Europe, the survey was conducted over the phone in France, Germany, the Netherlands, Spain, Sweden and the UK, but face-to-face in Bulgaria, the Czech Republic, Greece, Hungary, Italy, Lithuania, Poland, Russia, Slovakia and Ukraine.

Here are the  questions  used for the report, along with responses, and the survey  methodology .

Twenty-five years after the United Nations’ Beijing Declaration and Platform for Action pledged to take the necessary steps to “remove all obstacles to gender equality and the advancement and empowerment of women,” support for gender equality is strong around the globe. Across 34 countries surveyed by Pew Research Center, a median of 94% think it is important for women in their country to have the same rights as men, with 74% saying this is very important.

In many countries, women place more importance on gender equality than men do. However, women are less optimistic than men that women in their countries will achieve equality in the future, and they are more likely to say men have better lives than women.

While publics around the world embrace the idea of gender equality, at least four-in-ten think men generally have more opportunities than women in their country when it comes to getting high-paying jobs (a median of 54% across the 34 countries surveyed) and being leaders in their community (44%). Publics see more equity in access to a good education – a median of 81% believe men and women in their country generally have the same opportunities in this area – and expressing their political views (63% say men and women have the same opportunities). No more than 6% say women have more opportunities than men in any of these realms.

Majorities in most European countries surveyed, as well as in Japan, South Korea, Israel, Australia, Canada and the United States, say men in their country have more opportunities than women when it comes to getting high-paying jobs. When it comes to being leaders in their communities, more than half in Nigeria, South Korea, Japan, Turkey, Israel, Lebanon, Italy, Tunisia, Greece, France and Slovakia think men in their country have more opportunities than women.

Despite widespread support for gender equality around the world, a notable share (a median of 40% across the countries surveyed) thinks men should have more right to a job than women when jobs are scarce; 56% disagree with this notion. In some countries, men are more likely than women to say men should have preferential treatment when jobs are scarce, with double-digit gender differences in Kenya, Nigeria, Bulgaria, South Africa, Israel, Slovakia, Italy, Argentina and the Czech Republic.

When asked who has a better life in their country, a 46% median across the 34 countries surveyed say men do, while 15% point to women and 31% volunteer that neither men nor women have a better life. Majorities in France, Spain, Sweden, the UK, Canada, the U.S., Turkey, Australia and the Netherlands think men have a better life than women in their country. Tunisia is the only country surveyed where more say women have a better life than say men do, although similar shares say women have a better life as say both men and women enjoy the same quality of life.

In most of the 34 countries surveyed, women are more likely than men to say men have a better life in their country. Gender differences are particularly large on this question in Greece (women are 27 percentage points more likely to say this), Slovakia (25 points), Italy (25), Canada (20), Brazil (20), Hungary (19) and Turkey (18).

The shares saying that men have a better life than women in their country have increased considerably since 2010 in many of the countries where trends are available – possibly as a result of increased awareness of gender issues spurred by the #MeToo Movement – with differences of at least 20 percentage points in Turkey, the UK, South Korea and Japan. Poland is the only country surveyed in both years where a smaller share now says men have a better life than did so in 2010.

Despite seeing some advantages for men, most people express optimism about the future of gender equality in their country. A median of 75% across the 34 countries surveyed think it is likely that women in their country will eventually have the same rights as men, and 5% volunteer that women in their country have already achieved equality.

Men tend to be more optimistic than women about prospects for gender equality, with gender differences of at least 10 percentage points in 10 countries and smaller but significant differences in 11 others. For example, 77% of men in Japan – compared with 58% of women – say it’s likely that women in their country will eventually attain or already have the same rights as men. Nigeria and the Philippines are the only countries surveyed where a larger share of women than men are optimistic about gender equality.

When it comes to family life, the sense is that men and women have about the same influence in making important decisions in their households. A 34-country median of 55% say both have roughly equal influence when it comes to important decisions about household finances, 56% say this about how to raise children and 62% say this of decisions about a family’s religious practices. To the extent that people see a difference, however, men are generally seen as having more of an influence than women when it comes to decisions about household finances, while women are generally seen as having more influence when it comes to decisions about raising children.

In nearly every country surveyed, majorities say that a marriage where both the husband and wife have jobs and take care of the home is more satisfying than one where the husband provides for the family and the wife takes care of the house and children. Even so, sizable shares in many countries say a more traditional marriage would be preferable, including about four-in-ten in India, Indonesia, Lebanon, Turkey and Tunisia.

These are among the major findings from a Pew Research Center survey conducted among 38,426 people in 34 countries from May 13 to Oct. 2, 2019.

Most people agree it is important for women to have the same rights as men in their country. Across the 34 countries surveyed, a median of 94% hold this view, including nearly all in Sweden, the Netherlands, France, the U.S., Canada, Germany, Greece, Spain, Australia, Argentina, the UK and Hungary.

In addition, majorities in 30 nations say it is very important that men and women have the same rights in their country. The share who endorse this stronger sentiment varies across countries, however.

In Sweden, the most egalitarian country included in the survey based on indices from the World Economic Forum and the United Nations Development Program , 96% believe gender equality is very important. By comparison, substantially smaller shares hold this view in Tunisia (44%) and Nigeria (43%), two countries with relatively higher levels of gender inequality. Strong support for gender equality is also relatively less common in Kenya, Russia, South Korea and Ukraine.

Within each country, views of equality often differ by gender. In 20 nations, women are more likely than men to say gender equality is very important. This gender difference is largest in Kenya and Nigeria, where relatively small shares overall view equal rights as very important. More than half of women in Nigeria (54%) think gender equality is very important, compared with only 31% of men. And while 64% of Kenyan women say gender equality is very important, just 40% of Kenyan men express the same view. In many countries where overwhelming majorities endorse equality, men and women do not differ in their views.

The U.S. is the only country where men are more likely than women to say it is very important for men and women to have the same rights. But while the difference is statistically significant, it is fairly small: 93% of men hold this view, compared with 89% of women.

Educational attainment is also related to views of gender equality. In 26 countries, those with more education are more likely than those with less to believe it is very important for women to have the same rights as men. 1 The largest differences are in Lithuania and the Czech Republic. Three-quarters or more of those with more education in Lithuania (76%) and the Czech Republic (87%) hold this view, compared with 54% of Lithuanians and 66% of Czechs with less education. There are also educational differences of 10 percentage points or more in Italy, Bulgaria, South Korea, Mexico, the Philippines, Ukraine, Spain, Poland and Nigeria.

In addition to viewing gender equality as important, most people are optimistic that women will eventually have the same rights as men in their country. Majorities in 30 of the 34 countries surveyed hold this view, including roughly 90% in the Netherlands, India, the Philippines and Mexico.

In the U.S., 75% believe gender equality is likely. An additional 14% volunteer the response that women already have the same rights as men. One-in-ten or more in most Central and Eastern European nations, as well as Ukraine, Greece, Italy, Russia, Israel and Tunisia, agree that women and men already have equal rights.

Despite widespread optimism globally, substantive shares in some of the countries surveyed say it is unlikely that women will eventually have the same rights as men in their country. About a quarter or more in Nigeria, Japan, Kenya,Turkey, Israel, Tunisia, Spain and Hungary are pessimistic about the prospects for gender equality in their country.

Across many countries, women are less optimistic than men about the likelihood of attaining gender equality. For example, 77% of men in Japan think either men and women already have equal rights or that it is likely they will in the future, compared with 58% of Japanese women. Similar gender differences can be found in 20 other countries, including roughly 15 percentage point differences in Spain, South Korea, France, Italy and Brazil.

Nigeria and the Philippines are the only publics that show the opposite pattern: Larger shares of women than men say gender equality is likely. Half of men in Nigeria express this view, compared with 68% of women.

Across the 34 countries surveyed, a median of 56% disagree with the notion that men should have more right to a job than women when jobs are scarce; 40% agree that men should receive preferential treatment in this situation.

In nearly all North American, Western European and Latin American countries surveyed – as well as in Australia, Lithuania, Hungary, Israel, the Czech Republic and Japan – majorities reject the idea that men should have more right to a job than women in tough economic times, as do pluralities in Poland and Bulgaria. This is particularly the case in Sweden, Canada, Spain, the Netherlands, the U.S., the UK, Australia, France and Germany, where roughly eight-in-ten or more disagree that men deserve preferential treatment when jobs are scarce.

In contrast, majorities in the African countries surveyed, as well as in India, the Philippines, Indonesia, Turkey and Lebanon, agree that men should have more right to a job than women when jobs are scarce. Roughly eight-in-ten say this in Tunisia and India.

Views on this remain virtually unchanged in most of the countries where the question has been previously asked (most recently in 2012 in Lebanon, Turkey and Tunisia and in 2010 in 15 other countries). Publics are now more likely to agree that men should have preferential treatment when jobs are scarce in Kenya (12 percentage points higher), Lebanon (+11 points) and Mexico (+11 points). Meanwhile, the shares saying men should have more right to a job in tough economic times have dropped in South Korea (8 percentage points less likely), Nigeria (-7 points) and Argentina (-6 points).

Across 30 of the 34 countries surveyed, those with less education are more likely to believe men should have more right to a job than women when jobs are scarce. For example, majorities of six-in-ten or more among those with less education in Turkey, Lebanon, Kenya, Slovakia, South Africa and South Korea agree, compared with roughly half or fewer of those with more education in these countries.

Income is also related to views on this. In most countries surveyed, those with lower incomes – equivalent to the median for their country or less – are more likely than those with higher incomes to say men should have more right to a job during tough economic times. In the U.S., Australia and much of Western Europe, those with lower incomes are at least twice as likely as those with higher incomes to believe men should receive preferential treatment when jobs are scarce. Still, only about a quarter or fewer across income groups in each of these countries say this.

In some countries, men are more likely than women to agree that men deserve preferential treatment when jobs are scarce, with double-digit differences in Kenya, Nigeria, Bulgaria, South Africa, Israel, Slovakia, Italy, Argentina and the Czech Republic.

There are also double-digit differences between the oldest and youngest age groups in South Korea, Brazil, Italy, Greece, Argentina, Poland, Lebanon, the Philippines, Israel, Australia, France and Spain: In each of these countries, adults ages 50 and older are more likely than those ages 18 to 29 to agree that men should have more right to a job during tough economic times.

Though many people expect that their country will become more egalitarian in time, a median of 46% across the 34 countries surveyed say that, all things considered, men have a better life than women in their country.

Majorities in France, Spain, Sweden, the UK, Canada, the U.S., Turkey, Australia and the Netherlands say men have a better life than women in their country. Pluralities in many other countries express the same view.

The volunteered response that neither gender has a better life than the other is common in many countries, especially in Central and Eastern Europe. Roughly half or more provide this response in Ukraine, Bulgaria, Poland, Hungary and Lithuania.

A third or more in Tunisia, Kenya, South Korea and South Africa believe, all things considered, women have a better life than men. Tunisia is the only country surveyed where a larger share say women are better off (37%) than say men are (24%).

This question was last asked in a subset of countries in 2010. In many of these countries, the share who believe men have a better life than women has increased substantially. The largest change is in Turkey. Roughly one-third of people in Turkey said men had a better life than women in 2010, compared with 57% in 2019.

Increases of roughly 20 percentage points or more can also be seen in the UK, South Korea, Japan, Spain, Indonesia and the U.S. Smaller increases can be seen in Argentina, Mexico, Brazil and Kenya. Poland is the only country where this share has decreased since 2010, from 55% to 35% in 2019.

As with other questions related to gender equality, men and women tend to hold different views. In 23 of the 34 countries surveyed, women are more likely than men to believe that men have a better life in their country. In Greece, almost half of women hold this view, compared with only 20% of men. Differences of 20 percentage points or more can also be seen in Slovakia, Italy, Canada and Brazil.

Nigeria stands out again for showing the opposite pattern. Men (51%) are more likely than women (42%) to say that men are better off in their country. Indonesia shows a similar pattern.

Majorities or pluralities in 22 of the 34 countries surveyed say men generally have more opportunities for high-paying jobs than women, including about two-thirds or more in Sweden, France, Japan, South Korea, Israel, Spain, the UK, Australia and Canada. More than four-in-ten in Greece, Nigeria, Russia, Lebanon and Argentina also think men in their country have more opportunities when it comes to getting high-paying jobs, but similar shares think opportunities are generally the same for men and women.

In the Philippines, Indonesia, India, South Africa, Kenya and Mexico, majorities say men and women have similar opportunities when it comes to getting high-paying jobs; half in Tunisia share this view.

Across most of the countries surveyed, women are significantly more likely than men to say men in their country have more opportunities when it comes to getting high-paying jobs. About two-thirds of women in the U.S. (66%) believe men in their country have more opportunities for high-paying jobs, compared with about half of men in the U.S. (53%). And while majorities of men and women in Canada say men have more opportunities in this area, women are far more likely to say this is the case (77% vs. 55%, respectively). This pattern is evident in nearly every European country surveyed (Greece and Lithuania are the exception), as well as in Australia, Ukraine, Brazil, South Korea, Russia, Argentina and Japan.

When it comes to opportunities to be leaders in their community, majorities in Nigeria, South Korea, Japan, Turkey, Israel, Lebanon, Italy, Tunisia, Greece and France say men in their country have more opportunities than women; about half in Slovakia say the same.

Even in many countries where majorities or pluralities believe men and women in their country generally have the same opportunities to be leaders in their community, sizable shares say men have more opportunities than women. For example, about four-in-ten or more in Spain, Canada, the U.S., Brazil, South Africa, India, Russia and Australia say this is the case in their country.

For the most part, men and women offer similar views on this. But to the extent that there is a difference, women tend to be more likely than men to see an advantage for men in getting opportunities to be leaders in their community. The exception is Kenya, where men (53%) are more likely than women (43%) to say men have more opportunities to be leaders in their community.

In 30 of the 34 countries surveyed, majorities or pluralities think men and women in their country have about the same opportunities when it comes to expressing their political views. About half in Japan also believe this, but an identical share says men have more opportunities than women.

More than six-in-ten Nigerians (64%) say men in their country have more opportunities than women when it comes to expressing their political views, as do 55% in South Korea and 53% in Turkey. Even in countries where majorities or pluralities believe men and women have about the same opportunities in this area, the shares saying men have more opportunities than women exceed the shares saying women have more opportunities by at least 10 percentage points.

Opinions on this generally do not vary significantly by gender, but in nine countries, women are far more likely than men to say men in their country have more opportunities to express their political views. For example, in South Korea, a majority of women (60%) think men in their country have more opportunities to express their political views, compared with 49% of South Korean men.

Gender gaps are also evident in the Netherlands (41% of women vs. 28% of men say men have more opportunities), Australia (36% vs. 23%), Spain (34% vs. 21%), Canada (34% vs. 23%), France (45% vs. 35%), the UK (36% vs. 27%), the U.S. (36% vs. 28%) and the Czech Republic (24% vs. 17%).

Kenya is the only country surveyed where men are more likely than women to say men in their country have more opportunities to express their political views. More than four-in-ten Kenyan men (45%) say this, compared with 35% of Kenyan women.

When it comes to getting a good education, majorities in all but one country surveyed – ranging from 64% in Brazil to 91% in Greece – say men and women in their country have about the same opportunities. About half say the same in Turkey.

One-third of the public in Turkey and about one-in-five in Nigeria, Israel, France, Slovakia, Brazil, Japan and South Korea think men in their country have more opportunities than women when it comes to getting a good education; smaller shares in these countries think women have more opportunities than men.

Tunisia is the only country surveyed where a significantly larger share says women have more opportunities than men to get a good education than say men have more opportunities than women. About a quarter of Tunisians (24%) see women as having more opportunities in this area, compared with 6% who say men do; 70% believe men and women have about the same opportunities to get a good education.

With the exception of Turkey, majorities of men and women across the countries surveyed believe both genders have about the same opportunities when it comes to getting a good education. And for the most part, differences in how men and women see this are modest at best.

Across the 34 countries surveyed, a median of 55% say that, in a family, men and women have about the same influence when it comes to making important decisions about household finances; 23% say men generally have more influence and 15% say women do.

To the extent that people see one gender having more influence when it comes to making important decisions about household finances, men are generally seen as having more influence than women. In 16 of the 34 countries surveyed, more say men have more influence than say women do by a margin of at least 10 percentage points. The gap is particularly wide in Nigeria, where 61% say men generally have more influence in this area (compared with 10% who say women do), Turkey (54% vs. 11%), Israel (44% vs. 11%), Lebanon (40% vs. 10%) and Sweden (37% vs. 9%). In each of these countries, people are at least four times as likely to say men have more influence as they are to say women do.

Among European publics, majorities or pluralities in 12 of 14 countries surveyed say men and women generally have about the same influence in making important decisions about household finances. The only two European countries surveyed where this is not the case are Lithuania and Slovakia, where similar or equal shares say both genders have about the same influence as say men have more influence in this area.

Majorities in the three Latin American countries surveyed – Mexico, Argentina and Brazil – say men and women have about the same influence in making important decisions about household finances. This is also the case in the Philippines, Canada, the U.S., Australia, Indonesia and South Africa.

Japan is the only country where the share saying women have more influence when it comes to making important decisions about household finances is significantly larger than the share saying men do (29% vs. 16%). Still, 54% in Japan say men and women generally have about the same influence.

In most of the countries surveyed, men and women have similar views on this question, but where differences emerge, men are typically more likely than women to say men in their country have more influence when it comes to important decisions about household finances, while women are more likely to say either women do or that both are about equal. For example, 61% of men in Turkey (vs. 48% of women) say men in their country have more influence than women. The UK is the only country surveyed where women are more likely than men to say men have more influence when it comes to making important decisions about household finances.

When it comes to who in a family has more influence when it comes to making important decisions about how to raise children, a median of 56% across the 34 countries surveyed say men and women have about the same influence; 39% say women have more influence and just 6% say men do.

Majorities in 18 of the 34 countries surveyed say that, in a family, men and women have about the same influence when it comes to making important decisions about how to raise children. Still, in nearly every country, far larger shares say women have more influence in this area than say men do. And in seven of the 34 countries – Lithuania, Greece, Lebanon, Slovakia, Israel, the Czech Republic and Turkey – majorities or pluralities say women in their country have more influence than men in making important decisions about raising children.

Men and women generally agree in their assessments of who has more influence when it comes to decisions about how to raise children, but there are exceptions. For example, in Brazil, women (43%) are more likely than men (34%) to say women in their country have more influence in making important decisions in this area; in turn, Brazilian men (61%) are more likely then Brazilian women (52%) to say both have about the same influence.

Across the 34 countries surveyed, a median of 62% say that, in a family, men and women generally have about the same influence when it comes to making important decisions about their family’s religious practices; 18% say women have more influence, while 14% say men do.

Across most of the countries surveyed, majorities or pluralities say men and women have about the same influence when it comes to making important decisions about their family’s religious practices. There are a few exceptions to this pattern. In Sweden, Israel and Nigeria, similar shares say men and women have about the same influence as say men have more influence than women in this area. And in Lithuania, 37% say men and women have the same influence and 41% say women have more influence.

In Israel, Kenya, Nigeria and South Africa, men are more likely than women to say that men in their country have more influence when it comes to making important decisions about their family’s religious practices. About half of men in Israel (51%) and Nigeria (49%) say this, compared with 38% of Israeli women and 36% of Nigerian women. And while about three-in-ten South African (28%) and Kenyan (31%) men say men in their country have more influence over important decisions about their family’s religious practices, two-in-ten women in each of those countries say the same.

In turn, women in Brazil, South Korea, Nigeria, Russia, France and Lebanon are more likely than their male counterparts to say women have more influence in making important decisions about their family’s religious practices. The gender difference is largest in Brazil, where 42% of women – vs. 29% of men – hold this view.

A median of 72% across the 34 countries surveyed say a marriage where both the husband and wife have jobs and take care of the house and children is a more satisfying way of life than one where the husband provides for the family and the wife takes care of the house and children. The shares saying that a more egalitarian marriage is better are lowest in Lithuania, Tunisia and Indonesia.

Publics in Sweden, France and Spain are the most likely to say an egalitarian marriage is preferable to one where the husband provides for the family and the wife takes care of the house and children. This view is also widespread in Brazil, Germany, the Netherlands, Greece, Kenya, Bulgaria, the UK, South Korea, Italy and Argentina, where at least three-quarters say the same.

In Tunisia and Indonesia, views on the more satisfying type of marriage are split. About half in each country prefer a marriage where the husband and wife both have jobs and take care of the house, while similar shares prefer a marriage with more traditional gender roles.

Even in some countries where majorities or pluralities prefer an egalitarian marriage, substantial shares say a marriage where the husband provides for the family and the wife takes care of the house and family would be more satisfying. For example, a third or more in India, Lebanon, Turkey, the Czech Republic, Nigeria and Lithuania say a more traditional marriage would be preferable.

Views on this vary somewhat by gender, but the differences tend to be relatively small, even in some countries where they are statistically different. In Poland, Turkey and Argentina, women are more likely than men to prefer an egalitarian marriage by a double-digit margin (10 percentage points in Poland, 11 points in Turkey and 12 points in Argentina).

Opinions vary more widely across educational attainment. Those with more education more likely to prefer a marriage where both the husband and wife have jobs and take care of the house and children in most of the countries surveyed. In fact, in 17 countries, those with more education are more likely to say this by 10 or more points, including difference of at least 20 points in Turkey (25 points more likely), Lebanon (21 points) and Brazil (20 points).

Age is also linked to views on what type of marriage is preferable in about half of the countries surveyed, with people younger than 30 more likely than those ages 50 and older to say a marriage where both the husband and wife have jobs and take care of the house and children is the more satisfying way of life. The difference is particularly pronounced in Lithuania, where 71% of those younger than 30 prefer an egalitarian marriage, compared with 43% of those ages 50 and older. There are also double-digit age differences in the U.S., Canada, Italy, the UK, the Czech Republic, Poland, Slovakia, Australia, South Korea, Lebanon, Tunisia, Argentina, Brazil and Mexico.

Preference for an egalitarian marriage has increased in three of the 16 countries where this question was also asked in 2010 (by 11 percentage points in South Korea, 8 points in Argentina and 6 points in Nigeria). In contrast, smaller shares now see an egalitarian marriage as preferable in Turkey, Indonesia, Russia and Germany. The steepest decline is in Turkey. About six-in-ten (57%) now say a marriage where both the husband and wife have jobs and take care of the house and children is the more satisfying way of life, compared with 72% a decade ago.

• For the purpose of comparing educational groups across countries, we standardize education levels based on the UN’s International Standard Classification of Education (ISCED). The lower education category is below secondary education and the higher category is secondary or above in Brazil, India, Indonesia, Kenya, Lebanon, Mexico, Nigeria, the Philippines, South Africa, Tunisia and Ukraine. In all other countries, the lower education category is secondary education or below and the higher category is postsecondary or above. ↩

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Home — Essay Samples — Social Issues — Social Inequality — Gender Inequality

Essays on Gender Inequality

Gender inequality essay topics and outline examples, essay title 1: unveiling gender inequality: root causes, impact, and paths to equality.

Thesis Statement: This essay delves into the multifaceted issue of gender inequality, examining its underlying causes, its pervasive impact on society, and the strategies and movements aimed at achieving gender equality and justice.

• Introduction
• Understanding Gender Inequality: Social Constructs, Stereotypes, and Bias
• Economic Disparities: Gender Wage Gap, Occupational Segregation, and Glass Ceilings
• Education and Empowerment: Gender Disparities in Access and Opportunities
• Violence Against Women: Domestic Violence, Harassment, and Human Rights Violations
• Global Perspectives: Gender Inequality in Different Cultural and Geographical Contexts
• The Role of Advocacy: Movements, Legislation, and Progress Towards Equality
• Conclusion: The Ongoing Struggle for Gender Equality

Essay Title 2: Intersectionality and Gender Inequality: Examining the Overlapping Forms of Discrimination

Thesis Statement: This essay explores the concept of intersectionality within the context of gender inequality, analyzing how overlapping factors such as race, class, sexuality, and disability intersect with gender to create unique experiences of discrimination and privilege.

• Intersectionality Defined: Interplay of Identity, Power, and Discrimination
• Race and Gender: The Experiences of Women of Color
• Socioeconomic Factors: Poverty, Wealth, and Economic Disparities
• Sexual Orientation and Gender Identity: LGBTQ+ Issues and Discrimination
• Disability and Gender: Challenges Faced by Disabled Women
• Intersectionality in Action: Real-Life Examples and Case Studies
• Empowerment and Solidarity: Intersectional Feminism and Social Change
• Conclusion: Embracing Intersectionality in the Fight Against Gender Inequality

Essay Title 3: Breaking the Glass Ceiling: Women's Leadership and Gender Equality in the Corporate World

Thesis Statement: This essay focuses on women's leadership in the corporate world, examining the challenges and barriers they face in reaching leadership positions, the importance of diversity in leadership, and the potential for change in the business sphere.

• The Gender Leadership Gap: Statistics and Trends in Corporate Leadership
• Barriers to Women's Advancement: Stereotypes, Bias, and Family-Work Balance
• The Business Case for Gender Diversity: Benefits to Companies and Economies
• Women Breaking Barriers: Success Stories and Female Role Models in Business
• Initiatives for Change: Corporate Policies, Mentorship Programs, and Gender Parity Goals
• The Future of Women in Leadership: Prospects for Gender Equality in the Corporate World
• Conclusion: Advancing Women's Leadership for a More Inclusive Future

Gender Inequality in Sports: a Sociological Analysis

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Sexism and Gender Inequality in The Workplace in The Us

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How to write a powerful gender equality essay in 2020.

Raise the question of whether men and women have the same rights, and you’ll have evoked many to speak. That is why there are so many writings on gender equality. Every side is trying to champion for its rights, survival for the fittest it is.

However, what will make your gender equality essay outstanding from the millions of articles available on the internet and in print? That is the hidden secret we are going to dissect bit by bit in this article. So, please keep your eyes peeled because it is a secret, and not many people are entitled to a secret.

Defining Gender Equality

Before proceeding any further, let us first have an understanding of this term and how it is relevant to society today.

Since time immemorial, society has embraced male chauvinism. Equality between men and women has been seen as an almost impossible thing. It is like asking President Donald Trump to quit twitter.

All the best things in life are considered to be for men — talk of education, innovations, white-collar jobs, and even the latest car models. The place of women over the years has been in the kitchen and childbearing.

However, with the championing of gender equality, both men and women are seen as having the same roles and responsibilities in society. Women can now own Companies, drive Porsche vehicles, and even lead countries as presidents.

Let’s get back to our gender equality essay now. When writing an essay on whether man and woman should have equal rights, there are vital considerations that you will have to incorporate.

We will look at them based on the structure of a typical essay.

To start us off, we’ll look at all you need to know about the topic of an essay on gender discrimination.

All you Need to Know About Gender Inequality

The subject of gender inequality is an ocean of ideas. The topic you choose should, therefore, be one that comprehensively deals with one aspect.

It has to be impressive enough and provoke the reader to delve deep into the body to satisfy the curiosity created.

Here are sample gender topics to write about for your gender equality essay:

• How is gender equality in Western countries compared to Africa?
• What is the history of gender equality?
• Should men and women have equal rights?
• How are women discriminated against in society?
• What is the role of UN agencies in gender equality?

The next part is the introduction of a gender issues essay.

Writing the Introduction

The format for an essay introduction remains; the topic sentence, outlining sentences, and the thesis statement. In the gender inequality thesis statement, ensure that you give the main idea of your essay.

As a writer, you should be able to articulate whether your introduction is worth someone’s time or not. Having a captivating introduction for your gender equality essay will act as bait to have the reader’s attention.

For instance, you are talking about equality in education; you can have the following introduction:

Gender discrimination has deprived women of their right to education. Instead of women attending school, they are left at home to fend for the babies and perform house chores. However, both men and women should be given equal access rights to education without undermining the other.”

One can be able to see that the writer is going to champion equality in education, especially on the part of women. Such is how you can structure your introduction paragraph of gender equality related essay.

But here’s the catch.

It is where the writer gets to argue out his or her thesis statement in paragraphs. The pieces of evidence are given in the body to affirm the writer’s point of view. It uses supporting evidence such as facts, statistics, real-life examples, and analysis.

Such a topic as gender equality is broad, and thus the body might be longer. However, you should use the three-body paragraph structure to make your essay succinct and enticing. Remember that too much is boring and short is sweet.

To write the body swiftly, ensure that you brainstorm and have your points well outlined first. It will save you the agony of having to scratch your head for nothing. You might end up pulling your hair for goodness sake.

And if that’s not enough, here’s one more crucial part.

Concluding your Gender Equality Essay

Essays on gender equality also have the same structure for the conclusion. It gives a summary of the arguments made in the body using one sentence or two. On top of providing an abstract of the discussion, it also restates the thesis statement.

Bonus: Free Tips to Guide Your Gender Essay Writing

• Consult a variety of sources on sensitive issues.
• Avoid statements that may provoke one side.
• Maintain objectivity at all times.
• Ensure that you extensively cover every argument in the body
• Have a structure before you start writing your essay.
• Proof-read your work before submission.

And with that, good luck with writing your gender equality essay. Do not leave anything to chance, from the topic, introduction, body, to the conclusion. Every section counts!

Was this article helpful? Then why don’t you try our expert writing masters with any of your essay assignment today? You won’t regret it one single bit.

The Topic This year’s international women’s day marks a turning point in the history of gender equality. WOMEN'S RIGHTS ARE HUMAN RIGHTS It feels as though we are entering a new era of gender equality. From the continuous aftermath of the MeToo movement to global recognition of advocates such as Denis Mukwege and Nadia Murad. In that light, it seems only appropriate that the theme for 2019’s International Women’s Day is #BalanceForBetter. Today we are not afraid to demand equality and to persecute anyone who stands in the way of, or violates this human right. As the world marches towards the next phase of gender equality; an era that promotes balance for better living, for better policies, and for better investment, it is today that we must wake up to the limitless privileges that come with gender equality. Equality is not only a right, but it is also economically beneficial for a developing world as we set an example for the next generation of policymakers, of innovators and of citizens. This is the age of equality. This is the age of change. Here is a recap of some of the powerful stories shared on FairPlanet that represent women's fight for equality. Some stories depict the long way still to go. But many are of the progress that has been carved by brave individuals across the world who never stop fighting for what they believe in. We will never stop reporting and supporting them – join us by reading, debating and engaging. #2 THE FUTURE IS EQUAL OPPORTUNITIES FOR GIRLS AND WOMEN There are many facets to the definition of gender equality, but one take on what it means is gaining traction: financial prosperity. From grassroots organisations in developing countries to consultants in enterprises in the West, gender equality is being seen as a powerful route to gender equity. Well meant, not always well done by Frank Odenthal Tunisia, a model of women empowerment and gender equality by Bob Koigi Women's land right and what men have to do with it by Israel Bionyi 3 questions Fair Planet asked Agata Slota, from Palladium, and Julia Hanne, from Spring Accelerator what gender equality means to them. Working with governments, businesses and investors, believes that global change will come from merging these worlds and powers together. is an accelerator working with growth-oriented businesses on innovations that can transform the lives of adolescent girls aged 10-19 living across East Africa and South Asia. 01. Unfortunately, today these fears are completely rational. Sexism is rife in the tech sector, male and female political candidates are judged by different standards during elections because of gender stereotypes, famous women without children are regularly asked by the media about their childfree choice while their male counterparts are not, and bosses in the business world still often reward aggressive competition over collaboration. So it’s no surprise fear keeps women back. Gender equality would mean it no longer would. JULIA: Inequality creates struggles for all members of society. Gender equality in 2019 means to me that we can finally welcome billions of women into more active leadership roles in education, business, politics, science, and technology. Or in other words, that every human being has an equal go at life and that there is a fundamental acceptance that society as a whole cannot progress if half of its population is held back. It’s simple: when more women work and go to school, economies grow, countries progress. Gender equality in 2019 also means to me that men are free from masculine stereotypes that require them to be the ‘stronger sex,’ create a mental divide from girls from birth and fundamentally constrain them in their ability to express their emotions for fear of being labelled 'weak’. These stereotypes perpetuate gender inequality for all. The future isn’t female, it’s equal. We still have a long way to go. 2.7 billion women are still legally restricted from having the same job choices as men and the labour force participation rate for women aged 25-54 is 63% compared to 94% for men. So far, only six countries in the world provide equal legal work rights to men and women – exposing a big gap between my ideals for gender equality in 2019 and the progress that needs to be made to achieve these. 02. Unfortunately, today over 200 million women in developing countries still do not have access to modern family planning. Not only does this impact on their ability to fulfil their goals but also on their health. We need to keep striving to give women greater access to contraception and more decision-making power over family planning. And we need to do this in a way that considers the local culture and norms. The U.K. aid funded and Palladium-managed Maternal, Newborn and Child Health 2 programme, for example, is improving access to family planning in religious and conservative parts of northern Nigeria by discussing the “healthy timing and spacing of pregnancies”, and doing so with both men and women. This kind of nuance and sensitivity are necessary if we are to reach the other 200 million women. JULIA: Rwanda has made some incredible strides that place it ahead of many Western countries, including France and the U.S. for example, that demonstrate that it’s possible to achieve at least some progress in low-income countries and environments where women are often marginalised, and therefore why not in the U.K. or elsewhere also? In 2018, the country was ranked among the world’s top 5 leaders in gender equality, along with Sweden, Norway, Iceland and Finland, despite also making it onto the UN’s list of the worlds’ 47 least developed countries. Rwanda has also had the highest percentage of female political parliamentarians in the world due to quotas that were put in place after the genocide. Talking about benchmarks, there’s no way around referencing the #MeToo movement. Moving beyond individual cases, I don’t think that there has ever been a scandal that has caused a similar avalanche of public debates gripping so many sectors across the world, including the development sector, and leading the introduction of new safeguarding policies and laws even if their effectiveness are subject to debate. These debates have shaped the definitions around ‘consent’ and sexual harassment and helped shift the balance of power a bit for sexual abuse victims for generations to come. It has also helped remove the stigma male sexual abuse victims face. 03. Journalism is under threat – money for quality reporting is scarce, the media is under attack by heads of state, and journalists’ lives are increasingly at risk. I admire so many journalists who have the courage to tell the stories that need to be told, often at high personal cost. Nima is one of the great journalists. She leads by example, which is the most laudable form of leadership. JULIA: I’ll go with an answer that may be slightly unusual. I don’t think that one single individual in the public sphere can fully personify an exemplary female leader to me. The most inspiring people I’ve met are away from the public spotlight. Through my work at SPRING, I’ve met some pretty amazing female entrepreneurs in resource-constrained and male dominated environments who have managed to graduate, come up with a life-changing innovation, set up a business, go to work, employ and empower other women and marginalised communities, and pursue a vision of delivering impact for these people in their countries – every day, against all odds. Either through the power of information in helping women make sexual and reproductive health choices or through access to education and healthcare. One female entrepreneur I recently visited in Bangladesh runs a digital agency, Women in Digital, which trains women to pursue careers in IT. She frequently faced a tirade of abuse and threats from her neighbours and other men in her building for the work that she does, telling her she should go home where she belongs. She eventually had to move offices. And that’s just one example of the many obstacles and social stigma she continuously faces and overcomes. All these women with their untold stories are my role models. This also includes my mother. She had to work in the fields instead of going to school from when she was a child, came to Germany as an adult, learned German while hardly being able to read and write, and did multiple physically demanding jobs for decades to help raise and support two children through school and university. Apart from that, there’s been a remarkable rise in strong, diverse, female American politicians that are redefining representation in the country’s political landscape, such as Elizabeth Warren, Alexandria Ocasia-Cortez, Kamala Harris and Nancy Pelosi. This is really encouraging irrespective of their political orientation. The many steps to gender equality A Zimbabwean woman who defied the odds in the fight against sexual abuse by Cyril Zenda History made by women and minorities in U.S. midterms by Yair Oded The one million girl coders by Bob Koigi South African government on a test drive for sanitary pads by Shasha Seakamela Sexual harassment in the workplace still prevails in Britain by Shira Jeczmien Marching forward is a reminder of the long way we've come and the road ahead. The world is ready for change — it is up to us to realise this change. Editors’ Picks Editors’ Voices Developing Stories Creative Series 321 COMMENTS What does gender equality look like today? The report shows how the pandemic has worsened women's poverty, hunger, health, education and violence, and highlights the challenges and opportunities for achieving gender equality by 2030. It calls for urgent action to prioritize women's rights and well-being in all aspects of response and recovery. Gender Equality Essay for Students in English Learn about the definition, importance, methods, and roadblocks of gender equality in this essay for students. Find out how India ranks in the global gender gap index and what initiatives are taken to achieve gender parity. The future we expect: women's health and gender equality The World Health Organization (WHO) and partners release a special series of papers on women's health and gender equality, including bodily autonomy as a human right. The series reflects on progress, challenges and opportunities for advancing women's health and gender equality in the context of COVID-19 and beyond. PDF GENDER EQUALITY AND INCLUSIVE GROWTH This book explores how economic policies can promote gender equality and sustainable development. It covers topics such as fiscal, monetary and macro-prudential policies, industrialization, human rights and gender-responsive indicators. Gender: Closing the equity gap This web page is a chapter from a book on gender and development in Africa, not an essay. It discusses the impacts of COVID-19 and other crises on women's economic and social well-being, and ... Twenty years of gender equality research: A scoping review based on a These emerging topics are also interesting to anticipate future trends in gender equality research that are conducive to overall equality in society. ... we examined a comprehensive body of literature comprising 15,465 papers published between 2000 and mid 2021 on topics related to gender equality. We identified a set of 27 topics addressed by ... 5 Powerful Essays Advocating for Gender Equality Read five powerful essays that explore different aspects of gender equality, such as STEM, health, Me Too, and systemic change. Learn from experts and activists how to achieve gender parity and improve the lives of women and men. The Future of Gender Equality: A Conversation on Gender Balance and Gender equality is key to a peaceful, prosperous and sustainable world, but we are sadly still off track. Join the conversation on the current status of gender equality efforts with three leading women representing government, civil society, and international organizations to hear directly from them what more can be done to achieve gender equality and empower all women and girls. Gender equality and women's rights Learn how the UN Human Rights Office promotes women's human rights and gender equality, and challenges gender-based discrimination and violence. Find news, publications, reports and resources on various topics related to gender equality and women's rights. Will the future be gender equal? Achieving gender equality isn't just a moral issue - it makes economic sense. Equality between men and women in all aspects of life, from access to health and education to political power and earning potential, is fundamental to whether and how societies thrive. ... Finally, we've carried out a survey on the future of jobs with a dedicated ... Essay on Gender Equality 500 Words Essay on Gender Equality Introduction. Gender equality, also known as sexual equality or equality of the sexes, is the state of equal ease of access to resources and opportunities, irrespective of gender. It is a critical aspect of a just and democratic society, and its importance cannot be overstated. Gender Equality Essay for Students and Children 500+ Words Essay on Gender Equality Essay. Equality or non-discrimination is that state where every individual gets equal opportunities and rights. Every individual of the society yearns for equal status, opportunity, and rights. However, it is a general observation that there exists lots of discrimination between humans. An Essay on Gender Equality for a Remarkable Future Human Rights and Dignity: Gender equality is fundamentally rooted in human rights principles. It ensures that all individuals, regardless of gender, have the right to equal opportunities, respect, and dignity. Social Justice: Gender equality promotes fairness and social justice by dismantling discriminatory practices that limit gender-based opportunities. Twenty years of gender equality research: A scoping review based ... This paper synthesizes 15,465 articles on gender equality and related issues published in the last 22 years, using a novel method based on text mining and network analysis. It identifies 27 main research topics, their relevance and intersections, and highlights the most prominent and emerging themes in the gender discourse. Gender Equality Essay Definition, Tips, Topics, and Examples Learn how to write an argumentative essay about gender equality to inspire action and awareness. Find out the definition, thesis statement, outline, and revision tips, as well as some topic ideas and examples. Worldwide Optimism About Future of Gender Equality, Even as Many See A survey of 34 countries finds strong support for gender equality, but also reveals some advantages for men in jobs, leadership and quality of life. Most people are optimistic that women will eventually have the same rights as men, but women are less confident than men. Free Gender Equality Essays and Papers Gender Equality Essay Topics and Outline Examples Essay Title 1: Striving for Gender Equality: Challenges, Progress, and Future Perspectives. Thesis Statement: This essay explores the global journey toward achieving gender equality, examining the persistent challenges, the significant progress made, and the potential future directions for advancing the cause of gender equality in all aspects ... The Importance of Gender Equality for Sustainable Future Gender inequality is considered a violation to human rights, it's unethical and antisocial. Women are less than one-third of the world's researchers, they represent more than 66% of the world's 750 million adults that are currently illiterate, and it's been proven that a woman journalist is more prone to suffer from assault, menace, and verbal or digital attack. Essays on Gender Inequality Gender Inequality Essay Topics and Outline Examples Essay Title 1: Unveiling Gender Inequality: Root Causes, Impact, and Paths to Equality. Thesis Statement: This essay delves into the multifaceted issue of gender inequality, examining its underlying causes, its pervasive impact on society, and the strategies and movements aimed at achieving gender equality and justice. Gender Equality Essay Concluding your Gender Equality Essay. Essays on gender equality also have the same structure for the conclusion. It gives a summary of the arguments made in the body using one sentence or two. On top of providing an abstract of the discussion, it also restates the thesis statement. Bonus: Free Tips to Guide Your Gender Essay Writing The future is gender equality THE FUTURE IS EQUAL OPPORTUNITIES FOR GIRLS AND WOMEN. There are many facets to the definition of gender equality, but one take on what it means is gaining traction: financial prosperity. From grassroots organisations in developing countries to consultants in enterprises in the West, gender equality is being seen as a powerful route to gender ... assignment essay homework paper phd report resume review speech thesis