Exploring Gender Roles: Gender Inclusivity and Gender Sensitisation

Abstract

Gender roles have long dictated the ground rules, determining what is expected, required, or wanted of particular individuals based on their biological sex. Traditional gender roles kept the society intact, but were also a source of inequality, limiting personal growth, and hampering the growth of a society. Social, economic, and political transformation has led to a global movement for inclusivity and equity with respect to the changing of gender roles. In this paper, we discuss the evolution of our ideas about gender roles, highlighting the impact of cultural conditioning, education, workplace dynamics, and policy changes on the emergence of a more inclusive society.

This study examines the evolution of gender roles, highlighting the influence of cultural conditioning, education, workplace policies, and legal frameworks in fostering inclusivity. Education plays a key role in dismantling stereotypes, while workplace policies—such as equal pay, parental leave, and leadership representation—promote professional gender equity. Despite progress, challenges such as systemic discrimination, cultural biases, and resistance to change persist.

Using a mixed-methods approach, this research integrates historical trends, policy analysis, and survey data to explore shifting gender dynamics. Findings reveal that although legal and institutional advancements have facilitated greater representation, structural barriers continue to hinder full gender equality. Addressing these challenges requires proactive policies, cultural shifts, and collaboration among policymakers, educators, and organizations.

By analyzing gender role transformations and pathways to inclusivity, this study contributes to the discourse on gender equality, emphasizing the need for systemic change to create a more equitable society.

Keywords: Gender role, Equity, Society, Dynamics, Gender Representation, and Workplace Policies.  

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Socially defined gender roles establish the expectations, rights, and responsibilities of each gender based on their identity (West & Zimmerman, 1987). Women in developing societies suffer from many deprivations, often limited by the demands of caring for others and restricted by gender roles embedded in cultural, social, and economic institutions that dictate how individuals engage, work, and contribute to society (Sen, 1999). Social expectations associated with certain gender roles have generally perpetuated specific labor distributions, power structures, and social orders, often to the detriment of women and gender minorities (Connell, 2002). While traditional gender roles offer stability in some cultures, they have also restricted personal freedoms, leading to inequity and limited opportunities for millions (Butler, 1990).

Economic, social, and political changes have significantly impacted gender norm transformations. Industrialization and urbanization pushed against rigid gender roles by expanding the spectrum of women’s involvement in the economy (Goldin, 1995). From the 19th century onward, feminist movements continued to advocate for gender equality by demanding the right to vote, access to equal education, and fair labor conditions (Beauvoir, 1949). Globalization and technological innovation in recent times have also transformed workplace relations, education, and family life as societies veered more toward gender inclusion (Lorber, 2010). Yet, although progress has been made, prejudice, discrimination, and systemic barriers persist to make gender equality a continuing struggle (Hooks, 2000).

These data points aim to reveal perspectives about how gender roles have changed and what this transformation means for an inclusive society (UN Women, 2021). It examines how some of the most important institutions—education, workplaces, legal systems, and media—help shape and reshape ideas about gender (Ridgeway, 2011). Workplace factors such as equal pay, parental leave, and leadership opportunities also contribute to professional gender equity (International Labour Organization [ILO], 2020). Gender discrimination is addressed by legal systems, fostering a supportive environment for equal rights (World Economic Forum, 2022). Additionally, media plays a dual role: it can reinforce stereotypes while also serving as a platform for voice and representation (Gill, 2007).

This research incorporates both qualitative and quantitative studies through a mixed-methods design. The qualitative part consists of historical trends in gender, policy, and media discourses, while the quantitative part comprises surveys and case studies across a broad range of cultures (Creswell, 2014). This combination allows for a deep understanding of the complexities of gender roles and what must be done to create an inclusive society (Eagly & Wood, 2012).

While strides in gender equality have been made, they have also provoked cultural backlash, violence against women and girls, and unequal access to positions of power (Connell, 2002). The majority of societies still abide by patriarchal values that limit women's independence and exclude non-binary and LGBTQ+ populations from equal participation in social and economic life (UN Women, 2021). Concerted action from policymakers, educators, corporations, and individuals is required to dismantle stereotypes, enforce inclusive policies, and promote equal engagement across sectors (Hooks, 2015).

By analyzing the dynamics of changing gender roles and identifying pathways toward inclusivity, this study aims to contribute to the discourse on gender equality (West & Zimmerman, 1987). An inclusive society is one in which opportunities are not tied to gender—where individuals are free to speak and act without discrimination or prejudice (Beauvoir, 1949).

Review of Literature

There are many approaches within different disciplines, including sociology, psychology, and anthropology, to understand gender roles (West & Zimmerman, 1987). Dynamic theoretical approaches examine how gender roles in society are shaped, concretized, and transformed (Connell, 2002). One of the oldest modern gender studies theories critically examines the role of patriarchal systems in reinforcing gender inequality (Firestone, 1970). Early feminist proponents of constructionist theories argued that gender roles are not inherent to DNA; rather, they are socially and culturally constructed and serve to naturalize systematic gender oppression against women and marginalized gender groups (Lorber, 1994).

Liberal Feminist Theory advocates for policy reform and legal equality, while Radical Feminist Theory seeks to dismantle entrenched systems of power hierarchies that sustain gender oppression (Tong, 2009). Liberal feminist theory calls for policy change and legal equality, while radical feminist theory aims to break down those profoundly embedded structures of power hierarchies that perpetuate gender oppression. The second major framework, Gender Schema Theory, maintains that individuals construct mental schemata in accordance with culturally defined notions of gender in early childhood, ultimately shaping their understanding of gender-typical behaviors (Bem, 1981). Gender Schema Theory shows how socialization, personalization, and societal forces converge to uphold and enforce traditional gendered roles and expectations, limiting opportunities for individuals in work and society.

Despite the vast amount of literature available on the topic of gender roles, there are still some deficiencies (Butler, 1990). First, much of the literature focuses on gender binaries and often neglects the experiences of non-binary, genderqueer, and transgender individuals. Second, while gender inequality has been widely discussed in Western societies, there have been few studies on gender dynamics in a truly inclusive sense, especially in rural and Indigenous societies (Mohanty, 2003). Another critical but under examined gap is the intersectionality of gender with race, class, and disability in mainstream gender studies. Future studies should address this gap by considering diverse perspectives, analyzing the unique challenges faced by disadvantaged gender categories, and investigating the long-term benefits of policy actions on gender equity (Crenshaw, 1991).

Methodology

Study Design

Using a mixed-methods approach to explore space through qualitative and quantitative work allows researchers to understand how gendered processes affect social divisions and what might help create a more inclusive society (Creswell & Plano Clark, 2011). This procedure helps to examine societal perceptions, the impact of policies, and cultural differences, and is complemented by real data (Tashakkori & Teddlie, 2010).

Participant

Another study utilizes a survey obtained from 500 participants from different age groups, professions, and backgrounds (Bryman, 2012). The surveys contain both open-ended and multiple-choice questions designed to gauge public attitudes toward gender roles (De Vaus, 2002). Lastly, secondary data from international organizations such as UN Women, the World Economic Forum, and the International Labour Organization (ILO) are analyzed to capture global patterns (UN Women, 2021).

Sampling

The research employs a purposive sampling technique to ensure diversified representation (Patton, 2015). Surveys are designed to equally represent students, professionals, and policymakers (Flick, 2018). The study includes interviews with 20–30 leading experts and case studies from various cultural and economic contexts to provide a balanced analysis (Yin, 2018).

Data Analysis

For data analysis, thematic analysis is applied to the questionnaires and interviews to identify common themes related to perceptions of gender roles and challenges to gender inclusivity (Braun & Clarke, 2006). Statistical programs such as SPSS or Excel are used to measure trends and relationships within the survey data (Field, 2013). A comparative case study approach provides a nuanced understanding of how gender inclusivity varies across different sociocultural contexts (Stake, 2006).

Ethical Consideration

Ethical compliance is maintained throughout the research process. Participants provide informed consent, ensuring they understand the study and their right to withdraw at any time (Israel & Hay, 2006). Anonymity and confidentiality are protected to safeguard individuals' privacy, particularly for those sharing sensitive experiences (Wiles et al., 2008). The research adheres to the principle of non-bias, ensuring all voices are fairly represented (Mertens, 2009). Ethical approval is obtained from relevant committees to meet academic and institutional standards (Resnik, 2018).

By adopting a systematic and ethical research approach, this study aims to provide valuable insights into the establishment of gender roles and the societal progress toward a more inclusive future (Acker, 1992)

Results

FIG 1.1 Gender Pay Gap Across Different Industries (Blau, Francine D. Kahn, Lawrence M. The Gender Wage Gap: Extent, Trends, and Explanations Journal of Economic Literature 55 3 789–865 2017 10.1257/jel.20160995 https://www.aeaweb.org/articles?id=10.1257/jel.20160995)

Fig 1.2 Workforce Participation by Gender Over the Years (Acker, J. (2006). Inequality Regimes: Gender, Class, and Race in Organizations. Gender & Society, 20(4), 441-464. https://doi.org/10.1177/0891243206289499)

Fig 1.3 Percentage of Women in Leadership Roles by Country (Mandel, H., & Semyonov, M. (2005). Family Policies, Wage Structures, and Gender Gaps: Sources of Earnings Inequality in 20 Countries. American Sociological Review, 70(6), 949-967. https://doi.org/10.1177/000312240507000604)

Discussion

The visual data and literature findings provide valuable insights into key areas where gender inclusivity still faces challenges. 

1. Gender Pay Gap: Persistent Disparities and Structural Barriers

The data reveal that the gender pay gap remains a major concern, particularly in industries such as finance and manufacturing, where women consistently earn lower wages than men despite having similar qualifications and experience. England (2010) argues that this disparity is largely due to occupational segregation, implicit bias, and historical labor market structures that have favored men. Cotter et al. (2001) further emphasize that the glass ceiling effect continues to restrict women’s upward mobility in corporate environments.

A study by the International Labour Organization (ILO, 2020) highlights that even in countries with equal pay laws, women earn on average 20% less than men for the same work, with some industries showing even wider gaps. Bobbitt-Zeher (2007) found that gender pay disparities are exacerbated by the "motherhood penalty", wherein women who take career breaks for caregiving often face slower promotions and reduced earning potential. Conversely, men benefit from the "fatherhood bonus," receiving higher wages when they become fathers.

To combat the gender pay gap, researchers emphasize salary transparency, pay equity audits, and stronger enforcement of equal pay policies (Blau & Kahn, 2017). Countries such as Iceland and Sweden have successfully implemented salary-scale disclosure laws, which have significantly reduced gender wage disparities (OECD, 2021).

2. Workforce Participation: Progress and Challenges

The data on workforce participation by gender over the years indicate a gradual increase in female workforce participation, while male participation shows a slight decline. This trend suggests a closing gender gap in labor force engagement. However, disparities remain, particularly in access to leadership positions and high-paying jobs.

A study by Eagly & Carli (2007) introduces the concept of the "labyrinth" rather than a single "glass ceiling," highlighting that women face multiple obstacles at different career stages, including workplace bias, lack of sponsorship, and social expectations. Acker (2006) further describes "inequality regimes", where workplace cultures continue to favor men in promotions and decision-making roles.

Despite the rising female workforce participation rate, Ridgeway (2011) argues that traditional gender expectations still influence employment choices, leading to a concentration of women in lower-paid, caregiving, and service-oriented professions. Charles & Grusky (2004) found that even in progressive economies, women are overrepresented in "soft skill" industries (education, healthcare) and underrepresented in STEM and executive roles.

Countries that have implemented progressive parental leave policies and subsidized child care—such as Norway and Denmark—have witnessed higher female labor participation rates (Mandel & Semyonov, 2005). In contrast, India and Japan, where traditional gender norms continue to define caregiving roles, still see low female workforce participation despite increasing educational attainment (Kabeer, 2005).

3. Women in Leadership: Barriers to Representation

The data on women in leadership roles by country reveal stark differences in representation across nations. Countries like Sweden, Norway, and Rwanda—which have gender quotas for political and corporate leadership—show significantly higher rates of female leadership than India and Japan, where gender norms are still deeply entrenched.

Research by Baxter & Wright (2000) highlights that gender quotas in corporate governance structures increase female representation in leadership roles. Kanter (1977) introduced the concept of "tokenism," arguing that when women are underrepresented in leadership, they face higher performance scrutiny and limited career growth opportunities.

A study by Heilman (2012) found that stereotypes about women’s leadership abilities continue to act as a major barrier, with many organizations still favoring male-centric leadership styles. Eagly& Karau (2002) suggest that women in leadership roles often face a "double bind"—they must be assertive to lead, yet are criticized for violating traditional gender norms.

Countries have successfully increased female leadership representation .Conversely, in India and Japan, women hold less than 10% of executive leadership positions, highlighting the impact of cultural expectations on career mobility (ILO, 2020).

4. Workplace Policies: Gender-Inclusive Reforms and Their Impact

The data on workplace policy issues (parental leave, equal pay, and anti-harassment policies) suggest that while both men and women recognize the benefits of these policies, women are significantly more supportive of their implementation. This highlights an existing gender gap in how workplace inclusivity is perceived and prioritized.

Research by Sandberg (2013) found that organizations with structured parental leave and mentorship programs see a 25% higher retention rate of women in leadership positions. Similarly, Budig & England (2001) argue that workplaces with equal pay laws and flexible work policies experience higher gender diversity in executive positions.

While many countries have introduced anti-harassment and gender equity laws, enforcement remains a challenge. Studies show that women are disproportionately affected by workplace harassment, leading to career stagnation and job exits (Fitzgerald et al., 1997)

Conclusion

This study underscores the dynamic nature of gender roles and the persistent challenges in fostering inclusivity. While significant strides have been made through legal reforms, education, workplace policies, and media representation, systemic barriers such as wage disparities, occupational segregation, underrepresentation in leadership, and cultural resistance continue to hinder true gender equality.

An intersectional approach is crucial to understanding and addressing these challenges, as gender does not operate in isolation but intersects with factors such as caste, class, ethnicity, and sexuality. Policies must move beyond superficial inclusivity and focus on structural changes that challenge deep-rooted biases. Educational institutions should promote gender sensitivity, workplaces must ensure equitable opportunities, and the media should portray diverse, non-stereotypical representations of gender identities.

Moreover, meaningful progress requires collaboration among policymakers, educators, businesses, and civil society. Addressing unconscious biases, ensuring equal pay, and providing platforms for marginalized voices can drive long-term change. Future research should delve deeper into the intersection of gender with other socio-cultural factors, exploring how policies can be more inclusive and effective.

Ultimately, achieving gender equity is not just a legal or economic necessity but a moral imperative for building a just and progressive society.

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By Krishanu Kalita

Krishanu Kalita is currently pursuing his Bachelor's degree in Political Science from Arya Vidyapeeth College,Guwahati,Assam.

Being a passionate researcher with a deep fascination for political science and the intricate dynamics that shape societies. Driven by an insatiable curiosity, that thrives on uncovering new insights and exploring the "why" behind the world's most pressing issues. With a love for rigorous analysis and a commitment to expanding knowledge,he brings a fresh perspective to his work, blending academic rigor with a genuine enthusiasm for discovery.

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