Report on Literature Review of The Effect of Gender Bias on Female Promotions in the Saudi Industrial Sector

Baqi et al. (2017) explored the perception of the work environment, gender equality, social issues, and support for female doctors at a university hospital in Saudi Arabia. The authors conducted a cross-sectional analysis of doctors working at King Khalid Hospital. 30% of respondents participated in a survey, and 42% were females. According to the opinion of the majority, the gender promotional bias does not exist in the field of pediatrics or medicine. According to the higher proportion of male respondents, the promotional opportunity in the medical industry of Saudi Arabia is equal for both male and female. However, authors have observed that out of 54, the number of female consultants is only 18 in the hospital that is just 33%. The survey of male and female doctors revealed that the gender equality was believed by majority amongst doctors in terms of promotion, benefits, salaries, and entry into any field of pediatrics or medicine, but not surgery. However at consultant positions, there were significantly fewer women, and deficiency should be addressed (Baqi, et al., 2017).

Heilman (2012) argued that gender bias is promoted by descriptive gender stereotypes due to the negative performance of the expectation of the study. The results are generated by the perception of the study as there is a poor relationship between the liking of the women as well as the belief of the attributes which are considered as necessary for the successful performance of the roles and position of the male gender type. The research study is also discussing the procedure of the gender bias promoted the prescriptive gender stereotypes by creating the normative standards of the behaviors which are used to encouraging the social penalties and disapproval at the time of the violation. The results of the research are presented to testing these ideas are considering the particular consequences of the carrier, which is most similar to the results of the bias stereotype. It is also used to identifying the conditions which can be minimized or exaggerate of their occurrence (Heilman, 2012).

Koch et al. (2015) conducted a meta-analysis of promotion bias and gender stereotypes in employment decision making experimental simulations. Authors have examined various factors that cause bias in promotion and employment decision making. By conducting a random-effects meta-analysis, the authors examined the effects of the gender of decision-makers, content, and amount of information accessible for the decision-maker, evaluation type, and motivation for cautious decisions on gender bias in the promotion and employment decisions. The findings revealed that men were preferred over women for male-dominated jobs that show a clear gender-role congruity bias and no strong preference is there for male or female was found for integrated or female dominant jobs (Koch, et al., 2015).

McDowell et al. (2011) used a unique panel data to analyze gender difference or gender bias in promotions among professionals having job hierarchy and well-defined promotion and in which similar labor market attachment is exhibited by both men and women. The findings of the research revealed that over a period from the 1960s through the early 80s, there is a lower career level of career advancement and professional attainment among female economists that their male colleagues with the same attributes. However, by the end of the 1980s, no unexplained differences in promotions specific to gender were revealed in the results (McDowell, et al., 2011).

Singh et al. (2002) examined impression management and gender playing the promotion game. The little attention has paid for the role of impression management by the genuine as well as the substantial talents. By seeking promotion, commitment plays an important role in the career of male and females. The supervisors investigated the studies of the impression management, often by the samples of the student business in the settings of the laboratory. They are focused on the use of impression management during a Cranfield Centre on behalf of developing the women business leaders through the practicing of managers. In this article, the analysis, about the indication of previous literature where gender is important to explain the difference of impression management behavior (Singh, et al., 2002).

According to  Ahmed Al-Asfour (2017), the masculine, patriarchal, and collectivist nature of the Arabian is influencing the careers of the women of the Kingdom of Saudi Arabia. There are several barriers and challenges that are posing by the rest of the world. Due to all of these challenges the women in the Arab world cannot move easily. According to the researcher most of the women are facing challenges related to the environment and culture of the workplace. It also includes several other challenges, such; limited training, commitment, employer bias, professional capabilities, discrimination, development opportunities, limited training, and stereotyping(Al-Asfour, et al., 2017).

As indicated in the study of the  Alfarran (2016), 80.4 percent of the total labor workforce is represented by the Saudi workers during 1970-1974 at the end of the First Saudi Development Plan. Meanwhile the expatriates were contained on the remaining workforce which was 19.6%. The Saudi workforces had decreased by 57% by the end of the second development plan. In 1984, the third development plan been passed in this plan 34% of the total labor force was Saudi Arabians(Alfarran, 2016).

As depicted in the study of Mohammad Abdullah AL-Hazm (2017) the rapid growth of the heavy pressure occurs to the women who are engaged in working in mixed environments.  Even they are struggling to perform their conflicting and multiple roles. There can be various people,s that can occur due to the Multiplicity of roles,, and these problems can absenteeism and delays of work due to any personal problem(Mohammad Abdullah AL-Hazmi, 2017).

According  to AlMunajjed, (2012), at any level of the government the decision-maker can no longer avoid the sweeping reform implementation in the case of the labor and education policies in order to make sure that the women have ability to participate as well as women have an opportunity to participates as well as succeed in the economy. In the design of the larger macroeconomic policy, the employment of the women must be crucial elements in order to foster equitable economics and social development(AlMunajjed, 2012).

Varshney (2019) has revealed that gender segregation has been deep-rooted. In the real sense of the term for any position at workplace Saudi women do not have any authority, and if they will apply for job in any firm than she will post on the loower ranking job as compare to her capabilities. This occurs on both levels (private and public). The Saudi nation is not ready to see their women in the field of the workplace.  The men are preferred for the job in any sector (Varshney, 2019).

It has been stated in the articles of the Org (2017) that in the roles of leadership and management, gender diversity has become an essential enabler of effective business management. In the top quartile companies are finding themselves for the diversity of the gender that is reported to perform the financial responsibilities at better level. These financial duties cannot design to the medians industry at national level (Org, 2017).   

 Okpara (2006) has been revealed that the various perceptions of gender can stem primarily from the salary levels of the genders from the discrepancy. In Nigeria, in order to explain the gender’s salary gap the experiences and education play great deal, and it can perform very well. in the banking industry, in order to measure the pay satisfaction of managers the level of education considered as the essential element and important variables. It5 has been observed in the particular study that the education level increases the level of pay satisfaction due to which level of job satisfaction also increases(Okpara, 2006).

According to Yousuf Danish ( 2012), in Saudi Arabia, with the passage of time the status of female entrepreneurship is advancing. In Jeddah, it is particularly so in, and it looks like to offers more opportunities and support for several other locations in the country and various countries, therefore, though the Jeddah cannot be completely performed to offer the services of the related to the female's staff(Yousuf Danish, 2012).

according to Boring (2017) the gender biases influence is seemed like to be the context of the dependent as well as suggesting that there are no particular easy systematic ways for correcting the  biases in the calculations, and it also includes the scores of the satisfaction.  It has become the rules of the university that the universities must be considered that methods to reduce gender biases. In a teaching team gender balance can reduce the gender stereotype which is associated with the effectiveness of teaching (Boring, 2017).

According to  De Paola (2014 )the participation of the female labor force and female education has been recently started to rising in the several countries. Most of the countries are paying attention to the education level of the women particularly few Asian countries. The governments of these countries are establishing the social welfare campaign to educate their female population. Meanwhile there are several spheres of economic and social life the gender inequality remains the same(De Paola, 2014 ).

Hoyt (2010) has been revealed that in the leadership styles, the gender differences may be understood when they are interpreted according to the leader evaluation research and findings. The evaluation of male and female leaders’ at large scale has been examined by using the meta-analysis. These leaders were equated at all characteristics and behaviors of the leadership that would be revealed by the female and male, both leaders which are evaluated equally favorably (Hoyt, 2010).

According to Cook (2013), there are several obstacles that are faced by the women leaders as compare to top the men leaders due to at least three reasons. The first one if the opredictio9ns of the glass cliff are correct than the women will be more energetic to promote the high risky positions . If it would not then the positions of the women be weak towards the capabilities of the leadership(Cook, 2013).

According to Nadler & Stockdale, (2012) in the United States the major reasons of the gender pay gap that is required to the considerable attention and it has been suggested by the researchers that the individual choices and market forces are explained in good manners for explaining the stereotypes and female working in the organization. The substantial inequalities among genders in the modern workplace and the evidence for stereotyping prejudice and discrimination are also explained in this study (Nadler & Stockdale, 2012).

As indicated by the study of the Moss-Racusin, (2012) if the gender biases express by the faculty that these biases are considered as the stem or international conscious desire in order to impede the women progress inn sciences (Moss-Racusin, 2012)

According to O’Neill (2011) the promising resolution for subtle discrimination can unbeneficial for agentic women in the career tournaments of the organizations. It has been observed by the external validation to laboratory studies that have been shown self-monitoring, which can help women from enhancing their influences, and it becomes cause of the more effective leaders (O’Neill, 2011).