Despite undeniable progress towards gender equality in the workplace, gender-based discrimination remains a persistent issue within the recruitment process. While women make up a significant portion of the global workforce and often serve as essential pillars of their families, outdated biases sadly persist.

The Prevalence of Gender Discrimination

Recent studies, such as those conducted by Vietnam Manpower, highlight the continued presence of sexism within the hiring landscape. Here are some concerning facts:

• Job Descriptions: Roughly 20% of job postings on major career websites explicitly seek candidates of a specific gender. Of these gendered posts, a mere 30% are open to female applicants.
• Hiring Preferences: Employers frequently prioritize male candidates, even when qualifications are equal. Employer surveys reveal that nearly two-thirds of hiring managers inquire about a candidate’s willingness to work extra hours and their marital status – factors that disproportionately impact women.
• Manpower Representation: Women continue to lag behind men in terms of earnings. Statistics underscore how this gap can often be tied to gendered expectations and a lack of support for working mothers.

The Impact on Mothers and the Workforce

Motherhood presents an added layer of challenges for women in the workforce. Over 60% of mothers feel compelled to modify their career goals to accommodate their children, with 37% opting for less demanding roles that may lack opportunities for advancement. Sadly, only 19% find employers willing to offer flexible work arrangements that could support a better work-life balance.

This discrimination creates a ripple effect:

• Manpower Inefficiencies: Biased job descriptions artificially limit the talent pool, hindering companies from finding the best person for a role regardless of gender.
• Missed Market Opportunities: Since women often control household finances and purchasing decisions, companies that lack gender equity miss out on understanding and effectively targeting a vital consumer base.

The Urgent Need for Change

Sexism in recruitment has deep-rooted social origins. However, to bridge the gender divide and maximize business potential, we must push for concrete changes. Here’s where we need focus:

• Manpower-Inclusive Language: Job advertisements should avoid gendered language or requests for information that could lead to discriminatory practices.
• Equal Opportunity Mindset: Hiring managers should focus solely on skills, experience, and qualifications relevant to the position, not on personal factors like marital status.
• Manpower Support Systems: Flexible work policies and a family-supportive work environment benefit both mothers and fathers, fostering a more equitable and productive workforce.