This can be furthered with understanding the complications that occur with gender differences and how this leads to barriers within specific organizations.
The first step to recognizing favoritism and bias in the workplace is to define the types of gender inequality that are within organizational environments. Through different research studies (Elliott, Smith, 2004), it has been found that there is an increase in gender inequality through the environment and internal politics of organizations. The main way in which this is seen is through a gap between men and women. In most organizations, it becomes easier for men to move into higher power and authority level positions while women are expected to remain at the same position that they begin at. The most common form of gender inequality comes through networks that are established in the organization, specifically through men’s clubs and associations and exclusive networks that are established with gender as the main component. The social expectations that are related to this create a homosocial production, which leads to men being understood in social and cultural groups and networks, while women remain excluded from the main workspace environment. The result is that men have an easier association with reaching higher levels of power, while women and minorities don’t have the same access to networks (Elliott, Smith, 2004).
Not only do social networks define gender inequalities between men and women, but the same social presence is included in the work area. When the networks create gender inequality, it is often followed with barriers and gaps that are in the workplace. This is reproduced in the workplace through teams and environmental processes. The reproduction of inequality is known to become a part of the environment, specifically because the outside networks for men and women are associated with gender. The