Research from various institutions discussed in this paper show that discrimination against women is extremely common and largely practiced in many ways. There are persistent and huge disparities between women and men in being able to access or control resources, in political arenas, in workplaces, and other areas in modern sector. It is evident that sex and gender discrimination is rampant in the society, and therefore, there is need to evaluate it through examples as well as cite policies or guidelines that accommodate women effectively (Scott, Crompton & Lyonette, 2010). According to (Kleiner, and Wang, 2001) the issue of discrimination against women has been in existence for many years. It is evidence that the laws and legislations on equality have assisted women in joining institutions or employments that were traditionally prohibited for them. It is also clear that even today women still continue the war against gender discrimination in various areas of employment. One major distinctive feature of gender discrimination is that it often manifests in many areas of women’s lives. In this regard, women face discrimination not only in employment or from strangers, but also from people they are closely related to including brothers, fathers and this is a group that has historically exploited them. It is believed that discrimination regardless of its source has negative impacts on women’s lives and it need to addressed (Gregory, 2003). There is a concept of direct discrimination which treatment of others less favorably mainly based on their actual or apparent sex, or because of the people they associate with. This level of discrimination is evidence as (Smith, 2008) cites that quality assurance (QA) is an area that promoted masculine philosophy causing complete discrimination towards the female counterparts. The QA has various masculine motivator tools of control that are designed by inconsistent number of males in various levels of status and career prospects that brings a disadvantage to the females. The Self-Assessment Document is such a tool that requires use of targets and self-assessment the concept of representing oneself using numbers. This makes it hard for female academics since the RAE (financial rewards in terms of performance) is discriminative since women in this area are minimal. In reality, many women in QA are relegated into the ‘housework’ jobs such as QA audits, teaching as well as curriculum development instead of pursuing personal research (Smith, 2008). In reality more than 80% of academics in the RAE are all male while less than a quarter of females are found in this department. It is therefore, clear that over 75% of women in QA are not involved in research while the management just focuses on teaching quality alone to make promotions. It is evidence that RAE research performance is preferred over teaching quality and this is where females are concentrated. The teaching area has foreseen major disincentives in general and this makes the women who dominate this part to be completely left out. This is bad enough since the management shuns teaching and prefers long working hours, in a vigorous manner and self-protectively through a single minded idea of promoting oneself. The promotions are given for those in research as they have these qualities of competiveness single-mindedness as opposed to the more reserved mentoring and cooperative teachers (Smith, 2008). Indirect discriminat
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