Beyond the Glass Ceiling: Gender Discrimination at Work

Gender bias happens when someone is treated unfairly because of their gender. This can affect hiring, pay, promotions, and overall workplace treatment. In some cases, gender bias leads to discrimination or even wrongful termination.

The Civil Rights Act of 1964 made it illegal for employers to discriminate based on sex. In June 2020, the U.S. Supreme Court expanded these protections to include gender identity and sexual orientation, ensuring that LGBTQ+ individuals are also covered under workplace discrimination laws.

Even with legal protections, many women and marginalized groups still struggle to advance in their careers because of an invisible social barrier akin to a glass ceiling. In this meta-study, High Rise Financial highlights the many ways gender bias manifests across various industries in the United States.

Prevalence of Gender Bias in Hiring and Compensation

Many women face gender bias before they even get the job. By reviewing data from The Muse, we find that 42% of women report being asked gender–biased questions during interviews, and 41% feel discriminated against in the hiring process.

Our team relies on data by Robert Walters to show that men are more likely to take chances when applying for jobs; they apply if they meet just 60% of the qualifications. In contrast, women typically apply only if they meet 100% of the requirements.

By analyzing statistical information provided by the Pew Research Center, it is clear that women continue to earn less than men for the same work. On average, women make 85 cents for every dollar a man earns.

While this is an improvement from a 35-cent gap in 1982, inequality still exists. Many workers recognize this issue; 50% of U.S. employees believe the wage gap exists because women are treated unfairly by employers.

By sourcing statistical data from SHRM, we highlight variations in the pay gap based on race, motherhood, remote work, and leadership roles:

Group	Pay Gap (Compared to Men)
Black and Native American Women	The pay gap reduced by 5 cents
Hispanic and Asian Women	The pay gap reduced by 4 cents
Working Mothers	Make 75 cents for every dollar a working father makes
Women Working Remotely	Earn 79 cents per dollar compared to men
Women in Executive Roles	Earn 72 cents per dollar compared to male counterparts

Industries Where Women Face the Most Discrimination

Our team reviewed data by Payscale, which analyzed 15 industries and found that the largest gender pay gaps exist in five specific fields. The uncontrolled pay gap, which compares the median salary of all men and women in a given industry, shows how much women earn for every dollar a man makes.

Gender bias affects different industries in unique ways, with some fields showing higher levels of discrimination while others see growing female representation.

Industries with the largest gender pay gaps:

• Finance & Insurance – 77 cents per dollar a man makes
• Agencies & Consultancies – 83 cents
• Health Care – 86 cents
• Transportation & Warehousing – 87 cents
• Nonprofits – 88 cents

Surprisingly, many of these industries employ more women than men. According to our research, which used data provided by the Bureau of Labor Statistics (BLS), women make up 76% of healthcare workers and 65% of nonprofit workers in the U.S., yet they still face significant pay disparities.

The Fastest Growing Female Workforce Industries

The fastest-growing female workforce industries are those in which women’s participation and leadership are rapidly increasing. This reflects broader societal shifts toward gender equality in the workplace.

Some of the highest-paying and fastest-growing jobs for women are in fields traditionally associated with “women’s roles,” often due to their emphasis on nurturing and caregiving. Notable examples include nursing and speech-language pathology, both of which have typically centered around providing care for children.

Based on our research of data offered by the Bureau of Labor Statistics, medical professions offer high salaries for a majority of women in the workforce:

• Nurse practitioners
• Managers and health services managers
• Physician assistants
• Operations research analysts
• Veterinarians

Gender Bias in Workplace Culture

Historical stereotypes often depict women as emotional, irrational, and unsuitable for leadership roles. These stereotypes influence how women are perceived in the workplace, affecting opportunities and expectations.

Additionally, many women grow up with patriarchal beliefs that can shape their career goals and confidence in professional settings. This internalized bias may lead women to underestimate their capabilities or avoid leadership positions altogether.

Promotion and Leadership Disparities

Women face significant challenges in career advancement. Women are 14% less likely to be promoted than men, even when their performance evaluations are strong.

Gendered perceptions of assertiveness play a major role in this disparity, as leadership qualities are often associated with traditionally masculine traits. As a result, qualified women are frequently overlooked for leadership roles, limiting diversity and growth in organizational leadership.

Microaggressions & Harassment in the Workplace

Microaggressions are subtle, often unintentional behaviors that undermine women in the workplace. According to our assessment of McKinsey & Company data, about 78% of women report experiencing them.

Common examples of microaggressions include:

• Colleagues taking credit for their ideas, which happens 1.5 times more often to women than men
• Frequent interruptions during meetings or discussions
• Being questioned about their emotions or well-being twice as often as men
• These behaviors create a hostile work environment and limit professional growth

Sexual harassment remains a serious issue, affecting 60% of women in the workplace, according to our research of data from the National Sexual Violence Research Center (NSVRC). This includes unwanted advances, coercion, and inappropriate comments.

One in seven women leave their jobs due to harassment. The impact can be severe, leading to post-traumatic stress disorder (PTSD), anxiety, stress, sleep disturbances, and physical health issues.

Wrongful Termination Due to Gender Bias

Wrongful termination occurs when an employee is fired due to gender bias rather than performance or conduct. Many cases involve retaliation against women or gender-diverse individuals who report discrimination. Legal battles over wrongful termination have helped highlight workplace inequality and set important precedents.

Ellen Pao (2012)

Pao sued venture capital firm Kleiner Perkins, alleging she was fired in retaliation for reporting gender discrimination. Though she lost the case, it brought attention to bias in the tech industry.

Aimee Stephens (2013)

Stephens, a transgender woman, was fired after coming out to her employer. She won her case under sex discrimination laws, leading to a landmark U.S. Supreme Court ruling protecting LGBTQ+ workers.

The Impact on LGBTQI+ Workers

LGBTQI+ workers face significant challenges in the workplace and beyond, with discrimination affecting many aspects of their lives. Our evaluation of recent data by the Center for American Progress (CAP) reveals the extent of these issues.

Half of LGBTQI+ adults reported experiencing discrimination or harassment at work in the past year due to their sexual orientation, gender identity, or intersex status. This discrimination includes being fired, denied promotions, having work hours cut, or facing verbal, physical, or sexual harassment.

Strategies for Prevention & Change

Addressing gender bias in the workplace requires a combination of legal enforcement, education, and organizational reforms. By adopting these strategies, organizations can work toward a more inclusive and equitable workplace for all employees.

Strategies that can help create a fairer and more inclusive work environment include:

• Legal framework: Strengthen and enforce the Civil Rights Act of 1964 to protect employees from gender-based discrimination.
• Employee training: To ensure all employees understand their rights and responsibilities, provide training on discrimination, unconscious bias, and workplace fairness.
• Salary and promotion audits: Conduct regular audits to ensure pay and career advancement are based on merit and free from gender bias.
• Bias-free recruitment: Remove gendered language from job descriptions and implement fair hiring practices to ensure equal opportunities.
• Flexible work arrangements: Support diverse employee needs, including working parents, by offering remote work, parental leave, and flexible schedules.
• Leadership accountability: Hold company leadership responsible for addressing workplace bias and implementing policies that promote equity.

Addressing Gender Bias in the Workplace

Gender bias in hiring and compensation remains a significant issue, affecting women and LGBTQI+ individuals across various industries. Despite some progress, pay disparities, workplace discrimination, and barriers to leadership continue to limit career growth and financial equality.

High Rise Financial’s 2025 study highlights how deep-rooted biases influence hiring decisions, salary negotiations, and workplace culture, creating ongoing challenges for many professionals.

When gender bias leads to wrongful termination, employment law loans for wrongful termination provide financial relief to workers pursuing lawsuits.