Table of content What is data? 3 Qualitative data 3 Quantitative data 3 Types of data sources 3 Primary data 3 Secondary data 4 Example of primary and secondary data 5 Research Topic 5 Introduction to gender discrimination 5 Research objectives 6 Literature review 6 Evaluation of tendencies of gender discrimination 6 Pregnancy as a basis for discrimination 7 Family responsibilities lead to gender discrimination 8 Research Methodology 9 Target of respondents 9 Methods of collection 9 Ethical considerations 9 Types of data analysis method 9 Expected result 10 Questionnaire 10 References 13

Nature of data sources
What is data?

Data, basically, represents facts which were transferred to a state which is more appropriate for a process. After processing the data, it converts into information which is very essential for life of people, organizations and other work processes. Globalization and current trends demand from businesses actively reacting to any variations in environment or preferences of clients. As for that potential for collecting, analyzing and data processing is tremendously significant for any business. (Hox & Boeije, 2008)
All above-stated, data, firstly, have to be collected. There are 2 main natures that data can be in:
Qualitative data

Based on the collection and analysis of non-numerical data qualitative data are used opinions, beliefs, motivation, criteria are needed to be found out. Commonly used questions in this case are "how?" and "why?" Qualitative data is less clear than quantitative, so their usefulness is largely dependent on the skills of the researcher. Group discussions, individual interviews, observations, and etc. usually are considered to be qualitative in nature. Qualitative research is often seen as preparation for the quantitative. As a rule, these types of data are difficult for measuring, counting or expressing in figures. (Cooper & Schindler, 2001)
Quantitative data
It is based on the fact that any research can be expressed in numerical values, which are then analyzed using statistical methods. It includes a lot of figures, tables, graphs, indication of proportion and etc. that makes sometimes it being complicated. Quantitative research methods include surveys which is the most popular one. (Saunders et al., 2007)
Types of data sources
Primary data
Primary data are the data that have not previously existed, and which was first collected for a specific purpose. That is why it is considered to be very specific in nature and as for that appropriateness of it is much helpful since it was analytically collected. But the main shortcoming of this type of data source is that it is quite expensive and time consuming. (Sparrow, 2013)
1.1. Group discussions (focus groups). Focus groups - it's a small group of six to eight people selected from typical representatives of any segment of the market. Attention of all members of the group is focused on a particular topic or issue, familiar to all of them. This topic is discussed with a group for usually half an hour according to pre-arranged plan- this process generally is being recorded in video or audio, and then carefully analyzed. Focus groups can be useful and commonly used in marketing, for example, in the development of new or improving existing product, selecting the names for product, to identifying consumer response to the marketing efforts of the company, etc. (Marczak & Meg Sewell, 2013)

1.2. Individual interviews. This method involves one-on-one conversation between qualified interviewer and the respondent. Subject of the interview is usually extensive. Interview lasts about an hour and is usually recorded as well. The questionnaire is not used, instead of it there is list of topics that is followed by conducting of discussion to obtain the views of respondents on issues of interest of interviewer. These interviews are useful in cases where it is important to understand the nuances of human behavior, motivations to probe, or when discussions are too confidential. It has been found that personal face-to-face interview generates more interesting ideas than other methods. (Guion et al., 2013)

1.3. Observation is based on the assumption that the best way to find out what people are doing - is to observe them in their natural environment. Observation can be carried out either with the consent, or without the knowledge of the observables. It may be the only way to obtain information about the behavior of people in situations when they are not aware of its behavior. For example, it is important to watch how employees deal with new technology, the frequency of usage these unfamiliar devices and etc. (Frances & Rowley, 2000)
Secondary data
Secondary data are the data that already exist somewhere in the final form, being collected before by someone for different other purposes. So the most important thing when using secondary data is to get more familiar with it, for example, how data was actually gathered, who are respondents of study and etc. Secondary data are considered to be easily obtainable and inexpensive to receive. As an example for secondary data followings can be mentioned * book * journal articles * electronically published sources * annual reports * videos * audio records (Robinovich & Cheon, 2011)

Example of primary and secondary data
As an example, we can look at any organizational survey that tends to learn more about experience of employees of returning after injury received at workplace. Research was partly conducted through questioning workers by phone and requesting information such as duration of absence from work and possible difficulties related to returning to work process.
Answers of workers are seen as primary data. As a result, researchers received answers to concrete information about returning to process of employees, as well as rates of work accommodation suggests and the reason employees refusing it.
In the same research, claims for a reward by employees for a loss of working hours or quantity of workers’ salary replacement remunerations can be used as an example of secondary data.
Combining these data sources allows researchers to define, what aspects anticipated short-term works absence amongst injured employees. This material was provided to HR professionals as an assistance to improve returns to workplace for other injured employees.
Both - primary and secondary data have own benefits and drawbacks. Primary data tends to provide more specialized information, but, as a rule, expensive to carry out and requires a lot of time to process. Secondary data are, as a rule, inexpensive, in terms of obtaining it, and could be evaluated faster. Though, as it was collected for other reasons, teasing out process may be required to obtain the useful information. (Rabianski, 2003)

Nature and type of data sources can be used differently by different researchers depending on many aspects, including budget, availability of resources, research questions, and skills. On the basis of these they can choose using primary or secondary data, or even both.
Research Topic
Introduction to gender discrimination
In today’s world, discrimination is manifested in one practice or another. This phenomenon is contrary to the age-old aspirations of humanity for freedom, equality and justice. It is perceived painful, especially, in the field of labor relations, as it affects the most important aspects in terms of meeting the physical and spiritual needs: the right to equal access to employment, equal pay for equal work, equal opportunities for promotion, equal protection against unemployment and etc. (Heyman et al., 2013)
Gender discrimination is the restriction or denial of rights and freedoms, as well as belittling the dignity on the basis of sex. Along with the term "gender discrimination", the term "sexism" is used as well. Gender discrimination is the most common type of discrimination.
In most societies, gender discrimination is regarded as discrimination favoring men to the detriment of women, i.e. discrimination against women. (Segal, 2013)There are two types of gender discrimination: * Direct discrimination is when particular employee is being treated more meticulously and rigorously by employer than the rest * Indirect discrimination is more about creating less favorable conditions for a staff member over the rest of the staff which is very difficult to identify.
Research objectives * to evaluate the tendency of gender discrimination * to analyze gender discrimination on the basis of pregnancy * to understand effect of family responsibilities
Literature review
Evaluation of tendencies of gender discrimination
During long periods of time, one of the bases of the formation of gender roles was the division of labor by sex, the main criterion for what is the biological ability of women to give a birth. In today's world, the role has shifted somewhat, but the traditional gender ideology and traditional gender roles still remain: it is still required from women to concentration on domestic sphere, while for men- getting on with the social sphere (labor). (Ignatius, 2013) That is the most widespread perception based on the inequality of the genders that affects reinforcing this practice, giving it legitimacy and turning back to normal. As an example, 71% of CEOs of major companies are men while 29% are women, respectively. This term is well known as a “glass ceiling” when females are not able to go vertically up within their career path. For small firms, this ratio varies slightly - the proportion of women increases to 42%.

(Rich, 2011)
The highest concentration of women workers is observed in the public sector, the service sector, education, medical services, trade, catering. Men predominate in the construction and transport. This is where the distinction between "male" and "female" occupations comes from. For example, 91% of men and 9% of women are occupied in construction sector- in education and health care - 25% and 75%; (Macarie & Moldovan, 2012)

(Rich, 2011) Today millions of females are discriminated due to gender making them fall out from major social activities, causing depression, burns-out since they work times harder than males in a hope to achieve their goals, and etc. But they still receive no results since gender discrimination is still supported by many people and no real actions are taken to avoid this. (Gluck, 2013)

Long-term observation and analysis led to two important conclusions about the state of the employment market: first, the level of participation of women in employment is lower than that of men (this applies to women of any age, but especially great difference in the age group of 20 to 40 years: the share of employed men over 90%, women - just over 70%), and secondly, in the sphere of women's labor workplace time is shorter than that of men, in particular, by the need to care of children and home. Ten-hour working day during normal employment is common for 20% of men and only 8% of women. (Yuracko, 2013)

A very important indicator of a socially unequal position of women is their job without a permanent contract or a fixed-term contract which means they are under the constant threat of dismissal. At the age of 25-45 years 4/5 of all employed men are working on permanent contracts, but working women it is only half from total number. (Ibarra et al., 2010)
Pregnancy as a basis for discrimination
One of the common reasons of gender discrimination is affected by pregnancy. Most of low level salaries received by women are the consequences of so-called «general tendency of discrimination" when they are forced to take un-paid leave by employers having learned about their pregnancy. (Bowtell, 2013)
In 2010, Commission on equal opportunities found out that 30 000 women annually lost work caused by gender discrimination based on pregnancy. Today, experts describe increase of level of biased selection of pregnant women and young mothers for ensuring redundancy and define discrimination as more and more "flagrant". (Banks & Russell, 2008)
The main reason for it is that employers have to perform followings: * To cover medical insurance of health conditions related to pregnancy; * To refund the expenses connected with pregnancy; (Tomkovicz, 2008) * To provide to pregnant women, being on leave, with ability to ensue seniority, holidays, increase of a salary and short-term disability assistances; * To provide equitable accommodation that includes: change of the working tasks, alternative services, maternity leaves, or paid leaves on pregnancy (Equal Opportunity Commision, 2011)
This demonstrates that employers do not favor women as there is a possibility they become pregnant. Maintaining pregnant women requires a lot of time, effort and most importantly expenses which employers try to avoid.
Sadly, statistics still show that every seventh woman lost work during a maternity leave and it is considered that as long as employers aren't ready to afford any possible risks for profit and growing business, discrimination concerning women on a workplace probably will increase. (Mellon, 2011)
Family responsibilities lead to gender discrimination
This topic refers to both- male and female employees- but most cases on family responsibilities discrimination involved women- out of 10 employees 9 were woman. (Grossenbacher, 2010)
Women, who have little children at their home, are likely to be biased during interview considering family responsibilities. Though the law forbids the potential employer from questioning about family duties directly, it often occurs during the interview time in many cases. It can instigate employing manager to overpass highly qualified woman applicant if he thinks that she will be disrupted between her house and work obligations. Even if the woman is being already hired, her line manger are able to regard to her employee file to see that there little children are signed on insurance or other advantages. Employers often typecast woman caregivers who are likely to engage in part time or flexible working programs. As for that, they are believed to be less dedicated to the workplace comparing to their full time coworkers. Overall, this proceeding still exists at modern office. (Rainer, 2008)
The women having children are most likely, to face this type of gender discrimination. It was established that 79% of female employees have less chances to be recommended for employment, 100% of them are less likely to be offered a promotion, and generally, will be offered $10 000, at least, less salary for the similar job, comparing to men. (Shelton, 2008)

The main explanation is that employers’ decision on hiring female is mostly based on following statistics: * the typical caregiver to aging parents is an average woman with a full time job(almost 62%!) having different family duties and commitments * Stress and burn-outs for caregivers increased up to 27% (Miller, 2011) * Approximately 2/3 of caregivers experience various conflicts concerning burdens at home and employers’ demand to fulfill responsibilities * More than a third of respondents reported that their jobs were affected by caregiving – either quitting completely, or retiring earlier, reduction of work hours and etc. (Recoules, 2011)

All above mentioned there is now clear image why females are being biased- the perception and supporting statistics affects even single women that are not falling in mentioned categories. But even if the women are struggling to handle both- family and home duties, they should not be discriminated considering the fact that they are successfully carrying part-time or flexible working programs.
(O'Leary & Kornbluh, 2013)
Research Methodology
Target of respondents
In context gender discrimination, target respondents will be all employees (male/female) within all levels of the organization who may have experienced discrimination within the workplace at any point of their career in the organization.
Methods of collection
As for method to collect data on discrimination self-governed questioning methods, apparently, is the most effectual one as it makes it possible to obtain information from a large number of people in non-menacing way as it will be carried out anonymously. Low-cost of management of whole research process is seen as one more advantage of this method. Also it is supposed to make questioning easily when it comes to comparing and analyzing results.
Ethical considerations No matter which elements of business you are researching, there has to be ethical consideration while conducting researches. Ethics are considered as guidelines or behavioral criteria that adjust the research in a way that it is not offensive or discriminatory in nature. That is why the purpose of ethics in researches is believed to be that no one suffers from negative impact of conducting research. This aim should include aspects such as informed consent, right to privacy, deception and etc. it is very crucial elements since it benefit a lot to response rate and truthfulness of the answers. As a rule, researches should be arranged so that respondents don't feel discomfort, confusion of consciousness, etc. (Saunders et al., 2007)
Types of data analysis method
As for data analysis, exploratory data analysis is seen to be the most appropriate one. It is a various combinations of tools which are used generally for research of data that helps to find tendencies, exceptions, correlations and other statistical views which are not obvious. This method is comprehensive view of existing data from existing and historical researches conducted by the company.
The purpose of exploratory data analysis is to define the viability of predictive model for concrete business problems and if yes, what form of modeling is the most suitable.
As a result, low risk level and the inexpensive comprehensive report of conclusions are made and recommendations are provided that help to business in terms of usage of additional modeling to overcome its problems. At least, it can disclose aspects of activity of your company that others are not likely to see. (Fire, 2013)
You do not come up with trustworthy conclusions from large volume of data, simply gleaning over that - so, you have to explore it attentively and logically so it helps you to find mistakes, to discredit assumptions, and also to recognize statement between key variables.
Expected result
As a result of research and questionnaire, it is likely to observe the trends, frequency and areas of gender discrimination. It is also reveals the factors and terms effecting gender discrimination at workplace in most often cases. Questionnaire helps to analyze which elements of the organization should be improved and monitored carefully in order to avoid gender discrimination.
Questionnaire
The questionnaire allows researcher to ask employees appropriate questions on gender discrimination. The employees will be given 2 weeks to answer these questions anonymously. Questionnaire can also be used to analyze specific policy of the company which, probably, brought into the person to suffer from direct/indirect gender discrimination and etc.

Q1. Your gender Female Male Transgender

Q2. Which level of the company you operate within?

Top management Middle-level management First-level management

Knowledge worker Operational level

For how long have you been working?

Q3. From your experience, do you think male & female are being treated similarly in recruitment & selection?

Male & Female equally Men less favorably Women less favorably

Q4. Remuneration

Male & Female equally Men less favorably Women less favorably

Q5. Appraisal or Performance Management
Male & Female equally Men less favorably Women less favorably

Q6. Training & Development
Male & Female equally Men less favorably Women less favorably

Q7. Promotion Opportunities
Male & Female equally Men less favorably Women less favorably

Q8. Family-Friendly Policies
Male & Female equally Men less favorably Women less favorably

Q9. Flexible Working
Male & Female equally Men less favorably Women less favorably

Q10. Do you think that general gender culture is present at a workplace?

Yes No

Q11.
(a). Could you remember an event at workplace, where you were treated less favorably or in a discriminatory way based on gender?

Yes No

(If yes, please go to Q11b) (If no, please go to Q12)

(b). Which of following aspects did it cover? Pregnancy

Family responsibility

Other (comment):

(c). Please, comment on the outcomes of your discrimination:

Q12. What can you recommend company to encourage gender equality?

Q13. Were there any significant gender problems or subjects missed? If yes, please comment:

References
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