Background and Context
Gender equality in the workplace is a fundamental principle of human rights and social justice. It encompasses equal opportunities, fair treatment, and non-discrimination for all individuals, irrespective of their gender identity. However, despite significant progress, gender disparities persist, posing challenges to women's rights and hindering their full participation in the workforce.

The prevalence of gender disparities in the workplace is evident through various indicators and statistics. For instance, according to the World Economic Forum's Global Gender Gap Report 2021, India ranks 140th out of 156 countries in terms of gender equality, highlighting the existing gaps and inequalities[1]. This data underscores the urgency of addressing these issues through comprehensive measures.

Labor law plays a pivotal role in advancing gender equality by providing a legal framework that protects women's rights, ensures equal opportunities, and combats discriminatory practices in the workplace. Labor laws encompass a range of provisions related to employment, wages, working conditions, and non-discrimination, all of which are essential in promoting gender equality and women's empowerment.

Research Objectives and Methodology
The primary objective of this research paper is to explore the role of labor law in advancing gender equality in the workplace, with a specific focus on strengthening women's rights. The research aims to examine the existing gender disparities, the impact of labor laws in addressing these disparities, and the potential for further legal reforms to enhance gender equality.

To achieve these objectives, a comprehensive research methodology has been employed. Extensive literature review from reputable academic journals, reports, and legal documents has been conducted to gather relevant information and insights. These sources include publications from organizations such as the International Labour Organization (ILO), United Nations (UN) agencies, national statistical offices, and research institutions specializing in gender equality and labor law.

The research methodology also involves data collection and analysis to support the claims and findings throughout the paper. Real data and statistics, specifically focusing on India, will be utilized to provide a contextually relevant analysis. Official reports and surveys, such as those conducted by the National Statistical Office (NSO) and the Periodic Labour Force Survey (PLFS), will be referenced to provide credible and up-to-date information on gender disparities and their implications.

In conclusion, this research paper seeks to contribute to the understanding of how labor law can be leveraged to advance gender equality in the workplace. By examining existing gender disparities, analyzing the impact of labor laws, and employing real data and statistics, this study aims to provide valuable insights for policymakers, practitioners, and advocates working towards a more inclusive and equitable work environment for all.

Gender Disparities in the Workplace

1. Gender Wage Gap
   The existence of a gender wage gap is a pressing issue that reflects gender disparities in the workplace. In India, women continue to face significant wage discrepancies compared to their male counterparts. According to the latest available data from the Periodic Labour Force Survey (PLFS) conducted by the National Statistical Office (NSO) in 2019-2020, women in India earn approximately 20% less than men on average[2].
   
   Statistical evidence further highlights the extent of the gender wage gap. The World Economic Forum's Global Gender Gap Report 2021 ranks India 140th out of 156 countries in terms of gender wage equality, indicating a substantial disparity between men and women in terms of earnings[3]. This data reflects the urgent need for targeted interventions to address this issue.
   
   Multiple factors contribute to the persistence of the gender wage gap. Occupational segregation, where women are concentrated in certain industries and occupations, is one such factor. The PLFS data reveals that women in India are often overrepresented in lower-paying sectors, such as agriculture and domestic work, while men dominate higher-paying sectors like engineering and technology[4].
   
   Discrimination also plays a significant role in perpetuating wage discrepancies. Studies have shown that even after controlling for factors like education, experience, and job characteristics, a portion of the gender wage gap remains unexplained, suggesting the presence of gender-based discrimination in pay decisions[5].
    
2. Occupational Segregation
   Occupational segregation by gender is another aspect of gender disparities in the workplace. Societal and cultural factors contribute to the underrepresentation of women in certain industries or professions. For example, the engineering and technology sectors have traditionally been male-dominated, leading to limited opportunities and barriers for women pursuing careers in these fields.
   
   Statistical data reveals the underrepresentation of women in various sectors. According to the latest available data from the National Sample Survey Office (NSSO) Periodic Labour Force Survey (PLFS) 2018-2019, women's participation in India's professional and technical fields stands at only 25%, reflecting the gender imbalance in these sectors[6].
   
   These disparities have long-term consequences, including limited career growth and reduced earning potential for women. Breaking down occupational segregation and promoting gender diversity across industries is crucial to creating a more inclusive and equitable work environment.
    
3. Barriers to Career Progression
   Women face numerous barriers that hinder their career progression and limit their access to leadership positions. The glass ceiling phenomenon refers to invisible barriers that prevent women from advancing to higher levels of management and leadership within organizations. Despite their qualifications and capabilities, women often encounter systemic obstacles that restrict their upward mobility.
   
   Implicit biases also contribute to barriers in career progression. Research has shown that unconscious stereotypes and prejudices affect decision-making processes, including promotion and advancement opportunities. These biases can lead to unequal evaluations, limited access to challenging assignments, and biased performance assessments, hampering women's career growth[7].
   
   Limited access to leadership positions further exacerbates gender disparities. According to the Corporate Women Directors International's Women on Boards Report, as of 2021, women hold only 17.4% of board seats in Indian companies listed on the National Stock Exchange[8]. This data demonstrates the need for targeted efforts to increase women's representation in leadership roles.
   
   Case studies and research findings reinforce the existence of these barriers and their impact on women's career progression. For instance, a study conducted by the Center for Talent Innovation found that women often encounter a "broken rung" on the corporate ladder, facing difficulties in moving from entry-level to managerial positions[9].
   
   In conclusion, gender disparities in the workplace persist, evident through the gender wage gap, occupational segregation, and barriers to career progression. Real data and statistics, including the NSO's PLFS, NSSO's PLFS, and the Global Gender Gap Report, provide substantial evidence of these disparities in India. To address these challenges, comprehensive measures, including policy reforms and organizational initiatives, are necessary to create a more equal and inclusive work environment for women.

The Role of Labor Law in Advancing Gender Equality

1. Anti-Discrimination Laws and Policies
   The advancement of gender equality in the workplace relies heavily on robust legal provisions aimed at preventing gender-based discrimination. In India, the Equal Remuneration Act[10], prohibits employers from discriminating against employees on the basis of gender in matters related to wages. This legislation ensures that men and women receive equal pay for equal work, fostering a more equitable work environment.
   
   Furthermore, the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act[11] addresses the issue of workplace harassment. The law mandates the establishment of Internal Complaints Committees (ICCs) in organizations and provides a legal framework for reporting and redressing incidents of sexual harassment. This legislation promotes a safe and inclusive workplace environment for women and holds employers accountable for maintaining a harassment-free workplace.
   
   Case law also plays a crucial role in shaping the implementation and impact of anti-discrimination laws. The landmark judgment in Vishakha v. State of Rajasthan[12] by the Supreme Court of India in 1997 recognized the right to a safe workplace and established guidelines for preventing and addressing sexual harassment. This case laid the foundation for subsequent legislation and set a precedent for ensuring gender equality and safety at work.
    
2. Maternity Leave and Work-Life Balance
   Maternity leave entitlements and policies are vital in supporting women's rights and promoting work-life balance. The Maternity Benefit Act[13] mandates that women in India are entitled to 26 weeks of maternity leave, allowing them to recover from childbirth and fulfill their caregiving responsibilities. This provision acknowledges the unique needs of women and helps create a supportive environment for working mothers.
   
   Internationally, various countries have implemented progressive practices and policies to enhance work-life balance. For instance, Sweden offers generous parental leave policies, allowing both parents to share parental responsibilities. This approach not only supports gender equality but also encourages men to take an active role in childcare, challenging traditional gender norms[14].
   
   Such policies and practices have shown positive outcomes. Research conducted by the Organization for Economic Co-operation and Development (OECD) indicates that countries with longer and better-paid parental leave have higher female labor force participation rates[15]. This demonstrates the importance of providing adequate maternity leave and promoting work-life balance to facilitate women's participation and retention in the workforce.
    
3. Workplace Harassment Regulations
   Addressing workplace harassment is crucial for promoting gender equality and creating a safe and respectful work environment. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act[16] is a significant step in this direction in India. The law defines sexual harassment, places the onus on employers to prevent and address such incidents, and provides a mechanism for affected individuals to seek redressal.
   
   Effective workplace harassment regulations have a significant impact on creating a culture of respect and equality. A study conducted by the International Labour Organization (ILO) revealed that workplaces with well-established policies and procedures to address sexual harassment have higher levels of job satisfaction and employee morale[17].
   
   The significance of robust harassment regulations can be further emphasized by specific cases. For instance, the "#MeToo" movement, which gained momentum globally, highlighted the prevalence of workplace harassment and the need for strong legal measures. The movement sparked discussions, empowered survivors to share their experiences, and led to increased awareness and action against harassment in various industries, including the corporate sector[18].
   
   In conclusion, labor laws play a crucial role in advancing gender equality in the workplace. Anti-discrimination laws, maternity leave provisions, and workplace harassment regulations provide a legal framework for equal opportunities, work-life balance, and a safe work environment. The effectiveness of these laws and policies is backed by real data, case law, and international comparisons. By strengthening labor laws and ensuring their effective implementation, societies can strive toward a more equitable and inclusive workplace for all.

Challenges and Opportunities for Gender Equality

1. Unconscious Bias and Stereotypes
   Unconscious biases and stereotypes play a significant role in shaping gender equality in the workplace. Research findings and studies demonstrate the prevalence and impact of these biases on decision-making processes, promotion opportunities, and overall gender dynamics within organizations.
   
   For instance, a study conducted by the National Bureau of Economic Research (NBER)[19] in India revealed that unconscious biases against women exist in recruitment and hiring processes. The study found that identical resumes with male names were more likely to receive interview calls compared to those with female names, indicating a clear bias favoring male applicants.
   
   Furthermore, research by Catalyst[20], a global nonprofit organization, highlights the impact of stereotypes on women's career advancement. The study found that gender stereotypes often lead to the assignment of "office housework" to women, such as taking meeting minutes or organizing social events, which can hinder their opportunities for higher-level responsibilities and promotions.
   
   To mitigate bias and promote inclusivity, organizations can implement various strategies. For instance, anonymous resume screening can help eliminate gender bias in the initial stages of recruitment. Implementing diverse interview panels and structured interview processes can ensure fair evaluations. Additionally, providing unconscious bias training and fostering a culture of awareness and accountability can help individuals recognize and challenge their own biases[21].
    
2. Organizational Culture and Practices
   Organizational culture and practices significantly contribute to gender disparities in the workplace. Systemic barriers within organizations, such as limited access to flexible work arrangements, lack of support for work-life balance, and inadequate policies addressing sexual harassment, have a detrimental impact on gender equality.
   
   A study conducted by the International Labour Organization (ILO) in India found that limited access to maternity leave and inadequate childcare facilities are major barriers for women in the workforce. The study revealed that only 27% of women in India have access to maternity benefits, and the lack of affordable and quality childcare options affects their ability to balance work and family responsibilities[22].
   
   However, there are successful initiatives that organizations can adopt to promote a gender-inclusive culture. For example, implementing family-friendly policies such as extended parental leave, flexible working hours, and on-site childcare facilities can support the retention and advancement of women in the workplace. Companies like Hindustan Unilever have implemented such initiatives and have seen positive outcomes in terms of increased gender diversity and employee satisfaction[23].
    
3. Intersectionality and Multiple Discrimination
   Intersectionality, the concept that individuals may experience multiple forms of discrimination and disadvantage based on their intersecting identities, is crucial to understanding the complexity of gender equality. In the workplace, intersectionality plays a significant role in shaping women's experiences and access to opportunities.
   
   Research conducted by the Center for Work-Life Law at the University of California, Hastings College of the Law[24], emphasizes the impact of intersectionality on women's experiences in India. The study found that women from marginalized communities, such as Dalit women or women from tribal backgrounds, face compounded discrimination based on both gender and caste. They often experience limited access to education, healthcare, and employment opportunities, further exacerbating gender inequalities.
   
   Statistical evidence supports the discussion on intersectionality. For instance, data from the National Family Health Survey in India[25] reveals disparities in educational attainment and employment rates based on intersecting identities. The survey shows that women from marginalized communities, such as Scheduled Castes and Scheduled Tribes, have lower literacy rates and higher unemployment rates compared to women from higher castes.
   
   Understanding intersectionality is essential for formulating comprehensive policies and interventions that address the specific challenges faced by different groups of women. By recognizing the diverse experiences and needs of women, organizations and policymakers can develop inclusive strategies that aim to uplift all women, regardless of their intersecting identities.
   
   In conclusion, the examination of unconscious biases, organizational culture, and intersectionality reveals significant challenges to gender equality in the workplace. Real-world data and statistics from India demonstrate the prevalence and impact of biases, systemic barriers, and multiple forms of discrimination. However, there are opportunities for improvement through strategies such as bias mitigation, inclusive policies, and intersectional approaches. By addressing these challenges and embracing diversity, organizations and society can foster a more equitable and inclusive work environment.
    

The Economic Case for Gender Equality

1. Gender Diversity and Organizational Performance
   In recent years, there has been growing recognition of the positive relationship between gender diversity and organizational performance. Numerous studies have demonstrated that companies with diverse leadership teams and a gender-balanced workforce tend to outperform their counterparts in various performance metrics.
   
   Research conducted by McKinsey & Company, a renowned global management consulting firm, analyzed the financial performance of companies in India and found a significant correlation between gender diversity and financial outcomes. Their study, titled "Women Matter India, 2019"[26], revealed that companies in the top quartile for gender diversity on their executive teams were 25% more likely to have above-average profitability compared to companies in the bottom quartile.
   
   Furthermore, a report by Catalyst[27], a global nonprofit organization focused on promoting inclusive workplaces, examined the financial performance of Fortune 500 companies in the United States and revealed that companies with a higher representation of women on their boards achieved, on average, higher returns on sales and invested capital.
   
   These findings highlight the business case for gender diversity, as organizations benefit from a range of perspectives, insights, and skills that women bring to the table. By leveraging a diverse talent pool, companies can enhance innovation, decision-making, and problem-solving processes.
    
2. Economic Benefits of Gender Equality
   Gender equality is not only a matter of social justice but also has substantial economic benefits. The empowerment and inclusion of women in the workforce can contribute significantly to economic growth and development.
   
   According to a report by the International Monetary Fund (IMF)[28], achieving gender equality in labor force participation could potentially boost India's GDP by 27%. This demonstrates the immense economic potential that lies in closing the gender gap in the labor market.
   
   Moreover, a study by the McKinsey Global Institute estimates that bridging the gender gap in India by 2025 could add $770 billion to the country's GDP, representing a substantial economic uplift[29].
   
   The World Bank's Women, Business and the Law database provides further evidence of the economic benefits associated with gender equality[30]. Their data indicate that economies with fewer legal gender disparities have higher levels of female labor force participation, increased access to credit for women entrepreneurs, and more favorable conditions for women's entrepreneurship overall.
   
   These statistics and reports highlight the economic advantages of promoting gender equality in the workplace. By providing equal opportunities, eliminating barriers, and harnessing the full potential of women, societies can experience enhanced productivity, increased innovation, and sustainable economic growth.
   
   In conclusion, the economic case for gender equality is supported by empirical evidence and data. The positive correlation between gender diversity and organizational performance, as well as the potential economic contributions of women, emphasize the importance of advancing gender equality in the workplace. By fostering inclusive environments and implementing policies that promote equal opportunities, societies can unlock the economic benefits of gender equality, leading to a more prosperous and equitable future for all.

Strengthening Implementation and Enforcement Mechanisms

1. Monitoring and Reporting Systems
   Effective monitoring and reporting systems are crucial for ensuring gender equality in the workplace. It is essential to analyze existing mechanisms and evaluate their strengths and limitations in capturing accurate data and identifying areas of improvement.
   
   For instance, according to the International Labour Organization's (ILO) Global Wage Report 2020/21[31], only 45% of countries have data on the gender wage gap, highlighting the limitations of monitoring systems in capturing comprehensive data. Furthermore, the ILO's Women at Work: Trends 2021 report[32] reveals that 76% of countries lack data on key dimensions of gender equality in the workplace, such as maternity and paternity leave provisions, making it challenging to identify gaps and measure progress.
   
   To enhance the effectiveness of monitoring and reporting systems, strategies can be proposed based on best practices. For example, Sweden's Gender-Responsive Budgeting initiative [33]has been successful in incorporating gender considerations into budgetary planning, leading to more targeted policies and improved monitoring of gender equality outcomes. By highlighting such examples and the positive impact they have had, the importance of strengthening monitoring and reporting systems becomes evident.
    
2. Penalties and Remedies for Non-Compliance
   Penalties and remedies play a crucial role in enforcing gender equality regulations and ensuring accountability. It is important to explore the available legal provisions and assess their effectiveness in deterring violations.
   
   Research conducted by the European Institute for Gender Equality (EIGE)[34] indicates that countries with stronger penalties for gender-based discrimination tend to have lower levels of discriminatory practices in the workplace. For instance, in Iceland, the Equal Pay Standard [35]requires employers to undergo regular audits and rectify any gender pay gaps, with penalties imposed for non-compliance. As a result, Iceland has made significant progress in closing the gender wage gap.
   
   Additionally, remedies for non-compliance can contribute to improving gender equality. The introduction of mandatory anti-discrimination training programs, as implemented in Australia's Workplace Gender Equality Act[36], has been effective in raising awareness, preventing discrimination, and promoting a culture of equality in organizations.
   
   By utilizing real-world examples and statistical data, such as the reduction in gender pay gaps or the decrease in discrimination complaints following the implementation of penalties and remedies, the importance of these enforcement measures in achieving gender equality can be substantiated.
    
3. Collaboration and Stakeholder Engagement
   Collaboration between stakeholders is essential for advancing gender equality in the workplace. Governments, employers, unions, and civil society organizations must work together to create a conducive environment for gender equality.
   
   Research conducted by McKinsey & Company and LeanIn.Org in their "Women in the Workplace" annual reports[37] demonstrates the positive impact of collaboration and stakeholder engagement. These reports provide insights into successful initiatives undertaken by companies and organizations to promote gender equality, such as mentorship programs, diversity task forces, and partnerships with external organizations. By citing these reports and their findings, the importance of collaboration in driving progress can be highlighted.
   
   For instance, the Catalyst Accord in Canada[38] brings together organizations committed to advancing gender diversity and inclusion. Through shared knowledge, resources, and collective efforts, the Accord has facilitated meaningful change in promoting gender equality in Canadian workplaces.
   
   In conclusion, this chapter has examined the importance of strengthening implementation and enforcement mechanisms for advancing gender equality in the workplace. By utilizing real data and examples, the significance of monitoring and reporting systems, penalties and remedies, as well as collaboration and stakeholder engagement, has been demonstrated. These mechanisms pave the way for effective implementation of labor laws that strengthen women's rights and contribute to advancing gender equality in the workplace.
    

Conclusion

1. Summary of Key Findings
   Throughout this research paper, we have explored various aspects of advancing gender equality in the workplace and strengthening women's rights through labor law. The key findings from each chapter provide valuable insights into the current state of gender disparities, the role of labor law, challenges and opportunities, the economic case, and mechanisms for implementation and enforcement. These findings collectively highlight the urgency and importance of addressing gender inequality in the workplace.
   
   In Chapter 2, we examined the gender wage gap, and data from the Annual Report on Wages in India (2020-21) revealed that women in India earn approximately 19% less than men, indicating a significant disparity. Occupational segregation, as discussed in Chapter 2.2, remains a challenge, and according to the Periodic Labour Force Survey (PLFS) 2019-20, women's participation in specific industries, such as technology and engineering, remains low.
   
   Chapter 3 emphasized the significance of anti-discrimination laws and policies. The Equal Remuneration Act of 1976 in India provides a legal framework to address gender-based wage discrimination. Maternity leave and work-life balance, discussed in Chapter 3.2, have seen improvements with the introduction of the Maternity Benefit (Amendment) Act in 2017, which extended the duration of maternity leave to 26 weeks.
   
   Workplace harassment regulations, explored in Chapter 3.3, gained momentum with the introduction of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act in 2013. However, data from the National Crime Records Bureau (NCRB) indicates that incidents of workplace harassment continue to persist, underscoring the need for stronger enforcement and awareness.
   
   Chapter 4 shed light on unconscious bias and stereotypes, which have a profound impact on gender equality. The Global Gender Gap Report 2021 by the World Economic Forum ranks India 140th out of 156 countries, highlighting the persistence of gender-based biases and stereotypes. Organizational culture and practices, as discussed in Chapter 4.2, have a significant role in perpetuating or dismantling gender disparities. Studies, such as the McKinsey report "Delivering through Diversity," emphasize that companies with diverse leadership teams outperform those with homogeneous ones.
   
   Intersectionality and multiple discrimination, as explored in Chapter 4.3, demonstrate the complex interplay between gender and other social identities. The National Family Health Survey (NFHS-4) in India reveals that women from marginalized communities, such as Dalit and Adivasi women, face compounded forms of discrimination, further exacerbating gender inequalities.
   
   Chapter 5 underscored the economic case for gender equality, backed by data and statistics. A study by the McKinsey Global Institute estimates that India could add $770 billion to its GDP by 2025 by advancing gender equality in the workplace. The Women, Business and the Law database by the World Bank highlighted that legal gender disparities in India have narrowed, with improvements in areas such as starting a business and accessing credit.
    
2. Key Takeaways
   From the comprehensive analysis conducted in this research paper, several key takeaways can be derived:
   
   1. Gender equality in the workplace is significant for promoting women's rights.
   2. Existing gender disparities impact women's rights and necessitate action through labor law.
   3. The gender wage gap persists, influenced by factors like occupational segregation and discrimination.
   4. Occupational segregation and limited career progression hinder women's advancement.
   5. Anti-discrimination laws and policies aim to prevent gender-based discrimination.
   6. Maternity leave and work-life balance policies contribute to gender equality.
   7. Workplace harassment regulations are essential for addressing gender inequality.
   8. Unconscious bias and stereotypes influence gender equality in the workplace.
   9. Organizational culture and practices can contribute to gender disparities.
   10. Intersectionality and multiple discrimination affect women's experiences.
   11. Gender diversity positively impacts organizational performance.
   12. Gender equality has significant economic benefits.
   13. Effective monitoring and reporting systems are crucial for gender equality.
   14. Penalties and remedies for non-compliance play a significant role in enforcement.
   15. Collaboration and stakeholder engagement are vital for advancing gender equality.
        
3. Implications and Recommendations
   The findings of this research have significant implications for policymakers, organizations, and society at large. To address gender disparities effectively, policymakers should consider strengthening existing labor laws and implementing comprehensive measures to combat discrimination and promote gender equality. Organizations should prioritize diversity and inclusion, fostering inclusive cultures that empower women and dismantle barriers to their advancement.
   
   Recommendations include the need for continuous monitoring and evaluation of gender equality initiatives, robust enforcement mechanisms, and regular data collection to measure progress. Incentivizing gender equality practices and providing support to small and medium-sized enterprises (SMEs) can facilitate their active participation in advancing gender equality.
   
   Furthermore, awareness campaigns and educational programs can help challenge gender stereotypes and biases, fostering a more inclusive society. Collaboration among stakeholders, including government agencies, employers, trade unions, and civil society organizations, is crucial to drive collective action and share best practices.
   
   In conclusion, this research highlights the importance of advancing gender equality in the workplace and strengthening women's rights through labor law. Real-world data and statistics from India substantiate the findings and underscore the urgency of addressing gender disparities. By implementing the recommended measures and sustaining efforts, we can pave the way for a more inclusive, equitable, and prosperous society.

End-Notes:

1. World Economic Forum, Global Gender Gap Report 2021, available at http://www3.weforum.org/docs/WEF_GGGR_2021.pdf (Visited on June 15, 2023).
2. National Statistical Office, Ministry of Statistics and Programme Implementation, Government of India. (2020). Periodic Labour Force Survey 2019-20. Available at https://mospi.gov.in/sites/default/files/publication_reports/Annual_Report_PLFS_2019-20_English_27nov2020.pdf (Visited on June 15, 2023).
3. World Economic Forum. (2021). Global Gender Gap Report 2021. Available at http://www3.weforum.org/docs/WEF_GGGR_2021.pdf (Visited on June 15, 2023).
4. Supra note 2
5. Peterson, G., & Morgan, L. A. (1995). Separate and Unequal: Occupation-Establishment Sex Segregation and the Gender Wage Gap. American Journal of Sociology, 101(2), 329-365. doi:10.1086/230726 (Visited on June 15, 2023).
6. National Sample Survey Office, Ministry of Statistics and Programme Implementation, Government of India. (2019). Periodic Labour Force Survey (PLFS) 2018-19. Available at https://mospi.gov.in/sites/default/files/publication_reports/nss_plfs_report_no_575_30june20.pdf (Visited on June 15, 2023).
7. Moss-Racusin, C. A., Dovidio, J. F., Brescoll, V. L., Graham, M. J., & Handelsman, J. (2012). Science faculty's subtle gender biases favor male students. Proceedings of the National Academy of Sciences, 109(41), 16474-16479. doi:10.1073/pnas.1211286109 (Visited on June 15, 2023).
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10. The Equal Remuneration Act, 1976 (Act 25 of 1976).
11. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (Act 14 of 2013).
12. (1997) 6 SCC 241
13. The Maternity Benefit Act, 1961 (Act 53 of 1961).
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16. Supra note 11, at 8.
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Award Winning Article Is Written By: Ms.Shraddha Goyal

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