mathematics statistics project1 (2)
TRANSCRIPT
Mathematics Statistics Project
A comparison between males and females in the working world
Alisha Niazali Hirani 0314325
Kawthar Rashid Jeewa 0314832
Ameerah Bibi Peerun 0313939
Karen Kong Chai Ni
Mak Mun Choon
Lily Then
Table of Contents
ABSTRACT…………………………………………………………………………3
INTRODUCTION…………………………………………………………………..4
METHODOLOGY………………………………………………………………….5
RESULTS……………………………………………………………………………6
DISCUSSION……………………………………………………………………….33
REFERENCES………………………………………………………………………35
APPENDICES……………………………………………………………………….36
Appendix A: Questionnaire………………………………..………………...………
2
Abstract
The purpose of this study is to compare which gender is more successful in the business strata.
This study sought to determine how much education the participants had to undergo to earn their
current salary. The hypothesis of this study stated that in the business world, men tend to have
more qualifications, a higher ranking jobs and a higher salary than women. In order to retrieve
this information, a survey was conducted. The survey was conducted on a total of 200
participants, of which there were an equal number of male and females surveyed. From this
survey it was found that women generally have more qualifications then men. Yet men have
higher overall salaries than women despite having the same jobs. These findings suggest that the
gender gap between women and men is larger than anticipated.
3
Introduction
Historically speaking it was a man’s job to work and a woman’s job to make meals and care for
children. After the Second World War, women officially started working to provide for the
country while the men went to war and since that day never looked back. In a male dominated
world, a commonly debated topic is whether females are more intelligent than males and whether
males are more successful in the working world than women. It is believed that women are paid
less than men even if they were to do the same job as a man. It is proven that it is easier for a
man to get promotion than a woman (Herminia Ibarra, 2010) . Reasons for this are that women
bare children, it is hard for them to have progress in their careers due to time constraints. (n/a,
2013). It is important to note in some countries women do not have the right to work in particular
job sectors as men
In this survey the researchers aim to compare females and males in the working world. Taking
account the history of women joining the business strata. The hypothesis of this study predicts
that in the business world, men tend to have more qualifications, a higher ranking jobs and a
higher salary than women.
4
Methodology
Design
In this research, quantitative data was used to obtain data on the qualifications, job rankings and
salary. The survey aimed to collect quantitative data which could be analyzed with the aid for
numerals and graphs to prove whether the hypothesis is true. The independent variable in this
experiment is the gender of the participants. The controlled variable is the type of participant
taking part in the survey, such that they are sexually active. In order to get a fair idea on what the
working world is like, there are several dependent variables such as education level,
specialization, annual income, mode of transportation and retirement age
Participants
The participants that took place in this research come from a diverse range of ethnic
backgrounds. Economically active participants were targeted as most of the survey was about
their profession. Due to the fact that sensitive data is being obtained, the survey was distributed
through the internet. This method of distribution was used in order to reassure that their personal
information was anonymous. In addition while filling a survey; participants are less likely to give
false information as they have the luxury to fill the survey when they are alone. There are a total
of 200 participants that took part in this research. There were 100 male and 100 female
participants.
Apparatus/ Material
This research was carried out over the internet through the use of online survey applications. In
order to fulfill ethical requirements, the online survey was used. In addition, by doing a survey
through the internet, participants are not obligated in any way to fill the survey if they are not
comfortable to do so. The researchers chose this mode to explore to ensure the data retrieved is
safe and password protected to guarantee all information is kept in confidence and cannot be
misplaced. Social networking sites such as Facebook and Twitter were used to distribute the
survey. (Refer to appendix) To analyze the data, Excel spreadsheet was used.
5
Analysis
Table 1
Age
No of
females
No of
male
18-24 54 61
25-33 29 26
34-44 11 5
45-54 6 6
55-65 0 2
66+ 0 0
18-24 25-33 34-44 45-54 55-65 66+0
10
20
30
40
50
60
70
Age
No of females No of male
Age Range
No o
f par
ticip
ants
From the graph above, the majority of participants who partook in this survey were between the
ages of 18 to 24 years. It is noticeable though, that above the age of 45 years, there are more
males that work than females.
6
Table 2
Marital
status
No of
females
No of
male
Single 60 78
engaged 14 2
married 25 14
divorced 1 6
Single engaged married divorced 0
10
20
30
40
50
60
70
80
Marital Status
No of females No of male
Status
No
of p
artic
ipan
ts
Due to the fact that a large sum of females participating in this survey were between the ages of
18 to 24, not as many females were married to males. This is because in today’s day and age,
women tend to focus on their careers and marry once they have accomplished what they want.
7
Table 3
Race
No of
females
No of
male
Malay 13 6
Chinese 45 43
Indian 19 35
African 6 7
Other 17 9
Malay Chinese Indian African Other 0
5
10
15
20
25
30
35
40
45
Race
No of females No of male
race
No
of p
artic
ipan
ts
The participants in the survey came from different ethnic background. Most of females surveyed
were Chinese. For the males, most of the participants surveyed were chines but it is important to
not there were a large sum of Indians who were also surveyed.
8
Table 4
Religion
No of
females
No of
male
Islam 36 31
Christianity 19 30
Taoism 2 2
Buddhism 26 19
Hinduism 14 13
Judaism 0 0
Other 3 5
Islam Christianity Taoism Buddhism Hinduism Judaism Other0
5
10
15
20
25
30
35
40
Religion
No of females No of male
Religion
No
of p
artic
ipan
ts
For females, the most prevalent religion is Islam. The second most was Buddhism. However for
the males Islam was the most prevalent after which was Christianity.
9
Table 5
Educational
level
No of
females
No of
male
High school
graduate 16 24
Undergraduate
degree 59 45
Postgraduate
degree 22 22
PhD 3 0
Doctorate in
specific field 0 7
other 0 2
High sc
hool grad
uate
Undergrad
uate degr
ee
Postgrad
uate degr
ee PhD
Doctorat
e in sp
ecific fi
eld
other 0
102030405060
Education Level
No of females No of male
Qualifications
no o
f peo
pe
From the 200 participants in the survey, females have better qualifications than men. There are
more undergraduate degrees than men. In addition 3 females had PhDs. However the males did
have 7 doctorates.
10
Table 6
Specialization No of females No of male
Real estate and property 1 8
Law 9 8
Healthcare 11 1
Education 12 11
Arts and related courses 14 17
Humanities and related courses 11 3
Accounting 10 5
Engineering 6 16
Science 7 8
Other 19 23
Real est
ate an
d property Law
Healthcar
e
Education
Arts and rel
ated co
urses
Humanities and rel
ated co
urses
Accounting
Engineer
ingScin
ce Other
05
10152025
Specialization
No of femalesNo of male
occuppation
No of
parti
cipan
ts
11
Table 7
Sector
no of
females
No of
male
Public Sector 41 41
Private Sector 59 59
no of females No of male0
10
20
30
40
50
60
Sector
Public Sector Private Sector
No
of p
arti
cipa
nts
In the Business world, it is said there are equal opportunities for males and females. According to
the research, there were equal numbers of males and females working in the public and private
sector. Most participants worked in the private sector.
12
Table 8
Role in industry No of females No of male
Upper management 7 11
Middle management 7 14
Junior management 16 11
Administrative staff 16 11
Trained professional 11 19
Laborer 5 3
Consultant 4 2
Temporary employed
4researcher 16 16
researcher 1 3
self employed 10 7
other 7 3
13
Upper man
agem
ent
Middle man
agem
ent
Junior man
agem
ent
Administrati
ve st
aff
Trained
profes
sional
Labourer
Consulta
nt
Temporar
y emplye
e 4res
earch
er
resea
rcher
self e
mplyed
other 048
121620
Roles in industry
No of females No of male
Roles
No
of p
artic
ipan
ts
Table 9
years
workin
g
no of
females
No of
male
2 to 5 69 73
6 to 10 18 18
11 to 20 9 3
21 to 30 4 5
31+ 0 1
14
2 to 5 6 to 10 11 to 20 21 to 30 31+ 0
10
20
30
40
50
60
70
80
Years working
no of females No of male
age range
No
of p
arti
cipa
nts
Table 10
Hours
of
work
per
day
no of
females
No of
male
6 23 9
7 20 19
8 38 38
9 17 33
other 2 1
15
6 7 8 9 other0
5
10
15
20
25
30
35
40
Hours of work a day
no of femalesNo of male
No of hours
No
of p
artic
ipan
ts
Table 11
Stress at
work
no of
female
s
No
of
mal
e
Extremely
often 16 18
very often 23 24
moderatel
y often 29 33
slightly
often 18 19
not at all 14 6
other 0 0
16
Extrem
ely often
very o
ften
moderately
often
slightly
often
not at al
l other
05
101520253035
Stress at work
no of females No of male
amount of stress
No o
f par
ticip
ants
Table 12
Latenes
s
No of
females
No of
male
Always 8 15
most of
the time 6 9
half of
the time 16 16
once in a
while 49 41
never
late 21 19
17
Always most of the time
half of the time
once in a while
never late 05
101520253035404550
Lateness
No of females No of male
How often
No
of p
artic
ipan
ts
Table 13
Average
household
income ($)
No of
females
No of
male
5-10k 46 44
15-25k 36 27
30-50k 7 14
55k+ 5 11
other 6 4
18
5-10k 15-25k 30-50k 55k+ other 05
101520253035404550
Average household income
No of females No of male
amount in $
No
of p
artic
ipan
ts
Table 14
well paid
no of
female
s
No
of
mal
e
Extremely
well 10 12
very well 22 20
moderatel
y well 34 37
slightly
well 24 19
not
satisfied
at all 8 12
other 2 0
19
Extre
mely w
ell
very
well
moderatel
y well
slightly
well
not sati
sfied
at al
l
other 05
10152025303540
How well paid
no of females No of male
how well paid
No
of p
arti
cipan
ts
Table 15
Transpor
t
No of
female
s
No
of
mal
e
Taxi 6 3
bus 28 18
private
car 50 71
light rail 16 8
Taxi bus private car light rail 0
10
20
30
40
50
60
70
80
Transport
No of femalesNo of male
Mode of transport
No o
f par
ticip
ants
Table 16
20
food
expenditu
re ($)
no of
female
s
No
of
mal
e
5 to 10 63 65
11 to 20 26 25
25+ 11 10
5 to 10 11 to 20 25+0
10
20
30
40
50
60
70
Food expenditure
no of femalesNo of male
amount in $
No
of p
artic
ipan
ts
Table 17
Family
member
No of
females
No of
male
2 to 5 69 73
6 to 8 26 26
9+ 5 1
21
2 to 5 6 to 8 9+0
10
20
30
40
50
60
70
80 Family member
No of females No of male
number of family member
No
of p
artic
ipan
ts
Table 18
employment
of family
no of
females
No of
male
yes 37 39
no 63 61
no of females No of male0
10
20
30
40
50
60
70Employment of family
yesno
No
of p
arti
cipa
nts
Table 19
retiremen no of No
22
t plan
female
s
of
mal
e
50-55 25 23
56-60 40 36
61-65 26 31
66-70 6 7
71+ 3 3
50-55 56-60 61-65 66-70 71+0
5
10
15
20
25
30
35
40
Retirememnt plan
no of femalesNo of male
Age range
No
of
par
tici
pan
ts
Table 20
Financial
circumstan
ce
no of
femal
es
No
of
mal
e
Affluent,
pleant for
all of us 14 14
comfortable 67 71
struggling 22 14
varied from
many to
little 0 1
23
Affluent, pleant for all of us
comfortable struggling varied from many to little
0
10
20
30
40
50
60
70
80
Financial Circumstance
no of femalesNo of male
financial circumstance
No of
parti
cipan
ts
Table 21
Job
satisfactio
n
no of
female
s
No
of
mal
e
very
dissatisfie
d 7 4
somewhat
dissatisfie
d 12 8
neutral 44 41
somewhat
satisfied 29 34
totally 8 13
24
satisfied
very d
issati
sfied
somewhat
dissati
sfied
neutra
l
somewhat
satisfied
totally s
atisfied
0
10
20
30
40
Job Satisfaction
no of femalesNo of male
amount of satisfaction
No
of p
artic
ipan
ts
Table 22
use of
technology
no of
females
No of
male
Almost
every task 44 49
some of
the task 40 44
very rarely 9 5
do not use
computers
at all 7 2
25
Almost every task some of the task very rarely do not use computers at all
05
101520253035404550
Use of techonology
no of femalesNo of male
amount of technology used
No
of p
artic
ipan
ts
Table 23
Chance
to get
promote
d
no of
female
s
No
of
mal
e
A lot 9 20
Moderate
amount 25 37
a few 27 24
no idea 33 17
none at
all 6 2
26
A lot Moderate amount
a few no idea none at all 0
5
10
15
20
25
30
35
40
Chance to get promoted
no of femalesNo of male
chance
No o
f par
ticip
ants
Table 24
job
searching
no of
females
No of
male
Extremely
likely 12 17
very likely 14 17
moderately
likely 36 23
slightly
lightly 24 25
bot
interested 14 18
27
Extrem
ely lik
ely
very li
kely
moderatel
y likel
y
slightly
lightly
bot inter
ested
05
10152025303540
searching for jobs
no of femalesNo of male
likelihood
No o
f par
ticip
ants
Table 25
Ideal
holiday
no of
females
No of
male
Activity
based 19 18
a luxury
hotel 22 32
Exploring
the far east 9 12
Going on a
cruise 16 14
Lying on a
beach in the
sun 18 11
A cottage in
the country 14 10
other 0 3
28
Activity based
a luxury hotel
Exploring the far east
Going on a cruise
Lying on a beach in the sun
A cottage in the
country
other0
5
10
15
20
25
30
35
Ideal holiday
no of femalesNo of male
holiday choices
No o
f par
ticip
ants
Male calculation of mean and standard deviation of questions 10,14,18 & 21 (refer to appendix)
29
30
31
Female calculation of mean and standard deviation of questions 10,14,18 & 21 (refer to
appendix)
32
33
Discussion
In 1964 the civil rights act outlawed sexual discrimination (Fogarty, 2014). However, according
to the chartered management institute, on average male managers receive double the amount of
bonus payment than women. ‘Women directors' average bonus is £36,270, while men receive
£63,700’ ‘Women executives already only get three-quarters of the pay of male executives in
similar jobs. (n/a, 2013). It is important to note that according to research a woman is bound to
make less than a man ‘no matter how much education she gets, the industry she enters, the job
she chooses, or where she lives.’ The wage gap is nearly impossible to avoid. (Covert, 2013)
Reasons for a gender gap include discrimination, marital status, work patterns, job tenure and
race. More than half working mothers with children under 18, have to take significant time off
compared to 16% of fathers. A woman sacrifices more than a man to keep a balance between
work and family. (Covert, 2013)
According to the results the hypothesis was proven to be true. In the working world, despite
women having higher qualifications, men make more money than females. In addition women
work 9 more hours than males.
Mean of the data is the average of particular amount, value that has been opted by either males or
females. Where their corresponding Standard Deviation is by how much the mean vary with
respect to individual data, in the survey for both males and females.
Limitations
There are several other limitations to this research. While individually going through the survey,
on several occasions’ participants had and age younger to the amount of year they have been
working for.
Another limitation is that people can be misleading about the truth. could also mean there was a
misunderstanding of the question.
34
The survey is conducted online. Therefore there is no filter to the people who are filling the
form, or to the amount of times a person can fill the form.
In order to improve this research assignment, when conducting a research, use programs that
restrict a person from filling in the survey twice
Conclusion
In conclusion, based on the research of this assignment, men study stated that in the business
world, men tend to have a higher ranking jobs and a higher salary than women. However women
work longer hours than man and have more qualifications. Reasons for this include
discrimination, marital status, work patterns, job tenure and race.
35
References
Covert, B. (2013, December 11). Despite More College Degrees, Young Women Still Make Less Than Men. Retrieved January 2014, from Think Progress : http://thinkprogress.org/economy/2013/12/11/3048811/pew-gender-wage-gap/
Fogarty, K. (2014). Why Men Have Stronger Professional Networks Than Women. Retrieved January 2014, from The Ladders: http://www.theladders.com/career-advice/why-men-stronger-professional-networks-than-women
Herminia Ibarra, N. M. (2010, September ). Why Men Still Get More Promotions Than Women. Retrieved January 2014, from Havard Business Review: http://hbr.org/2010/09/why-men-still-get-more-promotions-than-women/ar/1
n/a. (2013, August 10). Male bonuses double those of women, says study. Retrieved January 2014, from BBC: http://www.bbc.co.uk/news/business-23761607
n/a. (2013). On Pay Gap, Millennial Women Near Parity – For Now. Retrieved January 23, 2014, from PewResearch Social and Demographic Trends: http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/
n/a. (n/a). The Image and Reality of Women who Worked During World War II. Retrieved January 1, 2014, from Rosie the Riveter: Women Working During World War II: http://www.nps.gov/pwro/collection/website/rosie.htm
36
Appendix
37