First Jobs and Fair Pay
Recognizing Sexism at Work
Hudson Waiting
Getting your first job is exciting, but it can also be stressful. You’re updating your résumé, practicing interview questions, trying to understand what “competitive” pay really means, and searching for available jobs in your area. However, the process becomes even more challenging when gender biases come into play.
Sexism in hiring occurs when candidates are judged differently based on their sex or gender rather than their qualifications, skills, and experience. Unfortunately, this type of bias is fairly common. A 2024 survey revealed that about 42% of women reported being asked gender-biased or inappropriate questions during a job interview, while 41% experienced gender discrimination during the interview process (Crist). The effects of gender bias can even persist after someone is hired. Research indicates that women working full time earn about 81 cents for every dollar earned by men, a disparity that can accumulate to hundreds of thousands of dollars in lost earnings over the span of a woman’s career (“The Simple Truth”). Moreover, studies have shown that the gender wage gap widened in 2026 (“2026 Gender Pay Gap Report”). Since this bias is often subtle or unconscious, it can be challenging for applicants to identify and challenge it, especially when they’re applying for their first job and may not have a clear understanding of what fair hiring entails yet.
Red Flags to Look Out For
Whether you’re applying for a part-time job or summer internship, be vigilant for patterns that suggest gender-based discrimination (“Gender Discrimination"; “Hiring Practices”). For example, red flags include being offered lower hourly pay than another employee, being asked to work fewer hours, or being offered less desirable shifts compared to someone in the same job.
Other things to look out for include feeling judged more on your appearance, personality, or "likeability," as opposed to your work abilities. Comments like “this is more of a guy job” or “we need someone more feminine at the front desk” can be signs of this. Finally, some job descriptions may include unnecessary height or weight requirements or stricter expectations regarding clothing, tone of voice, or behavior, and, occasionally, an employer may assume that some workers are less capable of physical, technical, leadership, or customer-facing work simply because of their gender.
It’s important to also note that workplaces where boys are often described as “confident,” while girls who exhibit similar traits are labeled as “bossy,” “dramatic,” or “too much” are also most likely gender-biased. Additionally, if you are repeatedly assigned certain tasks like cleaning, organizing, taking notes, or helping customers, while others are given more visible or leadership-oriented responsibilities; this might also hint at a gender-biased workplace. Lastly, a lack of gender diversity itself, among the staff, interviewers, or managers, can be a sign of discrimination. While a single awkward comment might not necessarily prove discrimination, repeated double standards are definitely worth paying attention to.
How to Combat Sexism in Hiring
Research Salary and Job Expectations
Before accepting a job offer, research the normal pay for your position, experience level, and location. Reach out to friends, older siblings, teachers, or trusted adults to inquire about the pay for jobs at local stores, restaurants, camps, or offices. Another option is to explore online job listings to compare wages. Websites like Glassdoor, LinkedIn Salary, and the Bureau of Labor
Statistics can help you determine whether or not an offer is fair. Remember, you don’t have to accept the first number simply because you’re excited about the job.
Furthermore, consider other factors beyond just pay. Evaluate whether the employer is being fair about scheduling, training, responsibilities, and opportunities for growth and career advancement.
Keep Records
When you find something that feels unfair, it’s important to document it. Save job postings, emails, schedules, feedback from supervisors, and any other relevant information. For example, keep track of any extra shifts you cover, positive customer comments, projects you complete, or additional responsibilities you take on. Having a clear record of these moments can be invaluable if you need to inquire about the reasons behind your reduced hours, the opportunity given to others, or the perceived differences in expectations.
Know What Employers Can and Cannot Ask
Employers can ask reasonable questions about your availability, work experience, and job-related skills. Questions about your weekend availability or after-school commitments, for example, are usually common and not something to worry about.
However, questions focused around your gender, appearance, dating life, or stereotypes about what girls are “supposed” to excel at can be a red flag. In the U.S., employers are prohibited from making hiring decisions based on sex, gender identity, religion, race, disability, or other protected characteristics (“Gender Discrimination”). A fair employer should prioritize your skills, reliability, and learning abilities, rather than making assumptions about your identity (“Prohibited Employment Policies”).
Early jobs can serve as a platform for individuals to learn about workplace norms. Pay close attention to how employees are addressed, who is given responsibilities, and whether everyone has an opportunity to grow and develop. If you think something is amiss, maybe ask yourself: 1) Are men being described as “confident” while women are labeled as “bossy”? 2)
Are women expected to be friendly and accommodating while male coworkers can be direct and blunt? 3) Are certain employees given important assignments, more mentorship, and leadership opportunities while others are overlooked?
If the answer to any of these questions is “yes,” it may be time to speak up and realize that this environment may be discriminating against you. Bias doesn’t always manifest as overt discrimination. Often, it’s a pattern of small decisions that accumulate over time.
What Employers Can Do
Organizations have an important responsibility to mitigate gender inequality. One way they can do this is by regularly reviewing employee pay to make sure people doing similar work are being paid fairly. Publishing salary ranges can also help applicants know what to expect and can go a long way in reducing unfair differences in pay. Additionally, structured interviews can make hiring more equitable since every candidate is asked similar questions and assessed using the same standards. Employers can also train managers to recognize bias and can create policies for reporting discrimination.
Clear promotion pathways are important as well. Employees should know what skills and experience they need in order to earn raises or more responsibility. Employees should also explain how pay decisions are made instead of keeping the process unclear. These measures are bound to enhance employee satisfaction and organizational performance. Fairer workplaces tend to have higher retention rates and provide more opportunities for employees to thrive.
Moving Toward Workplace Equality
Sexism in hiring is a complex issue that requires a long-term solution. However, raising awareness, promoting transparency, and holding employers accountable can pave the way for meaningful change. No one should have to work twice as hard to be perceived as equally qualified. By acknowledging biases and advocating for equitable practices, both employees and employers can contribute to workplaces where effort and achievement (not gender) determine opportunities and success.
References
Crist, Carolyn. "Nearly half of women report gender bias, discrimination during hiring process." HR Dive, 29 Mar. 2024, www.hrdive.com/news/gender-discrimination-interview/711747/.
"Gender Discrimination at Work." Equal Rights Advocates, www.equalrights.org/issue/economic-workplace-equality/discrimination-at-work/
"Hiring Practices That Have a Negative Effect on Certain Applicants." U.S. Equal Employment Opportunity Commission, www.eeoc.gov/employers/small-business/hiring-practices-have-negative-effect-certain-applicants
"Prohibited Employment Policies/Practices." U.S. Equal Employment Opportunities Commission, www.eeoc.gov/prohibited-employment-policiespractices
"The Simple Truth about the Gender Pay Gap." American Association of University Women, www.aauw.org/resources/research/simple-truth/
"2026 Gender Pay Gap Report (GPGR)." Payscale, 2026,www.payscale.com/featured-content/gender-pay-gap#what is-gpgr
