The perception of gender equality on the labour market in Poland

The article aims to analyse the society's perception of gender equality, with particular emphasis on opinions on women's and men's access to equal professional, educational and career development opportunities in the context of management.It also addresses the impact of gender stereotypes on career choices and the perception of the roles of women and men in organisations, particularly in relation to personnel decisions, promotion and management structure.The study aims to identify potential barriers and challenges in the field of gender equality in organisations and to suggest actions that may contribute to their elimination.Design/methodology/approach: The first part of the article included a literature review, which introduced the concept of stereotype and the aspect of unequal gender perception in professional and private life.At a further stage, the answers obtained from respondents, related to the perception of roles and equality between women and men, were analysed.For this purpose, the results of a survey carried out at the end of 2024 were used.Findings: The conducted study revealed that the Polish society still notices gender inequalities on the labour market, especially in the context of access to high-level positions and remuneration.The respondents note persisting gender stereotypes that affect the perception of women's role in professional and family spheres, especially in the context of maternal responsibilities.Despite these challenges, the study also shows a growing awareness of the need for gender equality, including expectations for a more balanced division of work and parenting responsibilities. Research limitations/implications:The analysis of the study results indicates that gender inequalities and stereotypes regarding the roles of women and men still pose a challenge in human resources management.The respondents notice inequalities in the access to positions, remuneration and promotions, which affects management efficiency.Therefore, it is necessary to implement diversity management strategies that promote the equality of opportunities.The study should be extended to include analyses of management policies and should also take into account the perspective of employers and managers.The study was a pilot one, therefore no limitations were identified during its implementation.Social implications: The results of the conducted research indicate that the phenomenon of gender inequality is a common problem that causes negative emotions in society.This situation demonstrates the need to develop a strategy that could prevent such practices and at the same time reduce prejudice.Originality/value: The considerations contained in the paper emphasise the problem of gender inequality on the labour market, including discrimination of women and men in various professional aspects.This work is addressed to employees, employers and people involved in management, who have a key role in eliminating stereotypes and implementing gender equality policies in the workplace.