Gender and Gender Inequalities: Elucidating the Role of Supervisor–Employee Gender Congruence Through United States Survey Results

Gender inequalities in the workplace present a profound challenge, undermining not only the psychological well-being and performance of employees but also the fabric of organizational justice and efficiency. Such inequalities are detrimental to the fundamental sustainability and viability of organizations. To address this issue, the current research delves into the dynamics of gender as a pivotal factor in fostering workplace inequalities. More critically, it investigates the role of gender congruence in moderating the relationship between gender and perceived inequalities. To this end, the study utilizes ordinary least squares models to meticulously analyze data from the 2007 Career Advancement Survey conducted by the U.S. Merit Systems Protection Board. This comprehensive survey engaged a diverse cohort of full-time, permanent federal employees from over 30 U.S. agencies selected through both web and traditional paper methods. The findings reveal that women are more likely than men to perceive gender inequalities in the workplace. Although female supervisor–employee gender congruence does not directly relate to these inequalities, it acts as a moderating factor, reducing the extent of perceived inequalities among female employees. These insights are crucial for scholars and practitioners seeking to address and mitigate gender inequality issues in organizational settings.