Surprising Facts About Gender in the Job Search

A lot has been done in recent years to create gender equality in the workplace and although women are in a better position business-wise than ever before, there is still a long way to go before true equality is achieved.

Although every individual is different and stark generalisations can not be made, differences have been observed about how men and women approach their job hunt and their careers.

This infographic by MedReps suggests that gender impacts how individuals play the job search game and also how employers tend to respond to male and female applicants.

Factors such as the way the job description is worded and which platforms the jobs are listed on can influence whether men or women apply and findings suggest that outdated stereotypes and gender bias still have a sway over employers initial opinions of applicants.

Job Applications:

  • Men are more likely to apply for any role that takes their interest, even if they only meet 60% of the requirements.
  • Women are more selective and will only apply for jobs that they think suit their skills and personality and fit 100% of the requirements for.
  • Men are not influenced by the use of masculine and feminine traits in the job description, however women are commonly deterred by typically masculine terms such as ‘assertive’, ‘independent’ or ‘aggressive’. They are much more likely to respond to terms such as ‘dedicated’ or ‘responsible’.
  • Employers should be careful about how they word their job descriptions to avoid any gender bias.


  • Before knowing anything about the candidate’s skills or experience, employers expect male candidates to perform better than women.
  • Based on appearance, employers would be twice as likely to hire a man than a woman.
  • Women who describe themselves in feminine terms such as ‘warm’ or ‘supportive’ are less likely to be considered for a job in a male dominated field than if they were to use masculine terms such as ‘assertive.’
  • To create equal opportunities employers should assess candidates on a combination or hard and soft skills.

Salary Negotiation:

  • Women often still earn less than men in the same role, despite a successful salary negotiation.
  • Medical sales is one of the many sectors where men earn more than women.
  • Employers should place employees on a pay-scale based on job level, experience, education and skills; not gender.

RELATED: How Can We Achieve Gender Equality in the Workplace

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