eprintid: 141 rev_number: 12 eprint_status: archive userid: 30 dir: disk0/00/00/01/41 datestamp: 2018-01-08 15:53:52 lastmod: 2018-02-05 10:30:16 status_changed: 2018-01-08 15:53:52 type: thesis metadata_visibility: show creators_name: Banswal, Deepansha title: An analysis of gender discrimination in the news industry: A comparative study on how women journalists are treated in India and Ireland. ispublished: submitted divisions: MAJ full_text_status: public keywords: Gender discrimination, Pay disparity abstract: The purpose of this dissertation is to analyse the gender discrimination in the Indian and Irish Industry. I also compared how women journalists treated in India and Ireland. To conduct my research, I interviewed four Indian and Irish female journalists. Two Indian and two Irish newspapers were also analysed to calculate how many stories were written to female as compared to their male counterparts. After producing the literature review, I was able to prepare 10 questions which were asked to the interviewees. The results showed that there are some serious problems that need to be solved like the pay gap, equal opportunity, the issue of maternity leave, harassment and fewer women being in the higher positions. The results of the by-lines that were counted showed that women journalists don’t get to write stories as much as their male counterparts. date: 2017 date_type: submitted institution: Griffith College department: Faculty of Journalism and Media Communications thesis_type: masters referencetext: 55 Appendices 59 Acknowledgment Firstly, I would like to express my sincere gratitude towards my supervisor, Barry Finnegan for his help, guidance, support and patience. He has directed me towards the right path during the period of my research work. I would also like to thank Griffith College and the media faculty for creating an amazing environment for us. I would also like to thank my family and friends for their constant support and encouragement throughout my academic journey. I would like to thank Gaurav Sharma for the quality check. In the end, I would like to thank all the female journalists who agreed to be interviewed. Chapter 1 - Introduction Journalists work hard to get the important news all over the world for the people of their respective country. While some media houses give equal opportunities to women as they do to men, there are many which treat females in an inappropriate manner and they face many challenges as well. Although the situation is not the same in many parts of the world yet in some countries, the problem persists. “During the 1990s, a number of studies from around the world attempted to map women's employment within news industries, often as a preparatory phase before going on to look at women's career profiles and trends in general and their professional experiences within newsrooms in particular. In Europe and the US, statistics of women's employment in media industries have become more easily available, especially via gender-oriented links to websites such as those of the United Nations and the European Commission and it is clear that, in Western media generally, women have been making steady progress as entrants into the sector although they do not occupy senior positions in any great number” (Ross, 2001). While a female journalist puts in as much hard work in the story, she usually doesn't get the equal amount of praise, respect and salary as a man would. It has become very hard for women, specifically in India, to reach the highest position in the field of journalism and get what they truly deserve. No matter how hard they try, how much effort they put in, they still face discrimination. Therefore, I have decided to analyse and compare the levels of gender discrimination in India and Ireland. Also, I conducted an in-depth research on the topic ‘An Analysis of Gender Discrimination in News Industry: A comparative study on how women journalists are treated in India and Ireland.' The idea of doing my research came to my mind after witnessing the challenges faced by Indian women journalists as compared with the female journalists of other nations. As I have worked in the field of online and print media for a period of two years in India, I got to know about the problems that women face at their workplace, especially in the field of Journalism. The condition of women journalists seems to be improving across the globe with the passing time but female journalists in India still face challenges in various fields of journalism. There is a huge difference between the ratios of Indian women employed in media than other countries. They are paid lesser wages than their male counterparts and face discrimination. Many cases of women journalists being harassed by their male colleagues in India have also come up in the past. And the number of cases seems to be increasing day by day. With this work, I would like to bring in front the biases faced by female media workers in India. I also compared the conditions of women journalists in India with that of women journalists in Ireland. I did so because as currently, I am residing in Ireland and wanted to know if the same challenges are faced by women journalists in this part of the world. I would like to end my research with some suggestions to improve the condition of female journalists, ways to encourage more female faces to join media industry and to equalise the ratio of male-female journalists in India. The research will have five more chapters. Chapter 2 - Literature Review: This chapter will contain information from different sources that is related to the research. It will talk about how women journalists are treated in India and Ireland. Chapter 3 - Methodology: This chapter talks about the approach that I adopted in order to conduct my research. It will also indicate how the interviewees were selected and how I analysed the newspapers in order to count the by-lines in Irish and Indian newspapers. Chapter 4 - Results: In this chapter, the results and discussions of my research would be produced. The interviews and the results from the analysis of the Indian and Irish newspapers will be discussed. Chapter 5 - Analysis: The results and discussions which will be mentioned in chapter four will be analysed in this chapter. It will talk about what was found during the research. Chapter 6 - Conclusion: In this chapter, I will conclude the findings of my research. Chapter 2 - Literature Review 2.1 Introduction To analyse and compare the levels of gender discrimination in India and Ireland, the literature review of the research specifically looks at topics such as gender discrimination in the workplace, women journalists in the news industry, gender discrimination in the Irish news industry and gender discrimination in the Indian news industry. The overview of this chapter is based on a general area like gender discrimination in the workplace. The literature review and the assessment of the topic helped in the formation of appropriate questions put to the interviewees as part of the qualitative interview process for this study. 2.2 Overview Gender or sexist discrimination includes treating someone in an unfair manner because of the person's sex. Although long back, women had made it clear that they have the same capability, possess the same caliber as men, can perform with same skills and get success in everything they do, but still, the issue of gender discrimination makes it difficult for them to achieve their goals (workplace fairness). In the article, ‘Gender Discrimination at the Work', Donna Bobbitt-Zeher explains gender discrimination in the workplace. According to Bobbitt-Zeher (2011), “Men and women experience the world of work quite differently. Wage disparities, occupational sex segregation, and gender differences in authority, for example, are well documented (e.g., Padavic and Reskin 2002). Despite notable changes in work, meaningful differences in these areas remain persistent features of contemporary society (England 2006, 2010). The reasons are complex, including explanations on the supply side (related to individual level differences) and the demand side (related to aggregate or organizational factors) (Reskin 1993). While there are certainly other factors at play, this paper focuses on discrimination, one demand side factor associated with gender disparities in employment.” Gender discrimination still exists despite so many laws like The Employment Equality Acts 1998-2015 in Ireland (citizens information) against it and awareness by organizations working for women's rights like Women on Air (www.womenonaire.com) and the National Union of Journalists (www.nuj.ie). There are many reasons for gender discrimination in the workplace. Since a long time, the main reason for treating female workers differently than the men has been that women need more protection for their own good as they are the ‘so called weaker section of the society'. Pay gap between men and women is also caused by gender discrimination around the world. According to Murphy Compton, men make extra money compared to women and the following statement describes this, “That money represents food you can't buy, credit cards you can't pay off, lessons your children won't have, and retirement savings you can't put away. Unfair pay means all women lose. All women - rich and poor, whatever their race or colour or native language - are being cheated by wage inequity. By chipping away at one deeply embedded form of discrimination, we can also tear down bigotry and bias based on race, religion, sexual orientation, age, and physical ability” (Compton, 2007). The pay gap between men and women should be an important part of the discussion when it comes to dealing with gender discrimination. The issue of pay gap continues to be a major problem and women are still paid far less than men. The key findings of the Gender Pay Gap Ireland in 2016 shows that there is 20% of pay gap in the country. The men earn around €12,000 more than women. The figures were calculated on the basis of average salary and bonus. But if we split the salary and bonus, then the salary gap stands at 16% and the bonus gap would be 50% which is quite high. The average earnings of men are €37,000 whereas women are paid around €49,500 on an average basis. (Gender Pay Gap, Ireland 2016). According to the Monster Salary Index 1on the gender of 2016, in India, women are paid 25% less than men in terms of income indicating that gender is still considered a significant parameter when determining salaries in the country. In the year 106, men earned approximately Rs345.8 per hour while women earned Rs. 259.8 on an hourly basis. The gap has decreased by 2% since 2015 as it was 27.2% in that particular year. In 2014, the difference between the income paid to men and women was 24.1% (Mathur, livemint.com, 2017). Another form of gender discrimination is a glass ceiling. According to Lahle Wolfe2, “The term refers to the invisible barriers that prevent women from climbing the ranks of management because the upper level and executive positions are given to men. Glass ceiling policies are unwritten, and sometimes referred to as the "old boys network," but whatever it is called, it is another form of gender discrimination” (Wolfe, thebalance.com, 2017). According to Samantha Gluck3, there many effects of gender discrimination in the workplace such as lost productivity (victims of gender discrimination lose motivation to work in an effective way), lack of promotions (usually supervisor indulge in illegal practices of passing over a promotion to a male employee even when the female employee is deserving enough) and destruction (destruction happens when the people who are discriminated may feel Monter Salary Index is a joint initiative of Monster India & Paycheck.in with IIM-A. It is based on the salary offered for different fields and industries. Lahle Wolfe is a writer at thebalance.com Smantha Gluck is a writer at smallbusiness.chron.com resentment and loss of small worth which at times make them take the road of destruction) (smallbusiness.chron.com, 2017) . Lack of equal chances of promotion is a huge problem that still persists due to the issue of gender discrimination. Women and their families as well are seriously affected by gender discrimination in the workplace. “In fact, women lack equal chances of promotion and movement into management positions even in the cases where they are hired over male counterparts. This has occurred in companies I have worked for. Men quickly move up the ladder to Supervisor, Manager, Director, and VP positions, while women, regardless of performance, dedication, work ethic, education, or experience, are kept from being placed into higher positions. Even women with great amounts of initiative and leadership are kept from the promotion. While they are supposedly considered for the higher positions, they are rarely chosen. This is not always a result of purposeful discrimination; however, in many cases, it seems to be an inexplicable inner bias that seems to happen without realization. Employer bias occurs as well. Inner bias can lead hiring supervisors and managers to act in a way that leads to hiring more males than females or choosing certain male or female traits over others” (Childs, 2011). Sheena Childs explains how men get promoted quickly and women have to struggle hard to get even a small promotion even when she deserves more. Sometimes, women are kept from being placed into higher positions just because of biases. 2.3 Women Journalists in the news industry Not many women were journalists during the late 19th and early 20th century as they were not considered as the producers as news rather they were treated only as the consumers of media. Some women were able to secure a place in the newspaper industry but a high number of female journalists were accepted in the industry only when advertising became an important reason behind a newspaper's success (Franks, 2013). It has been observed that women outnumber men during the journalistic training and enter the profession in a slightly greater percentage but only few rise to a higher position as all are offered to men and the pay gap between the two genders remain a wide one. Also, if the senior female journalists take a break, it gets very hard for them to retain the same position in the field of journalism (Franks, 2013). Many surveys of the journalism workforce across most of the Western countries in the past 15 years show that at the entry level, there is a balance between the genders but it has been observed that at the senior levels, the field of journalism is dominated by men. And as the age increases, the pay gap between the two genders increases too (Franks, 2013). Having a women journalist work has become common now but still, they are considered as ‘otherór ‘different' from their male colleagues. While we have seen men being treated as professional journalists, women journalists do not often get their credit as people often define and judge their work by their femininity. According to Deborah Chambers, Linda Steiner and Carol Fleming in ‘Women and Journalism' (2004), “We find that women have not achieved equality either in several serious fields of news such as politics, business or in the highly popular and lucrative area of sports news. Women are still concentrated in sectors considered to be soft news such as those with an emphasis on human interest stories, features and the delivery of a magazine-style of journalism. In television - where spectacle counts - emphasis on the decorative value and even the sexualisation of women journalists is overt”. In this statement, the writers have defined how women journalists have to struggle and don't usually get work in the serious fields of business, politics and even in sports. They are usually given the task to write features, stories related to human interest etc. Women are continuously judged and commented on their way of dressing, talking and sometimes on how they walk. Their appearance is observed and then debated upon by their male counterparts. The unfair treatment that women journalists at times receive is usually delivered by the employees in the highest management. According to a survey done by Women in Journalism (WiJ)4, 74% of the news journalists are men. They also dominate political and business journalism. It was also concluded that among all the sports journalists, only 3% are women. The areas which were expected to be dominated by women, also have more men working in them. 49% of the lifestyle reporters are men and 70% of the arts reporters are also men. Women only make up 30% of the whole of the newspaper industry (WiJ, 2011). In America, the percentage of male supervisors in the newsrooms was 65.4% while there were only 34.6% of female supervisors working. The percentage of male reporters is 62.2% in comparison to 37.8% of female reporters (Joyce, washingtonpost.com, 2014). In 2007, Strong and Hannis conducted a study in which they counted the by-lines in Australian newspapers in order to analyse how many stories were authored by women. According to the study 29 per cent of news stories in newspapers were written by women. They found out that New Zealand had a balance as around 56% of the news stories were written by female writers. The study also showed that male journalists outnumbered women journalists with a ration of 2:1 (Strong and Hannis, 2007). Women in Journalism is a networking, campaigning, training and social organisation for women journalists who work across all the written media, from newspapers and magazines to digital media. (http://womeninjournalism.co.uk/) 2.4 Gender discrimination in the Indian news industry According to Usha Rai, in the 1960s very few women were employed as journalists in daily newspapers, both in English and regional (India is a multi-lingual country and newspapers are published in different languages depending on the region). There were many newspapers which did not have even a single women. The women journalists who tried to stand out by excelling in their work were gawked at and endured criticism. There were several newspapers as well which had the rule for not hiring any females in the male dominated field of journalism (Rai, 2013, p. 43). According to the Global Media Monitoring Project published by Who Makes the News (2015) , there are 46% of female journalists and 54% of male reporters. According to Rama Jha, as she mentions in her book, Women and the Indian Print media, female journalists face a lot of problems at their workplace. One of them is when the male journalists turn the personal issues faced by their female counterparts into a joke. She mentions that the news industry is dominated by male journalists in such a way that female journalists cannot be concerned about the real problems of women and thus their real issues remain unaddressed (Jha, 1992, p. 105, 106). According to research done by Pamela Bhagat, 22.7% of the women journalists, who were interviewed, were sexually harassed in some way or the other at their workplace. Another main concern is that women who are harassed don't receive the amount of support they should. “Sexual harassment may be verbal or physical and could be from seniors, colleagues or from people that have to be met in the line of duty but the fact remains that complaints continue to be viewed as overreacting and the fault is often placed upon the victim. News organizations clearly have not made the investment necessary to ensure that women journalists are provided a safe work environment to achieve their full potential” (Bhagat, 2013, p. 47, 48 and 49). The findings of the ‘Global Report on the Status of Women in the News Media' produced by International Women's Media Foundation, shows that the companies that participated in this research have 10,518 men employed and only 2,405 women are working there. Men outnumber women by the ratio of 4:1 (2013). The research also showed that the Indian women journalist do not rise higher than the fourth position in their corporate hierarchy. The findings of the research also showed that only 13.8% of women were working at the higher management level which includes publishers, chief executive officers and others responsible for running the company. More women journalists work in the roles related to news reporting, editing and delivery. According to the report, the number of women journalists in the junior and senior professional levels (which comprises of the highest number of journalists) is 25.5% and 28.4% respectively. The report also showed that at higher management levels, women received lower average salary compared to that received by men. Only 20.1% of women journalists are working in their respective companies on the full-contract basis (2013). As stated by Sushmita Malaviya in ‘Glamorous Industry Fails to Look after its Own'(2013, p.13 and 14), the number of women journalists in India is increasing but the struggle they face to create their own identity still persists as the industry continues to be a male dominant one. Women Journalists are still battling discrimination at their jobs in terms of salary, promotions, amenities, benefits and sexual harassment. Malaviya has focused mainly on four states of the country in her article which are: Madhya Pradesh, Chhattisgarh, Bihar and Jharkhand as she believes that women journalist are struggling the most in these four parts of India. She states, “In Madhya Pradesh and Chhattisgarh the concept of women journalists with permanent jobs still does not exist. While the lucky ones are those on contracts with a measure of job security for two to three years, most women work without appointment letters or designations and are hired and fired on the whims of the management” (Malaviya, 2013). To improve the condition of a female journalist in Bihar, the All-Bihar Women Journalists Forum has been formed and it has been helping women journalists quite actively but the union movement is weak in Madhya Pradesh and Chattisgarh. There are parts of India where women journalists struggle a lot every day but no one gets to know about. In her article, ‘Poorly Paid, Insecure in North East', Linda Chhakchhuak (2013, p. 17, 18 and 19) describes the trails female journalists have to go through in the North Eastern part of India which include states like (Assam, Arunachal Pradesh, Manipur, Meghalaya, Mizoram, Nagaland and Tripura. The number of women journalists employed in these states is very less. In her research, she found that only 35% out of the women employed in the news industry work as full-time employees and the rest worked as part timers or are on contract basis. None of the female employees are working in the highest positions in their respective companies as all the higher positions are filled with male journalists. 72% of the women journalists receive salaries between Rs.1500 and Rs.5000 per month (which is approximately between €20 and €68). 7% of them receive salaries even below Rs.1500. Out of the women journalists, who were interviewed for the research, 40% informed that they had never been promoted even once in their career where 31% said they got promotion only once. There are no provisions for them to make appeals or address grievances (Chhakchhuak, 2013). Another region, in which women journalists feel discriminated is the south part of India which includes states like Andhra Pradesh, Karnataka, Kerala and Tamil Nadu. According to Akhileshawari, “In the regional language journalism in the four southern states of Andhra Pradesh, Karnataka, Tamil Nadu and Kerala, only Kannada has two women journalist-editors who reached the top from the ranks, one each for a daily and a magazine. There is also a woman assistant editor in a Kannada daily. In Tamil, a working journalist is the editor of a Tamil magazine while there are none in the Telugu and Malayalam press” (Akhileshwari, 2013, p. 23). She also mentions that women working in the English press do not have such problems but some feel that they are kept out of mainstream media and that is not going to help them in being successful in the field of journalism. The biggest problem faced by women journalists is that at times their domestic responsibilities put too much burden on them and in turn are forced to move to a less demanding and less successful job (Akhileshwari, 2013). In Punjab, women journalists feel uncomfortable at their workplace as the male counterparts disturb their privacy. The main concern that women journalists complain about is that their male bosses plagiarize stories in order to climb up the ladder but this act can put young female journalists' careers in danger (Bhagat, 2013). Pamela Bhagat found in her research that a newspaper in Jammu, the Daily Excelsior, has a policy against hiring female journalists. In states like Gujarat and Goa, the number of women journalists is minuscule. “In Gujarat, however, metro cities like Baroda and Ahmedabad do not have women journalists except two women proprietor journalists and three women journalists in Ahmedabad. In contrast, Rajasthan, almost similar to Gujarat in its sociocultural traditions, has a sizeable number of women journalists in Hindi newspapers in Jaipur (Sule, 2013, p. 39).” 2.5 Gender discrimination in the Irish news industry Sarah Ledden 5explains that “In the diverse and liberal environment of 21st century Ireland, it would be easy for us to begin to believe that gender equality issues are a thing of the recent past” (2015). She points out that some work is being done to solve the issue of gender discrimination and a lot of online coverage on street harassment is uploaded every now and then to spread awareness but whether or not that is actually improving can be debated. Principles of gender equality such as equal opportunities, equal pay and equal position are now being given to women (it may be slow, but it is happening), there is a little improvement in the gender gap in the media industry. According to Irish Examiner poll of Irish broadsheets, out of 183 bylines, only 38 of them belonged to women journalists (Ledden, 2015) . During the 2014 Irish Journalism and Media Society annual convention, journalists discussed the increasing sexism in Irish news industry. “Esther McCarthy referred to the practice of ‘softly nudging' women journalists to covering “pink topics” over sports, politics or economics. While overt sexism may have become a thing of the past, Colette Browne described a new “latent or lazy sexism”, referring to her own experiences of being vilified online after television appearances on the grounds of her hair or style of dress, something which she believes would never happen to a man (Walsh, 2014).” Caroline Erskine described that “bylines in print and voices on the air are outweighed by men” (Walsh, 2014). In terms of gender equality on air, Ireland comes second last and Sarah Ledden is a writer at University Times, a newspaper published by Trinity College Dublin. Luxembourg stands at the last position. During the convention, it was also discussed that one of the problems for gender equality was a lack of confidence and also a lack of role models for young female journalists (Walsh, 2014). According to Dr. Fiona Doyle-O'Neil, who is a Broadcast Historian in the University College Cork, School of History, there is a lack of female journalists reporting in the field of sports journalism. She has observed that whenever a big game takes place, it is only a male journalist who covers and reports. She stressed that there should be more women journalists working in the field of sports (Walsh, 2014). According to ‘Review of the implementation of the Beijing Platform for Action in the EU Member States: Women and the Media - Advancing gender equality in decision-making in media organisations' produced by European Institute for Gender Equality, 56% of the workforce of Broadcasting Authority of Ireland are men and 44% are women (2013). To ensure gender equality in Ireland, In Ireland, the Broadcasting Act (2009) states that ‘not less than five of the members of the board of a corporation shall be men and not less than five of them shall be women' (2013). Women on Air is a group which provides training and support to women journalists to raise their voice and builds up their career in the mainstream media which is considered to be male dominated (2013). “The Government has introduced legislation in the form of the Broadcasting Act 2001 to regulate the broadcasting media in Ireland, in particular, the public service broadcaster, RTÉ. This Act complements the Broadcasting Authority Act 1993 in that there is a statutory requirement for gender balance on the RTE Authority, the board of TG4 as well as on the Broadcasting Complaints Commission” (National Women Strategy, 2007). This has been done to ensure that women are not discriminated in any way. Chapter 3 - Methodology 3.1 Introduction The methodology for this research is based on the information gathered from the literature reviewed in the second chapter. In order to conduct my research, I interviewed female journalists from both India and Ireland. In addition to the interviews, I also counted the number of stories authored by female journalists and featured in major newspaper dailies across India and Ireland. This chapter helped me in finalising the method for the interviews and the rest of the analysis. 3.2 Research aim The primary aim of this research is to analyse gender discrimination in the news industry in India and Ireland. It also aims at comparing how women journalists are treated in India and Ireland. Another aim of the research is to analyse the situation and then process some suggestions to improve the condition of female journalists, ways to encourage more female faces to join media industry and to equalise the ratio of male-female journalists and also their pay in both India and Ireland. 3.3 The interview process In order to understand, analyse and compare how women journalists are treated in India and Ireland, I conducted interviews with four Irish and four Indian female journalists. I interviewed female journalists who have a long enough experience of working in the news industry. Each interview lasted around 10 to 15 minutes. The identity of the participants will be kept anonymous. There was a fear that the participants may be uncomfortable because they will speak about the gender discrimination they have experienced. Speaking about being subjected to gender discrimination is likely for some people to be distressing and/or it may make them uncomfortable. I tried to make them comfortable by assuring that their data would be treated with full confidentiality. They agreed that it was easier to talk on this topic if their identity won't be disclosed at all The interviews conducted in order to complete the research were qualitative in nature. The qualitative interviewing helped me in getting the in-depth views from the interviewees. The interviews were conducted in a semi-structured format. According to Britten (1995), semi-structured interviews consist of several key questions that help to define the areas to be explored, but also allows the interviewer or interviewee to diverge in order to pursue an idea or response in more detail. One of the advantages of conducting semi-structured interviews is that the interviewer gets time to prepare questions ahead of time which helps in getting a good interview. These types of interviews often allow the participant to express their views in their own terms (Cohen, 2006). 3.4 Interview type I conducted interviews face-to-face, over the phone and also, over email. According to Lamnek, qualitative interviews are almost exclusively conducted (Lamnek 2010:315). Usually, most of the qualitative interviews are conducted in person. But Susanne Vogl (2013) , states in telephone interviews seem to be on the rise because they are low in cost and have good reachability. I interviewed two journalists over the telephone because most of them had busy schedule to commit to a face-to-face interview. According to Melanie C. Green and Jon A. Krosnick, the telephone has many advantages which include the possibility of centralized, quicker turnaround time, and the possibility of closer supervision of interviewers to assure greater standardization of administration (Green and Krosnick, 1999) . I also had to interview one of the female journalists over the email because of her travel plans and other commitments. Meho (2006) suggests that E-mail interviews cost considerably less to administer than telephone or face-to-face interviews. The researchers can have people participate from all over the globe just by sending them the questionnaire individually or through the email lists. This is beneficial as you don't have to invest money by making a call or traveling to take a face-to-face interview. I recorded the face-to-face and telephone interviews to collect the information. The telephone interviews were recorded on by the help of a phone application that enables you to record conversations. 3.5 Conducting interviews Convincing female journalists in India and Ireland for the interviews and then conducting them was a learning successful altogether. The first interview that I conducted was with an Indian journalist and it helped me to realise certain things and then perfecting my questionnaire for the other interviews. Then I continued interviewing other Indian female journalists I asked 10 questions to each of the interviewees (see Appendix A). The interviews that I conducted with the Irish journalists were very informative as well. The information, views and the suggestions that I got from the Irish female journalists helped me a lot with my research. 3.6 Interviewee selections I selected the interviewees based on for how long they have been working in the news industry and knowledge they have regarding gender discrimination in their country and in other parts of the world. I contacted Interviewee 1 by emailing her and then she helped me in getting interviews with Interviewee 2 and 4. I contacted Interviewee 3 via email as well. I was able to interview Interviewee 5 as I worked with them in an organisation in India. She helped me in contacting Interviewee 6, 7 and 8. The identity of the participants will be kept anonymous, therefore I cannot name the female journalists I interviewed from India and Ireland. Interviewee Age Group Nationality Interviewee 1 30-40 Irish Interviewee 2 35-45 Irish Interviewee 3 40-50 Irish Interviewee 4 40-50 Irish Interviewee 5 30-40 Indian Interviewee 6 25-35 Indian Interviewee 7 30-35 Indian Interviewee 8 40-50 Indian Akhileshawari (2013) ‘Status of Women Journalists in India' Press in the South, p. 23 Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf.(Accessed on 29/06/2017) Bhagat, P. (2013). ‘Status of Women Journalists in India' We Dedicated the Women's Page to Rape, Status of Women Journalists in India, p. 47, 48 and 49. Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf.(Accessed on 29/06/2017) Britten, N. (1995) Qualitative Interviews in Medical Research. Available at: https://www.researchgate.net/publication/15572196_Qualitative_Interviews_in_Medical_R esearch (Accessed on 23/07/2017) Bobbitt-Zeher, D. (2011) ‘Gender Discrimination at Work' Connecting Gender Stereotypes, Institutional Policies, and Gender Composition of Workplace. (Accessed on 24/07/2017) Chambers, D., Fleming C. and Steiner, L. (2004) ‘Women and Journalism' Women and Journalism in the United States and Britain. (Accessed on 29/06/2017) Chhakchhuak, L. (2013) ‘Status of Women Journalists in India' Poorly Paid, Insecure in North East. Status of Women Journalists in India, p. 17, 18 and 19. Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf(Accessed on 29/06/2017) Childs, S. (2011) ‘Gender Discrimination in the Workplace' Introduction. (Accessed on 29/06/2017) Citizens Information Equality in Workplace. Available at: http://www.citizensinformation.ie/en/employment/equality_in_work/equality_in_the_workplace.html. (Accessed on 24/07/2017) Cohen, D. (2006) New Jersey: Robert Wood Johnson Foundation ‘Qualitative Research Guidelines Project' Semi-structured interviews. Available at: http://www.qualres.org/HomeSemi-3629.html (Accessed on July 23, 2017) Compton, M. (2007) ‘Women in Business' The Gender Pay Gap. 59(6), 32-34. Retrieved from Academic Search. (Accessed on 28/06/2017) Department of Justice, Equality and Law Reform under the direction of an Inter Departmental Committee (2007) ‘National Women's Strategy 2007 - 2016' Available at http://justice.ie/en/JELR/National%20Womens%20Strategy%20PDF.pdf/Files/National%20Womens%20Strategy%20PDF.pdf. (Accessed on 29/06/2017) European Institute for Gender Equality (2013) Review of the implementation of the Beijing Platform for Action in the EU Member States: Women and the Media — Advancing gender equality in decision-making in media organizations, Available at http://eige.europa.eu/sites/default/files/documents/MH3113742ENC-Women-and-MediaReport-EIGE.pdf. (Accessed on 29/06/2017) Franks, S. (2013) ‘Women and Journalism' Backwards and Forwards - Onwards and upwards. (Accessed on 28/06/2017) Gluck, S. (2017) ‘Chron' The Effects of Gender Discrimination in the Workplace. Available at: http://smallbusiness.chron.com/effects-gender-discrimination-workplace-2860.html(Accessed on 10/06/2017) Green, M.C. and Krosnick, J.A. (1999) The Ohio State University Comparing Telephone and Face to Face Interviewing in Terms of Data Quality: The 1982 National Election Studies Method Comparison Project. (Accessed on 24/07/2017) International Women's Media Foundation (2013), Global Report on the Status of Women in the News Media, Available at https://www.iwmf.org/wp-content/uploads/2013/09/IWMF Global-Report-Summary.pdf. (Accessed on 29/06/2017) Jha, R. (1992) ‘Status of Women Journalists in India' Women in Print media: Initiating new perspectives, p. 105 and 106. Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf(Accessed on 29/06/2017) Joyce, A. (2014) ‘Washington Post' Is journalism really a male-dominated field? The numbers say yes Available at https://www.washingtonpost.com/news/style/wp/2014/05/20/isjournalism-really-a-male-dominated-field-the-numbers-say-yes/?utm_term=.f13a748a8dec. (Accessed on 28/06/2017) Ledden, S. (2015) ‘University Times' Women in Journalism, Available at www.universitytimes.ie. (Accessed on 28/06/2017) Malaviya, S. (2013) ‘Status of Women Journalists in India' Glamorous Industry Fails to Look after its Own, Status of Women Journalists in India, p. 13 and 14. Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf.(Accessed on 29/06/2017) Mathur, N. (2017) ‘Live Mint' Indian men earn 25% more than women: Monster Salary Index. Available at: http://www.livemint.com/Industry/n6vXUU0TRB44SFg6uXSReI/Indian-menearn-25-more-than-women-Monster-Salary-Index.html. (Accessed on 29/06/2017) Morgan McKinley (2016) ‘Gender Pay Gap, Ireland' Key Findings: The Gender Pay Gap in Ireland, Available at: https://www.morganmckinley.ie/sites/morganmckinley.ie/files/gender_pay_gap_in_ireland _2016.pdf. (Accessed on 29/06/2017) Meho, I.L. (2006) E-mail interviewing in qualitative research: A methodological discussion, Available at: http://onlinelibrary.wiley.com/doi/10.1002/asi.20416/abstract. (Accessed on 20/07/2017) National Union of Journalists. Available at: https://www.nuj.org.uk/where/ireland/. (Accessed on 29/06/2017) Padavic, I. and Reskin B. (2002). Thousand Oaks, CA: Pine Forge Press. ‘Women and men at Work Second Edition'. Available at: https://books.google.ie/books?id= YAMIKD5DXAC&printsec=frontcover&source=gbs_ge_summary_r&cad=0#v=onepage&q&f= false (Accessed on 24/07/2017) Rai, U. (2013) ‘Status of Women Journalists in India' Women in Journalism Then and Now, p. 43. Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf(Accessed on 29/06/2017) Ross, K. (2001) ‘Journalism Studies' Women at Work: journalism as en-gendered practice. Available at: http://www.tandfonline.com/doi/pdf/10.1080/14616700120086404?needAccess=true(Accessed on 15/06/2017) Reskin, B. (1993) ‘Annual Review of Sociology' Sex segregation in the workplace 19:241-70. (Accessed on 24/07/2017). Strong, C. and Hannis, G. (2007) ‘Australian Journalism Review' The Visibility of Female Journalists at Australian and New Zealand Newspapers: the Good News and the Bad News, 29(1), pp.115-126[Online].Available at: http://www.academia.edu/228861/The_visibility_of_female_journalists_at_major_Australian_and_New_Zealand_newspapers_the_good_news_and_the_bad_news (Accessed on 29/06/2017) Sule, S. (2013), ‘Status of Women Journalists in India' Women Journalist: No Big Deal, p.39 Available at: http://ncw.nic.in/pdfreports/status%20of%20women%20journalists%20in%20india.pdf.(Accessed on 27/06/2017) Vogl, S. (2013). ‘Sociological Methodology' Telephone Versus Face-To-face Interviews: Mode Effect on Semi-structured Interviews with Children. (Accessed on 24/07/2017). Walsh, A. Ellard (2014), ‘Irish Examiner' Journalism conference discusses sexism in media Available at: http://www.irishexaminer.com/ireland/journalism-conference-discussessexism-in-media-258933.html. (Accessed on 29/06/2017) Who Makes the News (2015) ‘Global Media Monitoring Project'. Available at http://whomakesthenews.org/gmmp/gmmp-reports/gmmp-2015-reports. (Accessed on 24/07/2017) Wolfe, L. (2017). Corporations Sued for Gender Discrimination against Women and Men. www.thebalance.com. Available at: https://www.thebalance.com/gender-discriminationagainst-women-and-men-3515719. (Accessed on 28/06/2017) Women in Journalism (2011) ‘Why is Public Life Dominated by Men?' By-line research survey. Available at: http://womeninjournalism.co.uk/research/. (Accessed on 28/06/2017) Workplace Fairness Sex/Gender Discrimination - Workplace Fairness. Available at: https://www.workplacefairness.org/sexual-gender-discrimination. (Accessed on 28/06/2017) Appendices citation: Banswal, Deepansha (2017) An analysis of gender discrimination in the news industry: A comparative study on how women journalists are treated in India and Ireland. Masters thesis, Griffith College. document_url: http://go.griffith.ie/141/1/Deepansha%20Banswal%20MAJ%20DISSERTATION.pdf