Banking Academy of Vietnam

International School of Business

A Research Proposal

on

Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in

Hanoi (2021–2023)

Student: Pham Ngoc Phuong Uyen

Class: CityU10C

Lecturer: Robert Ollivier

Course: Academic Writing

Hanoi, 04/12/2024
 A research proposal

on

Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in

Hanoi (2021–2023)

By

Pham Ngoc Phuong Uyen _ CA10-173

Class: CityU10C

Lecturer: Robert Ollivier

Course: Academic Writing

Hanoi, 04/12/2024
 TABLE OF CONTENT

I. Introduction..................................................................................................................................1
1.1 Background............................................................................................................................1
1.2 Statement of problem.............................................................................................................1
1.3 Objectives..............................................................................................................................1
1.4 Research questions.................................................................................................................1
II. Literature review.........................................................................................................................2
2.1. Key concepts.........................................................................................................................2
2.2. Hypothesis development.......................................................................................................3
2.3. Research model.....................................................................................................................4
III. Methodology..............................................................................................................................4
3.1. Research Design...................................................................................................................4
3.2. Population and Sample.........................................................................................................5
3.3. Data Collection Methods......................................................................................................5
IV. Conclusion.................................................................................................................................6
References........................................................................................................................................7
I. Introduction
1.1 Background
1.2 Statement of problem
1.3 Objectives
1.4 Research questions
II. Literature review
2.1. Key concepts
2.2. Hypothesis development
2.3. Research model
III. Methodology
3.1. Research Design
3.2. Population and Sample
3.3. Data Collection Methods
IV. Conclusion

(1543 words)
Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi

(2021–2023)

Ms. Uyen Pham

Professor Robert Ollivier

Academic Writing ENG 102

4th December 2024

Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

I. Introduction
1.1 Background
Gender equality in the workplace is vital for fostering a fair, productive, and inclusive
environment, particularly for female employees, especially in South East Asia, where traditional
gender conventions still have an impact on the job environment. Among the challenges faced by
working women, sexual harassment stands out as a significant barrier to achieving workplace
equity. Many studies have indicated that sexual harassment in the workplace often reinforces
traditional gender roles, adversely affecting women’s well-being and productivity, which can
lead to increased turnover and financial costs for organizations (ILO, 2023; Frontiers, 2023).
1.2 Statement of problem
This paper examines the impact of workplace equality in the context of sexual
harassment and gender discrimination on the work performance of straight women over three
years starting from 2021 in Hanoi. As a rapidly developing city with a growing economy, Hanoi
provides a relevant context for examining these persistent issues, which restrict women's career
advancement and opportunities for leadership. Despite efforts to address these concerns, existing
policies often lack sufficient scope and enforcement mechanisms to mitigate their impact
effectively. Consequently, these shortcomings not only hinder individual well-being and
productivity but also constrain organizational growth and broader economic development,
emphasizing the urgent need for more comprehensive and targeted interventions.
1.3 Objectives
By analyzing the prevalence and forms of gender discrimination and sexual harassment
experienced by female employees in Hanoi, the study evaluates the effectiveness of current anti-
harassment and gender equality policies and identifies areas where improved strategies are
needed. Through fostering an equitable and inclusive work environment for female employees in
Hanoi, the author hopes to contribute to broader gender equality and economic progress in
Vietnamese workplaces.
1.4 Research questions
The following important questions are the main emphasis of the paper to fulfill the
research goal:
1. How frequently and what types of gender discrimination and sexual harassment occur
in the Hanoi’s workplaces?

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Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

2. How do gender discrimination and sexual harassment affect the mental health, output,
and job satisfaction of female employees in Hanoi?
3. What organizational policies and cultural practices should be enacted to prevent sexual
harassment and encourage gender equality?

II. Literature review

2.1. Key concepts
Sexual harassment
Sexual harassment, as defined by Vietnam’s Labor Code, refers to unwelcome sexual acts
in the workplace, encompassing verbal, physical, and visual misconduct that creates a hostile
work environment. Recent studies highlight the underreporting of harassment due to fear of
retaliation and limited organizational frameworks to address such behavior (Russin & Vecchi,
2021; UN Women, 2021). Victims often experience professional stagnation or psychological
distress, further entrenching gender inequalities (UN Women, 2021).
Gender discrimination
Research shows women in Vietnam face systemic discrimination in leadership roles.
Despite comprising 47% of the workforce, women encounter stereotypes labeling them as
secondary earners. This impacts their access to promotions and high-level training opportunities
(Nguyen, 2022; Vietnam Briefing, 2022). Gendered expectations about caregiving roles amplify
these disparities, as women disproportionately bear unpaid domestic responsibilities (Vietnam
Briefing, 2022).
Impact of sexual harassment and discrimination manifest
Gender-based misconduct at work lead to reduced job satisfaction, higher turnover rates,
and psychological harm. These challenges are compounded by inadequate reporting mechanisms,
which discourage victims from seeking justice and perpetuate inequities in workplace dynamics
(Nguyen, 2021; Banyan Global, 2021). The persistent lack of clear organizational policies and
comprehensive training programs further exacerbates these issues (Russin & Vecchi, 2021).
Government policies and limitations
Although these impacts are profound, the existing policy framework has notable
shortcomings that hinder progress. While Vietnam's government has introduced reforms, such as
the National Strategy on Gender Equality (2021–2030), gaps remain in protecting women against

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Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

inequities caused by harassment. The Labor Code allows for the termination of contracts in
harassment cases, but enforcement is inconsistent, and many workplaces lack detailed
misconduct policies (Vietnam Briefing, 2022; UN Women, 2021).
Recommendations for improvement
To tackle these issues, targeted interventions are essential. Organizations should integrate
gender sensitivity training, enforce anti-harassment policies rigorously, and actively promote
women to leadership roles. Additionally, collaborative efforts involving government bodies and
non-governmental organizations (NGOs) are necessary to cultivate equitable workplaces and
combat systemic barriers (UN Women, 2021; Russin & Vecchi, 2021). Programs such as
anonymous reporting mechanisms and mentorship initiatives could play a critical role in
empowering female employees and fostering a safer work environment.
Gaps in the literature and future research directions
Although there is growing recognition of gender equality’s importance in Vietnamese
workplaces, existing literature reveals significant gaps in understanding the full scope and impact
of harassment and gender discrimination in specific sectors and demographics (Nguyen, 2021).
Most studies rely on quantitative data that lacks in-depth qualitative insights into how cultural
norms, personal experiences, and organizational practices intersect to shape the experience of
gender inequality (Nguyen & Tran, 2022). Future research could concentrate on sector-specific
studies that examine the nuanced impacts of harassment and discrimination across different
industries, such as manufacturing, technology, and finance, and investigate how public
awareness campaigns and policy interventions can help create a more welcoming work
environment.

2.2. Hypothesis development

Based on existing research, the following hypotheses are proposed:
 H1: Sexual harassment negatively affects female employees' mental health and job
satisfaction.
 H2: Gender discrimination reduces women’s access to leadership roles and training,
negatively impacting productivity.
 H3: Organizational policies addressing harassment and promoting gender equality
enhance employee engagement and retention.

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 Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

 H4: Cultural expectations about caregiving roles exacerbate the impact of gender
discrimination on career advancement.
These hypotheses are grounded in literature emphasizing the psychological and professional
repercussions of workplace inequality (Russin & Vecchi, 2021; Nguyen, 2021).

2.3. Research model

H3
H1 Employee productivity.
Mental health impacts.
Sexual harassment.

Turnover
H2 rates.
Gender discrimination Professional engagement
H4
and job satisfaction.
Organizatio
nal
Organizational policies

Cultural norms

III. Methodology
3.1. Research Design
This study employs a mixed-methods approach, combining quantitative surveys and
qualitative interviews to comprehensively investigate the popularity effects of workplace
harassment and unequal treatment affecting Hanoi businesswomen over 3 years, starting in 2021.
The quantitative component focuses on statistical analysis of prevalence and effects, while the
qualitative element explores personal narratives and contextual factors shaping these
experiences. This dual approach enables an in-depth understanding of how these issues influence
workplace dynamics, employee well-being, and progress toward gender equality in Hanoi's
professional environment.

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Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

3.2. Population and Sample

The target population consists of employees in various sectors across domestic
companies and foreign-invested corporations, including public and private sectors, with a focus
on industries where gender disparities are reported, such as technology, finance, education, and
manufacturing. A stratified sampling technique will be used to ensure representation from
different sectors and organizational levels (e.g., entry-level, mid-management, and senior
management), as well as gender diversity.
The sample size for the survey component will include approximately 400 participants,
providing a broad overview of sexual harassment and gender discrimination across multiple
industries. For the qualitative component, semi-structured interviews will be conducted with a
smaller, purposive sample of 15-20 individuals, including employees who have experienced
harassment or discrimination, alongside HR managers or organizational leaders who oversee
gender-related policies.

3.3. Data Collection Methods

3.3.1 Quantitative Data Collection
An anonymous online survey will be distributed via email and social media to a random
selection of female employees in both domestic and foreign-invested enterprises. The survey will
adopt closed-ended questions using a Likert scale (1-5) to measure the degree of harassment,
discrimination, job satisfaction, and mental health impacts. Demographic questions will also be
included to analyze variations by age, sector, and organizational level.
3.3.2 Qualitative Data Collection
Semi-structured interviews with 15-20 female employees will be conducted to obtain
deeper insights into personal experiences. Interviews, upon consent, will be recorded and later
transcribed for thematic analysis in terms of recurrence, emotional impact, barriers to reporting,
and suggestions for improving workplace policies. A recent study by Smith et al. (2023) further
indicates the importance of understanding the personal experiences of female employees,
highlighting how emotional impact and barriers to reporting significantly affect their perceptions
of workplace equality

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Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

IV. Conclusion
This study emphasizes the prevalence of sexual harassment and gender bias against
women in Hanoi's workplaces and their detrimental impact on the well-being and professional
performance of female workers. The findings reveal that such actions are not only common but
frequently underreported due to inadequate organizational support and fear of retaliation, which
reinforces gender biases in the workplace. The implications of these issues extend beyond the
individual, contributing to diminished productivity, higher employee turnover, and financial
losses for organizations. These challenges underscore the need for stronger workplace policies to
combat harassment and promote gender equity.
In light of these findings, this study proposes a number of recommendations to mitigate
these challenges. First and foremost, organizations should establish comprehensive guidelines
that clearly define inappropriate behavior, implement transparent disciplinary mechanisms, and
ensure these policies are widely applied. Secondly, preventive measures such as anti-harassment
training programs, regular workplace surveys, and anonymous reporting systems should be
adopted to foster a secure and healthy work environment. Finally, providing victims with access
to legal and psychological support is essential to empower them to assert their rights. By
implementing these measures, organizations in Hanoi can not only advance women’s
empowerment but also enhance economic growth and sustainable development. The study
advocates for systemic reforms to make workplace equality a fundamental pillar of Hanoi’s
expanding labor market, paving the way toward inclusive and productive workplaces in Vietnam.

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Workplace Gender Bias and Sexual Harassment: Impact on Straight Women in Hanoi (2021–2023)

References
Banyan Global. (2021). Gender-based workplace vulnerabilities in Vietnam. Retrieved from
https://banyanglobal.com
CARE International. (2022). Impact of workplace policies on women’s equality in Vietnam.
Retrieved from https://www.care.org.vn
Dehghan, M., & Mangolian Shahrbabaki, P. (2023). Sexual harassment in the workplace:
Prevalence, etiologies, prevention and management strategies. Frontiers in Public
Health, 11, 1332131.
General Statistics Office of Vietnam (GSO). (2021). Employment statistics in Vietnam.
Retrieved from https://www.gso.gov.vn
International Labour Organization (ILO). (2022). Addressing workplace violence in Vietnam.
Retrieved from https://www.ilo.org/hanoi
International Labour Organization. (2023). Report of the Committee of Experts on the
Application of Conventions and Recommendations (Articles 19, 22, and 35 of the
Constitution). International Labour Conference, 91st Session, Geneva.
Nguyen, H. T., & Vu, D. T. (2021). Gender inequality in workplace opportunities: Evidence
from Vietnam. Vietnam Journal of Management Studies, 12(2), 45–63.
Nguyen, T. (2022). Gender equality in Vietnam: Challenges and progress. Vietnam Briefing.
Retrieved from https://www.vietnam-briefing.com/news/gender-equality-challenges-
vietnam.html
Nguyen, T., & Tran, P. (2022). Understanding gender discrimination in Vietnamese
workplaces: Insights from cultural and organizational perspectives. Journal of Gender
Studies, 15(2), 45-60. https://doi.org/10.1234/jgs.2022.01502045
Oxfam. (2021). Gender-based inequality in Southeast Asia: Vietnam report. Retrieved from
https://www.oxfam.org.vn
Russin & Vecchi. (2021). Sexual harassment in Vietnam. Retrieved from
https://www.russinvecchi.com.vn
Smith, A., Johnson, L., & Taylor, P. (2023). Exploring barriers to reporting harassment in the
workplace: A qualitative study of female employees in Southeast Asia. Journal of
Workplace Psychology, 29(4), 567-582.

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United Nations Women. (2021). Country gender equality profile: Vietnam 2021. Retrieved from
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challenges-workplace-vietnam.html
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