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In India, women encounter twofold challenges – declining labour force participation and a widening gender wage gap (GWG). The study explores the precarious position of women during the third decade of economic reforms. It examines the influence of demographic and job characteristics on wages, uncovering socioeconomic imbalances and disentangling wage disparities attributable to productive and non-productive factors.

Using unit-level data from the NSS EUS (2011–12) and PLFS (2018–19), the study employs OLS and quantile regression methods to estimate the contribution of socioeconomic factors in wage determination. It applied Oaxaca–Blinder decomposition alongside other mean-based decomposition approaches. Furthermore, the counterfactual decomposition proposed by Machado–Mata and Melly is also applied.

Structural and socio-cultural barriers continue to depress women’s LFPR and wages. Women remain concentrated at the lower end of the wage spectrum, earning less than men. However, GWG has slightly narrowed, but discrimination remains substantial, which is primarily driven by employers’ undervaluation of women’s work, rooted in prejudice. Additionally, the sticky-floor phenomenon worsened in 2018–19, further hindering upward mobility.

Leveraging recent survey data helps inform policy discourse to promote gender equality and address workplace disparities. It urges policymakers to re-evaluate anti-discrimination measures to combat socioeconomic challenges.

The main purpose of this paper is to empirically investigate the spiraling effects of workplace incivility. In doing so, the authors examine how workplace incivility begets other forms of mistreatment such as ostracism and abusive supervision, which in turn hinders employees’ job performance. In addition, the authors also test the buffering role of social skills in this process.

This study investigates a mediated moderation model with multitime and multisource data from 205 employees working in different Pakistani-based organizations (self-rated at T1 and supervisor rated at T2).

The results of this study provide support to the predictions that workplace incivility diminishes employees’ ability to perform through parallel mediations of ostracism and abusive supervision. The empirical findings also show that social skills moderate the negative relationship between abusive supervision and job performance.

This work extends the contemporary slant in workplace incivility, ostracism and abusive supervision literature by providing empirical evidence of spiraling effects of workplace incivility. In addition, the authors also tested the critical buffering role of social skills in mitigating the negative effects of such mistreatments at work.