Labour market discrimination and exploitation have been central concerns in understanding gender issues in work, employment, and productivity. Various economic and sociological theories provide frameworks to analyze why women and other marginalized groups often face unequal opportunities, lower wages, and limited career advancement in the workforce. One of the foundational explanations comes from Becker’s Theory of Taste-Based Discrimination. Gary Becker proposed that employers, co-workers, or customers may have a “taste” or preference against hiring or working with certain groups, including women. In this framework, discriminatory behavior is driven by personal prejudice rather than differences in productivity or qualifications. Employers who discriminate may be willing to incur higher costs, such as paying more to non-preferred workers, simply to avoid working with women or minority groups. While this model highlights the role of