A Brief Note On Break The Cycle Of Disadvantage We Should Look At It From The Perspective Of A Woman

These figures demonstrate significant trends in the changing profile of today’s labour pool. Not only are companies forced to recruit and hire from an increasingly diverse workforce, but companies intent on succeeding also will have to retain, motivate and engage the most talented women. Flexible work arrangements are options for helping working mothers integrate work and family responsibilities, so that women can function better both at home and in the workplace.

It seems that women workers have reached a plateau in society. In order for women to be respected (as men are) in the workplace there needs to be a redistribution of domestic and family work. It’s acceptable now for women to work; but this acceptance into the workforce has not drastically changed what they, women, are expected to perform at home. There is no way for women to move forward to equality in pay if they are not recognized as contributers to their job (i.e. women are still expected to perform outside of work in the family setting as well in a way that men are only expected to perform at work and not at home).

This research also shows that when women take these leaves of absences, it will impact their career by decreasing their earnings in the long run (Patten, 2015). This is seen as an indirect form of discrimination in the workplace because even though an employer is not neglecting a woman for simply being a woman, they still are the ones who are expected to leave their occupation in order to care for their family and that creates much more significant long-term impacts on their careers than on a man’s career. This is quite unfortunate because as stated earlier, women are becoming a much larger force in high-paying jobs that are typically overrun and controlled by men, for instance, professional and managerial positions. However, research still shows that women

Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.

With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant

Do women belong in the workplace? Should employers treat them differently because of their responsibilities in the home? The article “Female Company President: ‘I’m Sorry to all the Mothers I Worked With’” by Kathrine Zaleski, president and co-founder of PowerToFly, argues that women can be both successful mothers and employees if employers take the initiative to accommodate them. She believes that women have the ability and skills to become both valuable employees and involved mothers, but employers need to make adjustments in several common work practices in order to build women up to their full potential.

The article “Female Company President: ‘I’m Sorry to all the Mothers I Worked With’” by Kathrine Zaleski, president and co-founder of PowerToFly, argues that women can be both successful mothers and employees if employers take the initiative to accommodate them. At the beginning of the article, she regretfully recalls moments in her career in which she judged other women for trying to balance family life and a career. After she gave birth to her own daughter that she realized that she held wrong and harmful attitudes towards female employees with children. Our society required her to choose between a career and raising a child, and she decided that something needs to change. She decided to co-found a company

Incomes in the U.S. are currently falling, particularly among low-income families. Because one income is no longer enough to support the family, it is now necessary for many women to bring home a paycheck as well. (Warner 27). Having young children while working is difficult for many women in the U.S. workplace. In fact, thirty-five percent of U.S. women have cited work and family balance as their largest, single concern (Appelbaum and Milkman 8). For this reason, many developed countries around the world devote resources to providing for their young families because they are aware of the role that women play in sustaining the country. In 2014, eleven countries provided at least one hundred weeks of protected leave and the majority of

Due to a high rate of women opting out of the work force, they are leaving behind a negative stigma throughout the job market. This negative reputation has women not being seen as the ideal worker, especially for jobs that the individual has to work 35 to 40 hours a week. Women are stereotyped as future mothers when they enter the workforce, so they are not seen as the quintessential person for certain job positions. They also have to face societal norm that they are the care givers and that’s how it also has been. So if a child is sick or they need to be picked up, it is majority of the time the mother that has to leave work or has to take a few days off.

The present struggle for women in Western societies to manage the double burden of paid and unpaid work has many economic disadvantages. On average women employed fulltime find themselves completing 14.3 hours of housework per week, whereas their male counterparts complete only 6 hours of housework per week . As women are unfairly burdened with domestic responsibilities they often miss out on senior positions. Crab highlights that in 2014 women represented “60 per cent of graduates,” however occupied only “10 per cent of executive positions. And only 2 to 3 per cent of CEO positions.” If women become mothers they are further economically disadvantaged as they resign from their job all together or need to find flexible work, statistically retiring with less superannuation than men . These social structures disadvantage women’s finances and Australia’s economic growth. Pru Goward, former sex

Motherhood might cost women more money than what it takes to raise a child. The gender pay gap has been an issue from centuries ago that still lives in modern day work places. The issue is heard from all around the world in different countries where working women are experiencing this unfairness. From the country of the free to the across the pond women have experienced lower pay rates than their male counterparts. Specifically, after they have returned from maternity leave. Two verbal claims from The New York Times and The Guardian suggest this is a valid argument. Claire Cain Miller correspondent for The New York Times and Katie Allen reporter for The Guardian come from distinct backgrounds, but both researched and agree that working women who become mothers have a reduced salary than new fathers. Miller and Allen both lay claim to the gender pay gap as an economic issue.

Perhaps, the best way to make businesses more women friendlier is to encourage dads to take more paternity and shared paternal leaves. This will allow moms to return to work as early as possible, giving them an opportunity to be more work oriented and to earn more money. A ’90-DAY’ DADDY QUOTA allows couples to take joint paternal leaves on a take-it or leave-it basis which means if the father doesn’t take time off work the couple as a whole loses 3 months paid leave.

Apart from maternity leave, there is inclusive paid parental leave or paid paternity leave which permits dads to take time off to take care and bond with their child. Research shows that conservative attitudes toward parental leaves are changing to a more inclusive approach where men want to be more involved and have as much time as the mother with their kid (Harrington 2013). HR policies that offer gender-inclusive leave provide significant benefits to everyone in the family. Child rearing, particularly at the beginning of the baby’s life, is important because during this bonding time families create emotional benefits that establish the building blocks for more involved parenting in the future (Allen and Daly 2007). Additionally, men taking more responsibility for child nurturing benefits women since it improves

This suggests the need for a role in taking responsibility for paid maternity leave to majority of women among the society and hence employers should weight more heavily in taking the role. Women are significantly affecting the operation of the labour market as women’s workforce participation rates increase to 64% in 2002 (ABS, 2003). This reflected a high proportion of women that have access to tertiary education. Hence, employers should seen women as a potential role and make more use of the skills of women (Ross, 1992). Green (1996) has made a value statement that women are seen to bring additional value to organisations by virtue of their distinctive set of skills. As a result this is suggesting employers to widening the potential number or type of employees available to a company (Green, 1996).

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.