Complications And Effects Of Gender Discrimination In The Workplace

No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political

Over 27,000 claims filed through the Equal Employment Opportunity Commission in the fiscal year 2013, alleged sex-based discrimination (Sex-Based Charges). Most of these gender related accusations are gender discrimination. Stephanie Sipe and Donna K. Fisher, both professors at Georgia Southern University, and C. Douglas Jonson, a professor at Georgia Gwinnett University, state “Gender discrimination occurs when employers make decisions such as selection, evaluation, promotion, or reward allocation on the basis of an individual’s gender” (Sipe, Johnson, and Fisher 342). Most of the time gender discrimination is subjected towards women in the work field, where women are thought as being lower than males in the same organization. In

It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.

Despite Title VII of the Civil Rights Act of 1964, the federal law which bans gender and race discrimination in employment, advancement, and termination, ethnic discrimination and prejudice in the workplace is still a very pertinent issue. In fact, racial discrimination is the most common kind of discrimination workers report to the Equal Employment Opportunity Commission (EEOC), the federal agency in charge of enforcing Title VII. Prejudice in the workplace is shown in a variety of forms, is either obvious or subtle, and at times may occur without employers even realizing it. As the General Manager of a popular restaurant in Texas, I witnessed such racial discrimination and prejudice firsthand and saw how detrimental it is to the success of

The authors provide several examples throughout the chapter that prove that discriminatory gender constructions based on sex and race are manifested in the institution of work. One of the most significant examples is the wage gap, which is prevalent across career fields. According to the authors, “Even the most conservative analysis recognizes at least a 5% pay gap across all jobs (Kolesnikova & Liu, 2011),” (Palczewski 187). There are several factors that contribute to this wage disparity, but the book outlines that organizational structure and microcommunication are what makes work gendered. Discriminatory gender constructions are also manifested in sex segregated professions. Predominantly female occupations, like nursing or teaching, are

According to Brescoll et al. (2012), mention the issues men come across when trying to enter a feminized occupation like preschool education, or nursing. These occupations are viewed as less masculine, thus the penalty is being viewed as lower status individuals (Brescoll et al., 2012, p. 354). If we reflect on the norms of masculinity, our common understanding is that men are high achieving individuals that must sustain their family and most importantly their status within an organization is profoundly viewed upon. Brescol et Al (2011) puts forward that males, who work for gender deviant supervisors, are subordinate thus having a diminished status and respect to their gender identity. This is to say that within organizations there is an

These situations are what give muted females a one sided understanding of the male’s standpoint however also could position women into a negative outlook of males in the workplace. Studies shows that females working in organisations won’t easily promoted as opposed to men (Frankel, 2004).

This critical examination and study, done by Karrie Ann Snyder and Adam Isaiah Green, dives into the data of a predominately women’s job, nursing, to find out if men really have a “glass escalator” when it comes to advancing up to top positions and dissects the notion of horizontal segregation. The glass escalator theory is one that assumes males in female dominated professions are pushed up the ladder to administrative and supervisory positions much easier and faster than women. Throughout the article, they explain the methods used to gather the data, both

Being a male or a female is the most important determinant of the person’s directions and interests in his/her life. To possess and exhibit the suitable gender characteristics is not an easy mission. The rules of this mission are either inherited or placed by the society. Even though no specific person organizes those rules, the society expects everyone to obey. Gender rules may be strict, and they may put the person under unfavorable pressure. Nevertheless, most people accept them, and maintain their gender characteristics involuntarily. Males and females differ in almost all characteristics. They are different in the way they express their feelings, and in the way they react in response to most situations. Gender differences can be

In the workplace, bosses and co-workers often tend to discriminate women. During a job interview, interviewers perceive women by their gender stereotypes and physical appearance, which prevent women from getting hired. Women have lower chances of getting promoted and advancing in their careers because society perceives them with having a conflict between work and family life. Women also earn far less money than men because they do not have careers requiring on the job training, do not overwork as much as men, and are perceived as not devoted to her career. The review will discuss women and the reasons behind the discrimination that they face in the hiring process, earning promotions, and their annual salary earnings in employment because of their gender.

Nowadays there are a lot of ethical issues in a workplace around the world. A major ethical issue in a workplace is gender discrimination against female workers. A lot of companies are directly or indirectly treating female workers like they are lower class citizens compare to the male workers. In the case of Walmart which is the largest well known retailer with an annual revenue of four hundred and forty-seven billion . They also shows a lot discrimination against women workers who work in their stores. They use different ways which are unethical to discrimination the female workers who are loyally working for them.

In the present globalized world, businesses are urged to advance decent variety in the work place. While this may seem like an awesome plan to develop social mindfulness among representatives, decent variety in the working place comes with offer of cons also. Discrimination and harassment are a portion of the regular issues looked by representatives in a socially assorted work place.

We have made a lot of strides for women in the workplace in the past couple of decades but the problem that still remains is discrimination. A women just wants to be treated like others in the workplace and not to be harassed, judged, looked down or might not be considered for the position because she is a women. According the Department of Labor Statistics 57% of women participate in the labor force, 70% of these women have children under the age of 18. And still there is a 21.1% wage gap between men and women. “Each new group of young women entering the workforce over the past 30 years has started out at a higher average hourly wage relative to men. However, the more recent groups of young women have also seen their wages fall relative to men during their work lives.” (Pew Research, 2013) Women have fallen to the waist side of men mostly because they are mothers and companies believe won’t be able to perform at work. Women often have to take on many different hats when they are mothers including having to be a sole provider for her family and not being able to make the same amount of money makes it harder for her to do that.

American women can vote, hold office, and they can work in a public work environment. They are considered have an equal opportunity when compared to men. What is the true definition of equal employment opportunity? Does this mean that women and men are offered the same opportunities in the workplace? As well treated equally in regards of the opportunities of advancement and pay .Just because a woman can hold the same position does that mean that they will be offered the same amount of respect and given the same pay as a man. Nobody should feel objectified or discriminated upon for any reason.

This report will explain what it means to have a gender diverse workplace. Firstly, the report will identify programs that currently target gender diversity and what they are implementing to combat such an issue. Secondly, the report will explain how business performance correlates to workplace diversity. Thirdly, the report will discuss cognitive bias and how this influences the workplace environment. Finally, the report will discuss any reflections and recommendations the writer feels necessary. The report will show the benefits of having a gender diverse workplace, it will show the challenges and the rewards of completing such a task.