Flawed Policy Failed Politics

That women will take all these jobs from men because women are more suited for the workplace with their calmer temper, and higher graduation rates than their male counterparts. Rosin argues that men will not adapt to this work climate that increasingly focuses on nurturing professions but women have, for the past century, crossed the boundary and taken up careers in “male” careers (377). Today, women make up more than half of the managerial jobs, doubling their share of those jobs in 1980, while holding 54% of accounting jobs yet slightly less than half the lawyers and physicians (Rosin 378). Rosin also points yet that while women are by far the minority for STEM careers, they have gained significant ground in the last four decades (378). With all this evidence to fortify her claim, Rosin hypothesizes a doomsday for the man who is not in the technology

Findings and Conclusion: This research shows that women are still unrepresented in top management globally. The difference in performance of the companies in the same country and same industry implies that diversity serves a competitive differentiator. Certain companies focus on gender diversity and others focus on ethnic and racial diversity but no company in the top quartile focus on both. Companies which have greater diversity are able to attract top talent, improve internal and external customer satisfaction, improve decision making and hence improve

Over the past few decades, great strides have been made by women in the workplace. This increased number in women in the workplace does not mean equality however. Even with equal qualifications and achievements, women are still not given all the opportunities that men have. The chapter in the textbook, “Gender at Work”, shows us more of these inequalities in the workplace. Such inequalities cause gender segregation of jobs and can be linked with the pay inequality in the labor force. Even in jobs that are predominantly filled by women, men earn more than women. Women are often stereotyped as being family focused and not as able to travel, therefore they tend to get passed up for promotions (Garson p.353). This invisible barrier that keeps women from moving up the executive ladder is referred to as the “glass ceiling” (Baxter and Wright p. 346). Women also tend to do more domestic work, or unpaid labor and caregiving. This extra unpaid work is referred to as “the third shift” and is largely rested on the shoulders of women (Gersel p. 352). Consequently, this seems to be one of the biggest things holding women back from taking on jobs that are normally considered male

This generation has experienced an unprecedented upsurge in the number of women in the workplace, thus the need to understand diversity. Changes in family structure mean there are no traditional family roles, this shows that the issue of diversity cuts across both gender and race.

It is easy to make a case to pass legislation for a quota for women on corporate boards. There is statistical data showing a difference in pay between men and women. Women often hit a ‘glass-ceiling’ when it comes to promotions in the workplace; and even when they are able to progress, it is often more difficult than men. Women lack a female mentor in the workplace to sponsor them because women who are in a position of power are afraid of losing that position. According to the text, “women who have achieved positions of power in male-dominated environments may fear competition from other women and actively work to undermine them” (Allard & Harvey, 2015). Lastly, on a global scale, four prominent countries (Norway, Finland, France, and Italy) have already passed legislation involving quotas for women in corporate positions (Allard & Harvey, 2015).

This critical review will examine and analyze the article No Longer ‘One of the Boys’: Negotiations with Motherhood, as Prospect or Reality, among Women in Engineering written by Gillian Ranson (2005) and published by the CRSA/RCSA. This article provides an overall assessment of the challenges women face in the male dominated field of engineering. Specifically, it addresses how women handle the stresses of being engineers and mothers. This critical review will analyze the content of the article, explore the strengths and weaknesses, critique the methodology and consider what could have been done differently.

At the time, if women did choose to pursue a career instead of becoming a housewife, there were only three main paths they could take: schoolteacher, nurse, or secretary. It was just one of the “limits of being born a woman” (11). Women who chose to rebel even further and attempt to pursue careers in science and technology were greeted with little to no diversity; many of the JPL computers recall being “the only woman in a group of men” in both classrooms and workplaces (13). And even if they made into a corresponding profession, they had far less chance of being promoted than their male counterparts. Many of the JPL women longed to become engineers, a title with more distinction than that of computers, but not only was engineering considered a “man’s profession”, with women widely discouraged from pursuing careers in it, but most engineering schools in the country wouldn 't even accept women. This was a prominent and long standing issue at JPL. When she was hired, Helen Ling’s knowledge of math and science was such that “if she had been a man applying for the job, she wold likely have been hired as an engineer” (118). As such, there wasn 't a single female engineer at JPL at the time; Barbara Paulson says that in her mind “an engineer was a man”, adding even more depressingly that she “couldn’t imagine that a

The amount of women working in skilled trades today, alarmingly is the same as when women first entered back in 1978. Despite the advances women have made in the workforce, construction jobs still employ the fewest amount of women. There are women who have broken through the barriers and pushed past the discrimination who are successful. Women like Brenda Berkman, a firefighter, and Lois Ross, a biomedical engineer, prove that there is a way for women to be successful in the field. The key components that contribute to the success these women achieve is the installation of the Affirmative Action Plan, the installation of unions, and support from other women as well as men in the field.

It has been reported that in 1970, women held an unemployment rate of 5.9 percent; and as of 2012, women hold an unemployment rate of 7.9 percent (Data & statistics, 2014). With an increase in unemployment by two percent, job security after graduation is a concern for many women. “Within the United States women are more likely to live in poverty than men and still face significant barriers to economic security and stability, including: occupational segregation; barriers to moving into higher-level positions; low wages and unequal pay; inadequate workplace flexibility; and pregnancy and sex discrimination.” (Data &

My thoughts about this article was that it was informative about the how the tech industry discriminate against women. Reading half way through the article I got the sense that what women are facing in the tech industry can also be said about other field of work, like the business field in general, engineering careers, and other field of work that men used to dominate. With the rise of college educated women, more and more women are heading to places that in the past prevented them from working there, as working there was seen as a man’s job. The three keys about this article that I got from it was the workplace culture, pay and promotion opportunities, and lack of female mentors in the tech industries.

Women have experienced a historic situation of inequality in the social as well as professional aspects. Women were normally the ones that would take care of children, do the chores in the house, and in rural areas; they would work in the field with the rest of the family. However, today’s women have become more self-sufficient and independent from the predominant male figure within every historical family. Gender inequality in the workplace is becoming less common; yet, gender is a factor that affects men and women. Especially women have been subjected to a historical discrimination that has influenced society to decide which job is more suitable for women than men. However women have confronted and tried to break down the barriers that

Xie states that women with children have a much smaller chance to pursue a career in engineering. These women are less likely to receive a promotion. Gender roles in society demand more of women in raising children. Differences in marriage and social life can be held responsible for most of the difficulty that is placed on women in engineering.

In striking resemblance to the aforementioned issues, women experience ridicule and other problems in the work place. As lending evidence, “According to the National Association of Women in Construction, less than 10 percent of women are in [the] industry” (Godwin, 2010, ¶ 9). Since I have worked in a few construction fields over my lifetime, I can personally attest to the mentality of numerous male workers in the business, regarding women infiltrating the ranks. Most often, men believe that women are inferior in the strength, endurance and mental abilities, which all are presumably necessary to be even moderately effective in the trade. Comparatively speaking, as much as nursing is customarily seen as a female position, due to its caring nature, construction is expected to be a man’s job, because of the assumed prerequisite of toughness.

With more and more women participating in the job market and qualifying for senior positions, gender diversity in senior and executive positions is of significance to the development of a company (Johns,2013). Research studies show that companies with more females in top positions perform better than those with fewer or no women. However, the phenomenon that women are underrepresented exists globally, state Terjesen and Singh (2008). Although the status of the women’s workforce in senior occupations in the world in the last few decades has been improved in many countries and regions(Kemp&Madsen&Davis,2015), women still remain outsiders in senior positions in some counties. According to the data provided by Deloitte (2015), women in India occupy fewer than 10% of seats on boards and fewer than 5% of board chairs while Norway has legislated that 40% of the boardroom of public companies must be women, which has been achieved within a few years. The initial progress of Norway for women impressed many western countries and these countries tried to follow the same suit(Lang,2010). In political areas, the percent of national parliament seats held by women of India is only 11.97% and is 7.33% lower than female representation in governments around the world. However, Norwegian women’s participation in government takes up 39.64%. Many factors may have an impact on this case. This essay, therefore chooses the two countries which have huge differences and combines different factors of

In the light of this change in the nature of contemporary workforce, the concepts of diversity and equality will be discussed vis-à-vis the reality of women in the workplace. As such, this research will address the following questions: what are diversity and equality policies? Do they work? Finally, do they open possibilities and opportunities for women?