Gender Bias At Job Fairs

When applying for a job, women have been turned down because “even though they have fantastic qualifications, the longtime clients of the company are more comfortable handling men” (2015, para. 4). Women get turned down for reasons other than qualifications, showing how discrimination is a large factor in the job searching process. Men on the other hand, are rarely turned down for jobs because of their sex. This skewed job application process causes a snowball effect into the rest of the workforce. All of this ends up bringing different industries for male and females. Some sectors of work are male dominated, while others are female dominated. According to the Catalyst knowledge center, the most male dominated sectors of employment are brickmasons and stonemasons with men taking 99.9% of that field. The most female dominated sector of employment are secretaries and administrative assistants with 95.3% of women taking that field (2015, para. 11-12). Male and female based industries tend to have trends with them. The male based industries are more physical labor and construction type jobs, where women dominate the assistant and the secretary sector of the workforce. This segregation of genders into different workforces is why it is hard for women to seek employment in “male dominated industries”. Next, it leads us into the third and final snowball effect. In general throughout the U.S, women do not get equal

Gender stereotypes are one of the most common encountered on a daily basis. The infamous ‘Glass Ceiling’ still exists in many areas of the professional world, restricting valid promotions simply based on gender. This type of concept can be verified by looking at comparative weekly wages of other professionals in a variety of industries. Most people will generally see female dominated occupations, such as nurse, teacher and secretary as requiring feminine personality traits and physical attributes for success; whereas male dominated occupations such as doctor, lawyer, and business executive are seen to require male personality traits for success (Sanderson, 2010, p. 344).

Holzer and Neumark have gone one step forward in their study and have tried to analyze the fate of women and minority employees who had been hired by firms in order to fulfill their obligations under the affirmative action order. They found that women and minority employees performed as well as their white male counterparts if all of them had the same educational qualifications. They also concluded in their study that firms which had objective methods of analyzing employee’s performance saw more number of women high performers than those who simply depended on the rating given by superiors. Thus this study proves that if objective HR practices are followed and personal biases of the reporting managers are removed; women and minority employees perform as well as male counterparts. Their study also suggests that following affirmative action consistently makes a firm more impartial and the bias is more or less removed after the initial reluctance. One of the major points of argument lately has been the glass ceiling which women employees have to face in Corporate America. People have claimed that there is a barrier which prevents women from reaching the upper echelons. Unfortunately

Gender relations - Do stereotypical mind-sets around gender relations lead to gender inequality in this workplace? Do work structures disadvantage women? Is there an alignment of managerial attributes with gender stereotypes, such that male attributes of competitive spirit and technical competence are given

However, more attractive and more qualified women may not be hired for the sole fact that the employer doesn’t want to deal with sexual harassment cases due to the amount of men in the workplace. A female in a position of power in the workplace may be seen as a tyrannical, bossy leader. Although, a man in the same position is seen as an assertive, and driven to help the

Females are labeled as being too assertive, but as an attorney, one would think that it was good to be assertive. It is much harder for women to get employment at a law firm. Some go on to work for a private practice. Gender bias also affects hiring and promotion. Female lawyers perceive that it is harder to get hired, and once hired they are paid less and have fewer opportunities for promotion (Neubauer, 2008).

A research study on race and gender differences in employment typically assumes discrimination as an important causal mechanism (Roscigno, Garcia, & Zeher, 2007). The workplace has sometimes been referred to as an unwelcoming place for women due to the multiple forms of gender differences present (Stamarski & Son Hing, 2015). Examples of how workplace discrimination negatively affects women’s earnings and opportunities are the gender income gap, the scarcity of women in leadership, and the longer time required for women versus men to advance in their careers (Stamarski & Son Hing, 2015). According to Roscigno et al., (2007), Race and gender in the labor market have received considerate attention by researchers over the past twenty years. Researchers have also gained evidence to report that men earn more than women even when they are in the same occupation (Roscigno et al., 2007). In

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

Women treat men with equal respect, whereas men do not. “Women tend to be receptive to both men and women in superior roles, found a 2014 study titled A Man’s (Precarious) Place. Men, on the other hand, were more likely to be threatened by women in superior positions and were more assertive with female leaders, according to the study.”(Kirkham 2015). Elyssa Kirkham states that women are more willing to receive input from men. This capability creates diversity within the workplace. Diversity leads to more talent within the workplace, an advantage for companies determined to strive. Pallab Dutta, of Demand Media, states, “Access to a larger talent pool is one of the biggest advantages of having an employment recruitment policy that values diversity.”(Dutta 1). This diverse environment leads to more talent, which results in “creative solutions for problems and better organizational productivity”(Dutta 1). Having employees that can endorse equality, accept both men and women’s input, is key to success within a business. Without it, a companies who do not support equality will not thrive. This acceptance towards both men and women creates a positive atmosphere within the workplace. This positive energy, that women acquire, inspires motivation within employees which results in an increase of business

Restifo, Roscigno and Qian (2013) introduced an exploration study that indicated evident holes that exist for women in light of gender and race. The center of the study was discrimination inside of the organization. The outcomes demonstrated that discrimination influences women's elevation to upper and senior executive/administration positions. African American women encountered a larger amount of discrimination, particularly with respect to executive level positions (Restifo et al., 2013).

Gender bias, also known as sexism, is a full of attitudes, laws, taboos, preferences, and behaviors that differentiates and discriminates against either sex. These may be a position of which male dominance and female subjugation in the modern society. It could also be a form of sexual stereotypes between men and women, these are commonly experienced in employment versus other positions. A final place that discrimination is faced is the academic environment, the female to male ratios are not in sync in certain programs and courses because of this and it is pressuring men and women to not go into certain fields and do what they love and please. Most advertisements on Television, magazines, newspapers, online ad’s, use a charged sexually image with a female as the star. Women are to be a pleasure for men, and nothing else. Many people have different opinions on genders and sexuality and that is okay, but sometimes you just need to keep them to yourselves.

According to Macionis (2012), gender biases affects how women are promoted in the workplace. This is a form of glass ceiling, which is the “subtle discrimination that effectively blocks

Synthesis of Research The Equal Pay Act of 1963 and all the laws pertaining to the wage gap between men and women that were passed after it were meant to be a step forward for gender equality at work. However, discrimination-- at the very least, discrimination in the form of sexism-- still exists in the modern United States, especially in the workplace, where biased judgement of proposed business ideas is common, those who do not choose jobs according to gender roles are less likely to be promoted or hired, and women are paid less than men. To start with, according to the study conducted in “Evaluation of New Business Ideas: Do Gender Stereotypes Play a Role?”, by Vishal K. Gupta and Daniel B. Turban, the gender-typing of proposed business ideas can affect how they are

In 2007, Luis L. Martins and Charles K. Parsons published the article "Effects of Gender Diversity Management on Perceptions of Organizational Attractiveness." In this article, the authors examine how gender-related attitudes and beliefs affect the reactions that individuals have about gender diversity management programs (DMPs) in the workplace. For that, Martins and Parsons went beyond between-sex differences in perceptions to study individual variances within genders. They recognized that the public forms distinctive ideas about organizations with DMPs (especially gender diversity), which in turn impacts these organizations ' human resources practices, job application interest, and competitiveness in the labor market. Studies about how these programs influence job incumbents ' decisions have been limited. Because of the lack of information in this field, the authors decided to explore it deeper in their research.

Gender in Management: An International Journal Vol. 26 No. 3, 2011 pp. 220-233 q Emerald Group Publishing Limited 1754-2413 DOI 10.1108/17542411111130981