Gender, Family Values And Work Ethics Of Young Women

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

Women face many obstacles as they climb their career’s hierarchy and for many different reasons their wage is comparably less than that of males. After the movements toward equality in the workplace, many think that sex discrimination isn’t present anymore. However, many still believe that the glass ceiling hasn’t shattered and still possesses a barrier for many women in the labor force. The glass ceiling and the wage gap exist for various reasons but, like many other women leaders, women can break the glass and abolish the gap.

In the 21st Century the number of women enrolling in higher education institutions is surpassing the numbers of men enrolled. The graduation rates of women from high school and higher education are most often higher than for men. The number of women graduates from most professional occupations, including higher paying medicine, law and business, will exceed the number of men graduates in the near future. In numerous occupational areas with a majority of women graduates, salaries already surpass salaries in occupational areas with a majority of men graduates.

While many Americans and Farrell overlook sexism in careers, it is extremely evident in academia. The ratio of female to male positions and the salaries of those positions are blatant examples of unfairness. Linda Krefting, human resources professor at Texas Tech University and co-editor of Human Resource Reality, depicts the depressing reality for women in her article concerning the academic field. Though women earn 44 percent of doctorate degrees, only 33 percent of them have faculty positions. One would not expect a perfect 50:50 ratio, but this deficit is unacceptable. Additionally, on average women receive salaries 33 percent lower than what a male in

Comparatively, college students are not actually having sex like the media has made them out to be. In fact, many college students do not even engage in sexual intercourse for the reason that they are not that interested in having a high number of hook ups while in school. Interestingly, the baby boomers generation feels that the committed relationships have been replaced with the “friends with benefits.” aIn the same fashion, the media has also been confusing older adults about the way the young people are living their love lives. The authors say that the young people are balancing fun and risk through sexual experimentation. Even though society has been more acceptable to women’s sexual liberation, they are still double standard issues that remain unchanged. For instance, one of the interviewees stated in the article that men can have sex with many women without being judged, while women are judged harshly for their high sexual body count. Another double standard situation is that men tend to care more for their girlfriend’s sexual satisfaction than their hook up

Gender inequalities in the workplace have been an ongoing issue for many years, which has mainly been central to women in the workplace, as senior management has prioritised men over women. This has made it very difficult for women to work their way up to management as women are considered to be incompetent compared to the men in the workplace. The wage gap between men and women has raised much debate, as men are generally more likely to get paid more than women.

According to feminists the socialisation process functioning in the family and away encouraged females to accept the traditional gender roles which rooted female difficulty in the private domestic sphere and in the public sphere of employment and political and social life. Nevertheless, because these gender roles were socially constructed rather than biologically strongminded they could be changed by various political and economic strategies and the improvements in female educational and employment opportunities which happened from the 1980s forwards welcomed as indications of reduced gender inequality and not as flying in the face of human nature as was implied in biologically based arguments. (sociology tutorials, 2016)

Even though there are common factors that women share for gender discrimination in their career advancement, women in a different field may have a different set of challenges that hinder their earning potential. In understanding the methods of breaking the glass ceiling, I am going to review and analyze research studies on women’ s advancement across different

In conclusion it has been proven that inequality still exists within companies. If women want to be paid based off their skills and not their gender, they need to become aware of the fact that this problem is still around and fight to get rid of it. Carol Hymowitz’s article reflects on the need to make a change in businesses around the world to offer diversity and equality. The change has to start with women coming together and taking a stand against discrimination. With constant change and growth within our country, there is no reason

David Teather put forward the idea of the “glass ceiling” which prevents women from reaching higher employment levels, he discussed that only 12 women were holding executive director roles in 100 large companies (David Teather, The Guardian , 2nd October 2006). This should not be the case as on average girls out preform boys in school, yet according to the Higher Education Policy Institute, men outperform women in some such of the highest-tariff institutions, to Science and Engineering courses and to research degrees (Boys to Men:The underachievement of young men in higher education and how to start tackling it. Nick Hillman and Nicholas Robinson). It discussed that on average six months after leaving higher education, women are more likely to be in work but men are more likely to be in professional occupations, this makes very little sense. So if women have the same if not higher qualifications then why is ti that men earn more? So with this legislation in place and evidence to show that women have the same qualifications as men it is clear that women are discriminated against in the work place, preventing them from reaching higher incomes and areas of wealthy that many men are able to be part of. This divide in the pay and in achieving high paying positions explains why there are only 2 women in the Forbes top 20 richest list (www.forbes.com). These figures make it very clear that something more must be done in the search for pay equality between the genders, perhaps a heavier enforcement of the already existing over 30 years old legislation ignored to ensure women who do the same jobs as men are paid as

In the past, men outnumbered the women workforce, but women have made large economic and educational progress during the past decades despite the gender pay gap. This was possible due to the 1963 Equal Pay Act and the Lilly Ledbetter Fair Pay Act, which are designed to bring the gender wage and other discriminatory practices to an end. Organizations are failing to apply the law of the Equal Pay Act and for this reason the progress of gender pay equity is not satisfactory. In the tech sector, the ratio of female employees to male employees is much lower than in other fields. The gender wage gap has been a major issue for women in the workforce, making the pay scale unequal regardless of the individual’s experience, skills, and equal educational background as men; thus the government has to take action on this matter to ensure pay equity.

The inequality around the world is making women doubt about what the world demands them to be. Unequal pay had been a topic women have faced all their life. Men as women should have the same opportunity to express their potential differently, but that does not mean women are less advantageous than men. Our community had been in charge to make women feel less forgetting recognize all the essential effect women contribute to this society. In Gaby Galvin’s words, Study: Inclusive Environment Key to Closing STEM Gap, "We're still using science, we're just not doing it in the fields that are the most lucrative and most high status," she said. "But if you can be a doctor, you can be a computer scientist". Everyone should have the choice to follow

Women are closing the gender gap in workplace and higher education. They are starting to climb the corporate ladder and are moving into managerial positions. Forty-three percent of managers are women today as opposed to the nineteen percent who were managers in 1970 ("Almost, But Not Quite, Equal" 1). Women are also receiving a higher level of education. They earned

I examined different professional industries in The United States to get a familiar understanding of gender inequality around me. Gender inequality does not particularly favor one sex in every professional industry. Joanne Lipman’s article, "Let’s Expose the Gender Pay Gap," dealt with professional women in the work force and the gender pay gap that exists between professional men. There is also a distinct gender gap between a woman and a man asking for a raise or promotion within a company. “Female doctors and surgeons, for example, earn 71 percent of what their male colleagues make, while female financial specialists are paid just 66 percent as much as comparable men. Other researchers have calculated that women one year out of college earn 6.6 percent less than men after controlling for occupation and hours, and that female M.B.A. graduates earn on average $4,600 less than their male classmates for their first jobs.” (Lipman). There is a statistical gender pay gap in The United States that is undeniable.

“The wage gap has narrowed by more than one-third since 1960”(Hegewisch, 2010) and “the share of companies with female CEOs increased more than six-fold” (Warner, 2014) since 1997. As well as the truth that men and women’s earnings differ for many other reasons besides the presence of sexism. “Discrimination in labor market, in education/retiring programs, unequal societal norms at home and the constrained decisions men and women make about work and home issues” (Hegewisch, 2010) are also factors that can contribute to the unequal treatment of man and women in the workplace. Yet even with most of these variables removed women are still being paid less than men, sexually harassed in the workplace and hold very little managerial positions.