Inequality and Its Effects in the Workplace Essay

Each year income increases in the United States. Economic inequality and political inequality may have a connection where our democracy could be affected but americans have the ability to solve this problem. Economic inequality refers to wealth or income between different groups or a society as a whole. There have been past social movements that have tried to improve this problem such as women's suffrage and more. We are still trying to resolve this issue of economic inequality.

The first reason stay at home fathers are becoming more common is due to the transformation of gender roles and more specifically breaking the breadwinner norm that men have traditionally been known for. The breadwinner notion defines a man’s identity, with a man’s work wage used to determine if they are deemed a successful father or a failing father

In the article “Confronting Inequality” Paul Krugman compares the new millennia to the 1970’s and has many financial stats to back his theory of income inequality. He backs up his claims with facts and figures, but also gives his own solutions to these problems. Krugman states, “ The ugliness of our politics is in large part a reflection of the inequality of our income distribution.” He states that in the 1960’s was that the governments was in place to sere the best interests of society and that many in modern society believe that government only serves “a few big interests”.

This Paper was written to discuss social inequality related to race relations. By comparing two articles “Ethno-Racial Attitudes and Social Inequality” and “What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations” this paper will explore racial social injustices with the intent to showcase the thinking about race relations and social inequality.

“We have made enormous progress in teaching everyone that racism is bad. Where we seem to have dropped the ball is in teaching people what racism actually is.” Racism is the belief that all members of each race possess characteristics or abilities specific to that race. This mindset often causes people to find certain races inferior or superior. Racist ideologies have plagued the United States since its conception. Those racist thoughts and ideals have created inequality among African Americans. Inequality is the existence of unequal opportunities for certain social classes or groups in society. In the early days after slavery, inequality and discrimination for African Americans was much easier to detect, because of the Jim Crow Laws. The Jim Crow laws were local and state level laws that implemented institutional discrimination; examples of this discrimination included, separate bathrooms, segregated public transportation, separate schools, as well as many public places. These laws were enforced until they were overruled by the Civil Rights Act of 1964. Since then, America has made significant progress; but, inequality still remains within the countries work force, police and justice system, as well as the education system.

The topic of minorities in the workforce and how the struggle to accomplish equal treatment in today’s workforce is nothing new to our society. For centuries we have been concerned that by bringing together our different backgrounds, skills, and experiences, as well as the many businesses of this great

Racial inequality is still a prevalent issue in today’s society. After demolishing most of the oppressive racist policies from the past, individuals believe that our society has moved beyond the racial discrimination era. However, the workplace is still strongly segregated based on race and gender. A great deal of this discrimination can be stemmed back to the racist beliefs from the 1970’s. These degrading attitudes have strongly influenced the workplace through job interviews, promotion patterns, and the formation of a wealth gap. All of these factors ultimately negatively impact the accomplishments and success of the minority groups in our society today.

The movement of promoting gender equality is exponentially growing every year; however, gender inequality is still a persistent problem in today’s workforce. Each year, gender inequality, especially employment equity, the distinct barrier between genders in the workforce, has become a topic of contention as its affecting working individuals worldwide, especially women. Before examining this problem, we must further understand what gender inequality is in the workplace. Gender inequality is an ascriptive factor, in which limits individuals to reach their full potential in their area of expertise by discriminating based on gender (module …). Both genders can have the same qualifications for an occupation, but a specific gender, mainly men, are seen to be more qualified than their female counterparts are. This can result in the refusal to allow the individual to take on leadership roles due to socially constructed views on gender. In addition, they may receive unequal wages compared to the opposing gender due to statistical discrimination which is the idea hiring or promoting individuals based on the average characteristics of their gender group rather than solely focusing on the individual( Textbook, 169). As we strive towards the goal of gender inequality, we must understand it in order to construct a proper solution.

Throughout history, gender inequality has been in the closet. The debate about inequality is a frequent topic in blogs, editorials, or when examined through scientific research. It is taboo, however, to discuss inequalities from within the closeted workplace. Open discussion is limited in a corporate culture that promotes individualism. It is not in a company's best interest to expose its own bias, especially when the bias concerns race or gender. Exposing bias is often met with employee dismissal and can escalate into corporate legal consequences. The idea of gender inequality is necessary to bring up in conversation so further research can be done on the issue and discussion can be open as to what is needed. Unfortunately, polarizing opinions can lead to workplace clashes with colleagues or managers. Gender wage disparities are complex and multi-generational. Historically, gender-based social behaviors institutionalize inequality in corporate cultures that are structured to promote individualism.

People come to America for all the opportunities it has to offer. When they feel they are unable to provide for their families in their own country they become desperate and come into the United States illegally. They risk many things but they believe that their futures in the United States will be better. Unfortunately, their illegal status comes with many problems.

In completing the survey it was evident that workplace discrimination is not as common as it is widely thought to be. The survey results showed that most people in this day and age have never experienced discrimination. Out of the ten surveys conducted only one individual from the general public had experienced discrimination in the workplace. To eliminate this sort of behaviour, a no tolerant attitude should be put in place. This would include the laws being tougher in order to discourage employers/employees from discrimination. Another approach to eliminate this sort of behaviour from arising in the workplace would be to appoint an anti discrimination officer to the workplace.

Nowadays, with increasing variety in organizations, several inequalities in the workplace have happened. In spite of the regulation policies which have limited inequalities on the workplace, it still exists, because of personal characteristics, such as gender, age and different race (Allan, C & Mcphail, R & Wilkinson, A 2008, p. 225). Inequality in the workplaces can be defined as the unfair discrimination relating to things, such as wage differentials between men and women, unfair practices and unfairness opportunities, particularly with regard to employment of people of different ethnic origins (Grainge, 2007, online). C2E TODAY (Committed 2 Equality) shows that in spite of large UK companies declaring that they have eliminated inequalities in the workplace around 77 per cent of them have little or no equality practices. Even though small companies’ situation is more serious, 97.5 per cent of them have no equality practices in place (Committed 2 Equality, 2008, online). This paper will analyze several inequalities exist on the workplace with the use of real facts for concentrating on gender, age and race, and demonstrate the role of the participants within employments relations by discussing the responses from the state, employers and unions.

In this case study, Liz Ames has come up against an all too common problem in business today: gender bias. Effectively managing racial, ethnic and gender diversity is not just a human resources issue; it is a serious business issue.

The need to understand diversity is also driven by women in the workplace. Today's workforce has the highest levels of employment participation ever by women. The number of dual income families and single working mothers has increased. Change in the family structure means that there are fewer men and women in traditional family roles (Zweigenhaft and Domhoff, 1998). Therefore, diversity issues cut across both race and gender.

There are two major cultural divisions, Hispanic and Caucasian, to further complicate the work environment the ratio of Male to female workers is 20 to 1. No effort from either group of being sensitive to the others existence is apparent. (DuBrin, 2004, p. 67). Management’s main concern is for “ethnic diversity” to the point of not having issues with the equal employment opportunity act.