Maria, The Only Latina, And The Person Of Color

The women in this case felt discomfort when they felt mistreated from their male managers in the form of sexism along with unfair pay and lack of promotions. In this case, a woman was told to doll up and to wear makeup in order to advance which is a perfect example of one’s boundaries being pushed while making them feel uncomfortable. The next conflict event was annoyance. According to the Huffington Post article regarding the case, there was a significant difference between the level of experience between male and female workers along with their opportunity for promotions. The male workers with less experience got promotions compared to the female workers with years of experience and positive performance reviews. Male workers were also paid more compared to their female coworkers. Being passed over for jobs was evident to the women identified in this case which lead to the awareness of gender discrimination, the next conflict event, in a diverse workplace with men and women with their only similarity being that they are Wal-Mart employees. The awareness of gender discrimination faced by thousands of female employees led to conflict, the last conflict event where a class-action lawsuit was filed against Wal-Mart despite them saying that they were a diversity encouraging, fair treatment, and nondiscriminatory company (Shapiro,

In todays society, gender and race play a big role in these modern times. This problem is mainly affected towards Hispanics and African Americans because they can 't get a job just cause of their ethnicity. When people think of Latinos or African Americans, the first thought is lazy, but in actuality they work for their pay just like everyone else would. The book Of Mice & Men by John Steinbeck is a perfect example of these situations. Power is another major issue at hand in the story and in life because power is limited on how it is used. Curley, Curley 's wife and Crooks have their own power to what they own but because of their Gender and Ethnicity, they have their own privileges.

The generation now has made it easier to equalize men and women but there is still a substantial amount of places where gender inequality is still happening in the workplace and where females still face discrimination. Women are often discriminated in the workplace and are usually not promoted as quickly as men are and they also receive less pay. History shows that women have not always been defined as property and thought of as second class citizens. But in the 21st century many have seen a drastic change in the so called “traditional” family ways where women are suppose to stay home and take care of the household chores, food, and children and men are suppose to work to support their family and provide financial stability. Many assume that in the workplace women are more vulnerable and less competent than men because women 's instincts are to put their family before work or anything else. Whereas men are the ones who will usually stay the late hours to work. People on both sides of the political spectrum and everywhere in between seem to be fearful of what is to come and more fearful of others than they are often willing to admit.

al, 1996, p. 65). Minority women faced greater oppression, and were less likely to be hired. If they were lucky enough to find a job, it was usually low-ranking, part-time, and short-term, as employers eagerly replaced them with Caucasians, men or both (Frances et. al, 1996, pp. 69-70). Part-time work was very common, with 25% of female workers part-time in 1989 (Frances et. al, 1996, p. 66), displaying an employer’s reluctance to allow women employees. Even as more females entered the workforce despite resistance, they were still discriminated against due to the current powers in charge.

Crenshaw uses the term structural intersectionality “to refer to the way in which women of color are situated within overlapping structures of subordination. Any particular disadvantage or disability is sometimes compounded by yet another disadvantage emanating from or reflecting the dynamics of a separate system of subordination.” (Crenshaw 1997, 552). What this means is that back women are going to experience discrimination and be perceived as subordinate based on a socio-economic system. Often cases of structural intersectionality include class as well as race and gender as the basis of

Women in the work force are not nearly as dominant as men are. Katha argues that this isn’t due to women not being able to handle the workload, but instead because of how society, especially in the business world, best adheres to a man. Katha uses an excellent example on page 402 that shows how inequality in the business world is prevalent. Katha uses the Sears case in which Men were getting the bigger and better business deals, simply because women could not handle the pressure of dealing with the amount of work and emotional fatigue this would have brought. Finally she analyzes that women aren’t actually emotionally weak. It is society that has labeled them this way, which causes people to view and categorize women as emotionally weak. Pollitt wants the general public to know that women are perfectly happy by being themselves, and not having to conform to society's expectations. Katha says that this is because society has labeled women as not wanting a job that has a lot of emotional ties in it.

Women and minorities have several things in common. They have endured struggles, trials, tribulations, and attacks on several levels. Women and minorities have overcome several things. They have evolved from being overlooked to being relevant in corporate America, overseeing businesses, and obtaining executive level positions. Women and minorities have a special purpose and assignment for the world that can only be fulfilled by them.

In many ways today's society, even though women have come a long way, we still live in a patriarchal world. There are many examples of this in everyday life, whether it be that there aren't very many women CEO's or the mere fact that we've yet to have a woman president. No matter where you live, there is the presence of a male dominated world. It especially extends into the working fields. There are professions that are categorically ‘women's' jobs like nursing, school teacher, or secretarial jobs. The rest of the professional world is mainly male dominated, i.e. engineering, CEO's of major companies, and Law Firms. Which brings us to the movie I picked to watch, Legally Blonde?

For my research question I will be asking: “How is America making progress on gender equity?” Fundamentally, I believe that women are still misrepresented, and are still facing many challenges in the workplace, especially in the business world. The gender stereotypes play a considerable role in the way the society sees women as leaders. However, it will be judicious to consider the small but noticeable changes that have been made over the past years concerning gender equality in the American workplace.

A verbal feature Melfi uses to show the themes of sexism and racism is dialogue. The use of dialogue helps establish the unequal pay and the misjudgment of women's intelligence. We see the unequal payment when Katherine Johnson express her frustrations to her boss Mr. Harrison by saying: “Lord knows you don’t pay the coloured enough to afford pearls!” This shows the struggle African American women went through, as segregation was still a regime in the south of America. According to the American Association of University Women, African American women are paid 63% less and white females are paid 75% less than men in 2017. Still to this day, women and women of colour still do not get the equal pay they deserve, like Katherine experienced in this film. This implies that sexism and racism is hard to abolish as it still present in today’s society. We see the misjudgment of women's intelligence through the use of dialogue when Katherine states to Jim Johnson: “It’s not because we wear skirts. It’s because we wear glasses.” Katherine expressed that

Stereotype threats are negative consequences about one’s race, sex, nationality, or social group. Stereotype threats are used a lot more frequently than people realize. Gender is a powerful stereotype that affects many people’s decisions and actions. The stereotype of women in the workplace has come a long way even in the last twenty years. Many businesses tend to want to diversify their demographics by making the ratio of men to women almost equal. “Demographic projections anticipate that by the year 2000 women will exceed 50 per cent of the total workforce…” (Johnston and Packer, 1987). Women were able to make their way in to the workplace when men were off at war during the 1950s. During this time, women proved their ability to do the same kind of jobs men did. Many women worked as machinist, factory workers, and clergies.

Do you think your more like Maria, or are you more like Martin? Maria loves her culture and wants to learn about, on the other hand, Martin doesn’t care so much about his. There are many ways Maria and Martin are similar and different. These ways are shown through relationships, environment, and cultural backgrounds.

Women are one of the most groups being discriminated against today. They try very hard to fit in and be successful in their careers. Discrimination against women is found in many workplaces. Some managers try to fix this problem, but others just ignore it. Companies that pretend that gender discrimination doesn’t exist are usually the ones that get sued for it more often. Other companies try to avoid law suits by dealing with gender discrimination and resolving conflicts before it gets to the law suits.

Gender and race are often synonymous with one’s place in organizational power structure. Those individuals who occupy the top positions have a tradition in maintaining traditional rules and procedures related to hiring, seniority, and other personnel practices that work to their advantage and exclude others. A good example is that corporate policies and practices can subtly maintain the status quo by keeping men in positions of corporate power. Boards of directors, which are mostly comprised of men, sometimes perpetuate the status quo by selecting CEO’s who look like them. Other gender based barriers include behavioral and communication styles that differ vastly from the company’s norms and women’s lack of opportunity to gain general management and or line

Consequently, this has potential implications for the investment on the next generation; if parents view daughters as less likely to earn market wages or take paid work, they may be less inclined to invest in their education, which is woman’s fastest route out of poverty. Also, in a job market dominated by men who monopolize the most important positions, the male faction generally retains the opportunities for success, for advancement or for higher wages. In fact, a recent class action lawsuit filed on behalf of 1.6 million women employed by Wal-Mart stores alleges the retailer’s sexual discrimination has led to women losing out on pay, promotions and other advances; women are paid less than men in every department of the store. According to the study named in the lawsuit, two-thirds of Wal-Mart’s employees are female and less than one-third of its managers are female Until recently, social development, by design has guaranteed women limited growth in the employment ranks by the standard curriculum path recommended for the female gender; typical high school and junior colleges required home economics and other domestic-related courses to be completed by female students. Thus, the woman high school or junior college graduate enters the world without adequate training to compete in the business world beyond basic trade or “blue collar” worker positions.