Navigating The Labyrinth Research Paper

. Societal views and expectations regarding gender in America can also be attributed to why women continue to encounter discrimination in the workplace. Throughout history, American society has considered women's roles to revolve around childbearing and raising a family. In the article "Breadwinner Moms," Wang, Parker and Taylor from the Pew Research Center of Social and Demographic Trends describe how over time, women have shown an increased presence in the workplace (U.S Department of Labor), and have also taken a stronger role in the family home by becoming the main provider for the family (Wang et al., YEAR).

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 are generally responsible for caregiving (children and elders), volunteer activities, domestic duties, and social reproduction at an average rate of 2:1 (50 hours per week) compared with men (25 hours per week), regardless of how much paid work they are committed to (Milan, Keown, & Urquijo, 2015). Men are freer to pursue paid opportunities (and investments in human capital) and women are restricted by unpaid obligations, which perpetuates inequity. Some solutions to gain equity include social welfare reform programs, universal/affordable dependents’ care programs, and the shift of unpaid duties to men, as sociologist Nancy Fraser (1997) theorizes in After the Family Wage: A Postindustrial Thought

The unfinished goals of feminism include recognizing that women’s work has equal value to their male counterparts, understanding that one of our human rights is reproductive freedoms, abolishing violence among women, and uprooting sexism and racism together (Steinem 2017). Instead of being a social issue, Steinem (2017) argues that reproductive freedoms are in fact human rights that affect everything else in life. In addition to equal pay for equal work, Steinem (2017) states that work needs to be redefined to include caregivers who make up two thirds of the adult population in the United States. Without a national program and standard for childcare, the cost of

With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant

When we were planning out and creating our labyrinth, my mind went back to Che’s journey. He went with his friend Alberto and only their old motorcycle “the mighty one” and a few dollars. They lacked really a structured plan other than to travel around South America. I felt like the same journey they underwent is similar to our class’s. We really didn’t have a set plan for a pretty long time, but we kept pushing forward. Unlike Che’s journey, ours is not complete and is only beginning.

A labyrinth is like a maze, where you get lost and can’t figure out where you are. It’s like amystery where everything is dark and you can’t escape. You have to figure out where the exit is. You are the only one who knows the way out, because everyone is suffering with something in their lives. No one can help you with your labyrinth unless you tell someone. Tell someone you trust. No one should be suffering in pain alone. We all can get through this “Labyrinth of Suffering.” Whatever problem you have, we will all get through the suffering together. There are a bunch of reasons that cause the feeling of being trapped in a labyrinth. One truth reason that causes the labyrinth of suffering, is you get scared and feel under pressure. You can’t

In today's job market, a person's sex still can play a role in the progressing in their career. Typically, the younger female’ employees were looked upon as followers, not leaders; and offered jobs of servitude, with lower pay. While their male co-workers enjoyed the higher paid leadership roles. In addition, women of childbearing years were denied employment by employers because of their state of pregnancy or being a mother was frowned upon. Because many employers associated young women of childbearing years and motherhood with chronic absenteeism lateness and poor productivity.

Throughout the Labyrinth deliberates women’s role in leadership and how women have cracked through obstacles in order to work on or at the same level as their male colleagues. Eagly and Carli present their collected works by asking eleven questions throughout the book of eleven chapters, thoughtfully how a women’s places in organizations have really changed over time, which they really have women are not the typical women as they use to be or what we are used to them being. With all of their findings, it becomes stress-free to see how far women have came, until now how much further us women still have to go in order to be held in the same respect or esteem as male leaders. The most important themes that run through the book are women’s right

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.

Women still face obstacles in climbing the corporate ladder today due to the lack of accommodation for family responsibilities. Most women are responsible for their family and sometimes get caught in the life-work balance. The ones who strive to maintain this balance are considered non-deserving of a role they're qualified for, while others who don’t fall into this category are being thought of as too young or not ready to take on corporate responsibilities.

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.

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

Upon evaluating that the flexibility of women in the workplace is a social and structural issue, research on various subjects such as history of women in the workforce, women’s rights, and equal opportunity should be key factors when determining them. Kathleen Christensen, recognized for her expertise on work-family issues and workplace flexibility states that flexibility of women in the workplace is a social and structural issue (sloan.org). Structural and Social issues as they pertain to flexibility of the women in the workplace needs to start with review of history. History has become a vital role in changing the workforce due to many analytical surveys being conducted showing that throughout history women have slowly progressed and history has shown that women have not had the same opportunities as their male counterparts. Social is of or pertaining to human society, especially as a body divided into classes according to status (dictionary.com) women in the workforce are thought of as the secretaries, the nurses, or pediatricians if they are doctors, jobs that are administrative or of hospitality. Structure is a complex system considered from the point of view of the whole rather than of any single part, the structure of women in the workforce is not simple and must have a variety of factors. Factors that have an effect on flexibility are demographics, leaders, government, discrimination, sexism, and family to name a few. These factors all play a role in determining the

As the author points out, the figures on women in leadership is staggering in disparity. The article takes time to focus on identifying and highlighting reasons what makes a successful leader. Having an opportunity to attend a leadership meeting, in which we discussed improving inclusion at my company, this article presented many of the same reasons that as a company we tried to understand, “Why do we not have more women in leadership?” This article really underscores that in order for a business to survive and grow or for that matter, any organization to flourish you need to find individuals that embody the above-mentioned leadership traits not just seniority.