The Effect of Gender Discrimination on Job Opportunities Available to Women in the Banking Sector

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 oriented trends in the job market are telling of the how inequality between men and women has shaped a typical woman’s career. According to the United States Department of Labor, in 2015, managerial positions among men is the third most held occupation, just behind sales workers and truck drivers, while managerial

This case study involves Deborah Westman and her work at the Bank of Montreal (BMO) as a junior employee. Deborah has aspirations of progressing within the bank to higher levels of leadership, but is concerned about possible barriers due to her gender that have prevented other women from advancing. The bank is actively seeking to provide better opportunities for women to attain key leadership positions through the use of a task force and new policies. Deborah is uncertain if she can take advantage of the increased awareness of women in the bank, and if the barriers to higher leadership will actually be removed. Possible strategies will be recommended for Deborah in order to assist in her career.

Before going to the detail about our report, we would like to pay our gratitude to the Almighty Allah for helping us to prepare this report. We would also like to thank our honorable faculty in charge, Sayba Kamal Athoi (SBK) for giving us such a nice assignment to implement our knowledge in the context of the real world.

Men and women could produce the same amount of work, but because the male is raised to a higher standard; the women’s work would be considered secondary. Despite the fact that men and women are as equal as they have ever been, this leads to the questions being asked: Why don’t women hold more than 15 percent of Fortune 500 executive-officer positions in the United States? Why do the average women still make seventy –seven pennies for every dollar made by the average male? Why does their representation rate remain below 20 percent in Congress? (Dorment) The difference is not in men and women; it is in masculine vs. feminine ways of thinking and acting. Both men and women incorporate masculine and feminine approaches.

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

There are so many different factors that go into the equation of what makes a good employee and a person's sex shouldn't be one of those. There are women who have managed to battle their way into the upper ranks and who have likely worked much of this out for themselves (Bellstrom, Kristen and Zarya 24). This shows us that women are determined to make something of themselves and that they will rise above any stereotypes or discrimination to make the workplace more diverse and equal for all. Robinson was asked how women effect the workplace. “Women definitely bring more diversity to business and a great amount of knowledge coming from a different viewpoint. They also bring a different emotional side to business which I think can be a good thing.” Are female customers more difficult to work with than male customers? “Typically no, not in this business. This is not a retail business. I would say that men ask more questions than women as far as accounting goes. I think this is because typically in the family dynamics of things, men usually handle the financial aspects of things.” said Robinson. In 1974, only four percent of all MBA graduates nationwide were women. In 1994 thirty six percent of the ranks of graduating MBAs were women (Haddock 24). Showing that women are hiking their way up to the top. That number has more than increased since then. Gender diversity in corporate businesses and top management groups has received growing attention from academics, investors, interest groups and professional research firms. Diversity is supposed to be a sensible approach to improve board effectiveness and performance (Labelle et al 1). In recent years, the issue of appointing more women as directors has also captured the attention of policymakers and research on gender diversity in the business establishment. The slow pace at which business is integrating gender diversity has started to get government involved (Labelle

Each day, it is becoming harder to find employment that guarantees a financially secure life. There is more demand for jobs which respectively means more competition. With more competition, means more requirements and better credentials to have a good chance of achieving employment. Imagine having this entire burden plus being a woman. For women, there is a clear decreased sense of job security in the workforce. Society’s concept of gender can be dated back to the beginning of the history of the United States. Women have always been depicted as inferior to men. I will explain why it is essential for this concept to evolve in today’s economy.

In opposition buffering from competition is relatively common. Men being generally sexist, often have a preference for hiring men. When firms are not worried about rock bottom costs to survive they often pursue other noneconomic goals. The recent decline of male economic advantages is simply seen as a response to the greater economic competitiveness. Also increased economic competitiveness has affected both women and blacks differently because of the different capacities of each group to serve as cheap

Banks are something that you need in a community. Banks have the money and without that money, people wouldn’t get paid for their jobs. Any gender in my community can get this job. People will get interviewed about the job. Their training will be doing a test about the job that they

For several decades, gender inequality in the workplace has been a problematic topic for discussion. In terms of higher management and pay, some may agree to disagree that women are getting the shorter end of the stick. There is a significant difference in the salary and positions women are obtaining in large companies or corporations. Does that stir up the question, what is it that men are doing better than women? Or are women lacking certain qualities required to achieve these certain rights and opportunities? The preference towards a certain sex is the primary cause of gender discrimination, however, it is important that the theories of each party are understood and why it is present in the workplace today.

In this section, there are two different case studies which is Lloyds Bank Group and the Deloitte. These two cases indicated that how the companies have been confronting the gender issues, while carrying the employee selection function and to what extent the female has been successful in ensuring the desired objectivity.

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The fact that to an employer “woman” translates to “unqualified” is just one example of how deeply rooted sexism is in the minds of the citizens, and what a formidable opponent gender inequality is to women. This sexist mindset is what deters women from advancing in their careers and in our society, making it impossible for that mindset to be changed. How can women advance to positions of power in their careers and achieve equality if simply being hired is a challenge, despite legitimate qualifications? And even after women are hired, workplace sexism is right at their heels. The most obvious example of how undervalued women are in the workplace is the gender pay gap, which is an immediate part of a woman’s career, already present as women coming out of college begin to work (Asian News International). According to Miller “Women make about 79 percent of what men make -- this translates into a loss of about $10,000 each year. ” This means that women are being paid over 20% less than what men are paid for the same job and for the same work. The gap between the worth of male and female labor is startling, and the gender inequality here is blatant. Women being so severely underpaid is a clear sign female workers are valued much less than male workers. The sheer financial discrimination women face in their careers is obvious, and a serious obstacle for women trying to advance in their careers.

Throughout history, women and men have been divided into societal standards. Women have been viewed as weak compared to men. Men did the work by providing the shelter and security; while women stayed home taking care of the home and family. This social concept stayed true for many centuries. However, today’s society is challenging that concept. Women are joining the workforce, not just for entry levels but also top managerial level. Women now are strong competitors to top earning male counterparts. They are standing up for themselves. They want equality. They want equal opportunities. Even though society gives men more privilege, women fight and strive for greatness. The focus of this paper will be on sexism in business and business practices