The Problem Of Gender Discrimination In The Workplace

Over 27,000 claims filed through the Equal Employment Opportunity Commission in the fiscal year 2013, alleged sex-based discrimination (Sex-Based Charges). Most of these gender related accusations are gender discrimination. Stephanie Sipe and Donna K. Fisher, both professors at Georgia Southern University, and C. Douglas Jonson, a professor at Georgia Gwinnett University, state “Gender discrimination occurs when employers make decisions such as selection, evaluation, promotion, or reward allocation on the basis of an individual’s gender” (Sipe, Johnson, and Fisher 342). Most of the time gender discrimination is subjected towards women in the work field, where women are thought as being lower than males in the same organization. In

It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.

Gender bias, also known as sexism, is a full of attitudes, laws, taboos, preferences, and behaviors that differentiates and discriminates against either sex. These may be a position of which male dominance and female subjugation in the modern society. It could also be a form of sexual stereotypes between men and women, these are commonly experienced in employment versus other positions. A final place that discrimination is faced is the academic environment, the female to male ratios are not in sync in certain programs and courses because of this and it is pressuring men and women to not go into certain fields and do what they love and please. Most advertisements on Television, magazines, newspapers, online ad’s, use a charged sexually image with a female as the star. Women are to be a pleasure for men, and nothing else. Many people have different opinions on genders and sexuality and that is okay, but sometimes you just need to keep them to yourselves.

From the beginning of time the male and female have been expected to perform certain roles in society. Males have been expected to work and provide for their family while the female raises the children, cooks, cleans and keeps the house in order. Today many women have broken that tradition and are starting their careers and becoming more independent. Even though females today are braking away from that stereotype, they are being discriminated in the work place because there are still individuals out there that believe that women should play a certain role and that they are not strong enough to work in a cooperation or

A new survey found that one in every three women between the ages of 18 – 34 have been sexual harassed in the workplace and out of those women thirty percent reported these incidents, where seventy percent did not. Food and Service Hospitality represents most of the workplace sexual harassment incidents reported. Both men and women are more likely to be harassed by the opposite sex, but some have experience harassment by the same sex. Women are not alone because although most people think it only happens to female workers, men also show a record number of sexual harassment occurrences and the number is rising.

There is no debate on whether women are discriminated against in the workplace. It is evident in census data; in 1998 women made $.73 to the dollar of which was paid to men. Even today, there is still a pay gap that exists between women and men. It is said that some of the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government. They wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work. Data shows that women do attend to family obligations, like having a child, caring for a sick family member, or caring for an elder; but they also do not give up on work. Yes, women often chose lower paying jobs in exchange for flexible hours and do spend a lower number of hours per week long-term at their jobs than their male counterparts. Because women are socialized to be the primary care givers they are kept at these lower paying jobs that are more flexible, the jobs allow them to care for their family yet still retain an income (possibly a second income for the household). Women’s changing roles in society has resulted in this workplace problem. Women are allowed and often encouraged to work but they are not rewarded or

Women in the workforce are making their presence known. Women are usually paid less than their male peers and they aren’t promoted as fast as their male peers. Progress has been make towards gender workplace equality but gender workplace discrimination continues to be an impediment to gender equality. For the purpose of research on gender workplace discrimination, I used four journal articles. The first article, Minimizing Workplace Gender and Racial Bias, by author William T. Bielby, discusses stereotyping in the workplace. The article offers suggestions on how organizations should review their policy and procedures to minimize bias in the workplace. This article only talked about minimizing workplace discrimination but fail to provide evidence of how much discrimination is happening. The second article, Gender Discrimination at Work: Connecting Gender Stereotypes Institutional Polices, and Gender Composition of Workplace, by author Donna Bobbitt-Zeher used 219 discrimination narratives from sex discrimination cases that were presented to the Ohio Civil Rights Commission. Bobbitt-Zeher analyzed the cases and revealed that “gender stereotyping combines in predictable ways with sex composition of workplaces and organizational policies, often through interactional dynamics of discretional policy usage, to result in discrimination”. (Bobbitt-Zeher, 2011) For each woman, Bobbitt-Zeher created a discrimination narrative and history of discrimination

“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.

In 2013, The Equal Employment Opportunity Commission reported that over 27,000 claims were alleged sex-based discrimination. Most of these gender related accusations are gender discrimination. Stephanie Sipe and Donna K. Fisher, two professors at Georgia Southern University, and C. Douglas Jonson, a professor at Georgia Gwinnett University, state “Gender discrimination occurs when employers make decisions such as selection, evaluation, promotion, or reward allocation on the basis of an individual’s gender” (Sipe, Johnson, and Fisher 342).Since the beginning of time, Women have experienced inequality in the social as well as professional endeavors. Women’s inequality in the workplace has always been a controversial topic; yet, gender is a factor that affects men and women.

“And each of us can practice rights ourselves, treating each other without discrimination, respecting each other’s rights or dignities” (Carol Bellamy). In today’s economy, being bias in the workplace is more than a distraction, it is costly. It is hurting people of different race, ethnicity, age, sex, religion, and more. Working to stop inequality is something that needs to happen. While some may say that unfairness helps the economy and puts everyone in the right place, discrimination is prevalent in world history, and definitely affects the workplaces in the economy and their workers.

The 1960s, is most commonly known for the concept of “free love” and the anti-war movement, but this era also gave rise to another feminist movement and women flocked to the workforce en masse. Over half a century has passed and there is no argument that this country, our country has made great strides in the area of gender equality in and out of the workplace. With that being said things are still not equal. Women still on average make less than men for the same jobs. Even though they make up almost half of the workforce they are not treated as equals. What causes this blatant discrimination against the female sex? There are so many factors that add to gender discrimination on the workplace but it seems that gender

Although regulations for unbiased treatment have been implemented in the labor force environment, there is still room for improvement. There are numerous individuals who regard gender inequality in the workplace as a myth; however, many companies display an immense resistance to enforce laws that will protect their female employees from unfair and unlawful discrimination. These prejudice actions made against women are based on gendered stereotypes that ultimately place women at a disadvantage. These “ Gendered stereotypes, shared at the societal level that describe what men and women are known to be like, influences hiring processes in the U.S. law firms”( Cech 7). Employers, who discriminate against others based on their sex, should focus on each individual`s skills rather than their gender. The false presumptions that are associated with females not only affects whether they are hired but place limitations on their ability to obtain promotions, their salary range, and other aspects corresponding to employment. These are issues that a countless number of job corporations should be aware of; however, many of these issues are left unaddressed in the work environment and remain a barrier to women`s success.

According to Smith (2013), depression can be described as a low mood and unwillingness to undertake activities due to mental and physical exhaustion. This is common to people who engage in demanding activities that require high concentration and long working hours. Eventually, it leads to poor health, strained social connections as well as low performance and engagement. Notably, the impacts and rate of depression development vary significantly between the genders. In fact, Legato & Tucker (2005) argues that women are more prone to experience depression in comparison to men considering they experience hormonal fluctuations. This is a gap is even more pronounced in case the level of stressors is high in certain environment such as working places. Moreover, women are likely to multitask and it requires concentration and devotion to duties. Ultimately, this causes job burnout which is a major cause of depression among women. Furthermore, there are noted cases of gender discrimination in the workplace and it is often directed to women; therefore, in the process of working to attain freedom in a male dominated society, it increases risks of developing depression due to unreasonable demands.

In a male dominated society, it is challenging for a woman’s opinion and voice to be heard, and easy for gender inequality to thrive. Women have succeeded a great amount when it comes to comparison of how they were treated in the past, both in society and under the law, but the discrimination is still significant globally, even in areas such as Canada. Under the law, all individuals are the equivalent, regardless of one’s gender, race, or background, but in society women are still not treated with the same respect as males. Regardless, of what the law or the Supreme Court of Canada states, women are still accustomed to gender discrimination in the places they work and must deal with it against their coworkers. Unfortunately, it doesn’t

Gender discrimination happens on account of individual esteems, discernments and obsolete, customary perspectives about men and ladies. At the point when the subject of sexual orientation predisposition comes up, it's typically inside the setting of ladies being casualties of working environment separation. There are social and money related ramifications of gender orientation inclination in the workforce. Understanding the ramifications of gender inclination, alongside differing qualities preparing and introduction to a huge rate of ladies in the workforce, can limit the episodes of unjustifiable business rehearses. The impacts of this sort of predisposition on an organization are frequently discernable. The environment may wind up noticeably one in which representatives are suspicious, anxious and malcontented. The effect of sexual orientation segregation on a specialist can be little or enormous relying upon that worker's response. Whenever noteworthy, the segregation can hurt your organization's efficiency and advance.