Unjust Workplace

Her Mexican background and female gender both carry negative connotations that can affect her experiences within an occupation. In addition to herself, gender and race-based discrimination affects many people and so, by bringing attention to the issue, she and her fellow feminists could make an enormous impact on the affected population- women and people of color. At her conference, Ana, Bose, and Whaley would propose introducing affirmative-action legislation that would aid in desegregating occupations, which would in turn, help reduce discriminatory treatment of workers. Abandoning stereotypical lessons of masculine men and feminine women in regards with the academic fields/occupations people decide to go into also would also aid in reducing sex

Racism is defined as prejudice, discrimination, or antagonism directed against someone of a different race based on the belief that one's own race is superior. In the workforce, the issue of racism and discrimination has been brought to the center of conversations around the world. Companies claim to be “colorblind” and not hire somebody based on their race or gender, but the employment rates among minorities and women around the world is significantly lower than the majority in the given country. There is also the growing issue of minorities, such as blacks in america, making significantly less money than whites. This issue affects people all around the world who happen

According to Metz (2011), women are being deprived of opportunities and being squeezed out of organisations due to preconceptions about their dedication to a long term role, based on outdated gender stereotypes. In general, women experience higher rates of harassment at work, compared to men(McLaughlin, Uggen and Blackstone 2012).

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,

ill experience the public spheres and the workplace discrimination at the same level, because they have both conditions. Another example is the fact that African American women are often forgotten in history textbooks (Strickland & Weems, 2000, p. 72). In addition, even in todays’ news we talk more about the killing of African American men but not the ones of African American women (Ted Woman). From this perspective, other myths will derive such as the Strong Black Women myth (Black & Peacock, 2011). This myth is about a “gender-critical approach” in which African-American women are seen as stronger and responsible for their “health experiences” (Black & Peacock, 2011, 144). A research named Scott with his study sees the myth as forcing African American women to feel like they are self-reliant which will lead them to believe that they need to take care of their family, community, etc. Scott will refer to this idea as the management “warrior mode” (1991).

The “Glass Escalator Theory” is a theory that explains how men in female dominated branches of the medical field can advance faster than women. The “Glass Escalator” term describes how a man can surpass a woman in the same field and the woman might not even notice (Goudreau 1). Women are often too busy fighting obstacles that keep them from advancing and fail to notice how men are often given the higher advantage, in turn, riding this glass escalator to the top. These two theories are very prevalent in the medical field, especially in the branches that women tend to be more involved in, such as nursing, pediatrics, and gynecology. The Glass Escalator shows how men are able to receive more promotions in pay and positions even if women are more involved in the field.

In the article "Occupational Hazard? The Future of The Gender Pay Gap" by Richard V. Reeves and Nathan Joo, the authors illustrates research study of income dynamics by Francine Blay and Lawrence Kahn, showing that the gender pay gap can be explained by observable differences between men and women in the occupation and the industries they work in rather than straightforward discrimination. Occupation plays a crucial role that affect women's wage. To go further, the authors claim that sexism is a reason why women are in lower paying occupations. They first present that education is not the reason because women now are outpacing men on the educational front. Then they keep going by presenting the social pattern that certain occupations and industries are seen as "men's jobs" or "women's jobs" which partitioned even the most educated women into lower paying field like nursing. The larger problem is both men and women tend to select occupational fields that fit gender stereotypes rathet than their own individual interests. Study shows that young women with interests that point to business career still plan in health sciences. And men with a range of interests that would suggest a good match for a education career would still choose engineering as their jobs. It suggests that gender stereotypes about jobs can result in a mismatch between interests and

Occupations in the medical field are expected to continue growing as they have been for the past couple of decades, and the amount of female involvement still remains strong (Branin). Recent studies done by the Bureau of Labor Statistics found that 73% of managers in the medical field are female, but only 4% of chief executive officers (CEOs) are female. That being said, over ¾ of hospital employee jobs are obtained by women and only 4% are holding high CEO positions. According to an anonymous female healthcare professional, “Gender roles continue to exist in the workplace… upper management is male dominated, making difficult to form a strong connection.” (Chase). Until both men and women are looked at equally in the workplace, they will never be equal in pay, or obtaining higher positions. Discrimination is still shown in widely in in medical field, and Jennifer Stewart, the Advisory Board managing director who oversees human resources (HR) advancement and Nursing Executive Research, says, “It’s an issue [gender roles]... Gender equality is getting closer, but it’s still a goal…” (Diamond). Women are just as qualified, if not more qualified in some cases, than men in healthcare and are still receiving the lower end of the

In the 21st Century the number of women enrolling in higher education institutions is surpassing the numbers of men enrolled. The graduation rates of women from high school and higher education are most often higher than for men. The number of women graduates from most professional occupations, including higher paying medicine, law and business, will exceed the number of men graduates in the near future. In numerous occupational areas with a majority of women graduates, salaries already surpass salaries in occupational areas with a majority of men graduates.

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

When a person is discriminated against their race, gender, and age. This is some of the most evident forms of discrimination. I believe the most qualified person should receive the job, regardless of race or ethnicity. When employers disrupt workplace discrimination, legally they can be sued by the person or persons and receive bad publicity. When a employee hurts from unfair treatment due to their race and religion. Proving discrimination is difficult as is can occur in a number of work-related areas, during your initial hiring phase, during training or even after you get the job and have to participate in job evaluations. As far as ethnicity goes, Americans come in every color, shape, and size and a successful business is one that understands

The importance of these topics would increase awareness of racism, sexual harassment, and stereotypical situations happening to women in the workplace that need to be addressed. The overall state of what is known are the gender issues and inequality in the workplace. Some women like African American women have designed a strategy to cope with the issues present in the workplace, while others are trying to change the struggle of women hardly reaching upper

While the world has unanimously advanced and is more accepting of change, the workplace continues to be a place of discrimination, prejudice and inequality. Discrimination is broadly defined to ‘distinguish unfavourably’, isolate; and is context based (Pagura, 2012). Abrahams (1991) described the workplace as an ‘inhospitable place’ where gender disparity and wage gaps persist (Stamarski & Son Hing, 2015). Among other states and countries, the Australian government actively implements and passes laws to protect and maintain equal employment rights. While the objective of these laws is ‘to eliminate discrimination,’ the regulatory mechanisms in the legislation are largely ineffective at achieving this ultimate goal (Smith, 2008). However,

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.

I have personally experienced an inequitable work relationship. Unfortunately I was on the inequitable end. I have been working for a company for about two and a half years, and there are other employees that have been working there longer than I have. One of my coworkers has been working for this company for about a year and a half, and he was recently given a promotion. He is about two years older than I am; however, I have been working for the company for a longer period, and if anything ever needs to be done outside of the regular work hours for the company my boss always asks me to do it. I am always willing to do whatever she needs; in return I wish I would have been considered for the promotion.