Who Is Kanter's Token Women In The Work?

The author provides many eye-opening statistics pertaining to the significant gap between women and men. For instance, Sandberg writes “women hold roughly 25 percent of senior executive positions, 19 percent of board seats, and 19 percent of our elected congressional officials.” This statistic is both shocking, yet not too surprising given how she explains how the term feminism. Feminism is not solely about women’s rights but can benefit men as well. The author provided numerous observations which served to motivate and inspire readers, especially women; not to be afraid to speak up in the workplace. She urges readers not to ignore the fact there are distinct biases between both genders which are taking place and considers herself a “feminist”. This book helps to further raise awareness to a seemingly obscure yet ever-present

Researchers Stier and Yaish (2014) have stated, “men’s employment is more stable, their salaries are higher and they have more opportunities for advancement and access to lucrative jobs” (p. 1). Indeed, men have more advantages in the society to gain power than women. Therefore, men are still dominating over women in occupations. Furthermore, “women are denied access to good and rewarding labor market positions by employers and because of their inferior power position in society their work is devalued and they are often ‘pushed’

The authors of this book, as well as the reviewer make several illuminating statements. Our world has changed dramatically from a time when women’s work was confined to the home, to a time when women are doctors, lawyers, scientists, and soldiers in the military. It is imperative that we continue to evaluate the glass ceiling idea as the world evolves. This can save time by automatically discounting some barriers that are no longer relevant to women, in addition to uncovering new ones that have been created by a societal shift in the female role. The idea that equality for men and women is present in the workplace is not one that can be easily agreed with. As women working in traditional male careers, such as firefighters, police, and the military continue to face a stigma. That being said, a stigma alone does not equate inequality. These women are even, depending on the vocation, periodically offered benefits that men in that career would not have. Lastly, it is not possible to ignore the fact that many times one makes choices based on their own internalizations of societal standards and stereotypes, which ultimatley affects their ability to move into positions that challenge their archetype. Simply stated, there is really no way to truly measure workplace equality as it is moreover situational.

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

At a time when labour unions were gaining in memberships, organization, and bargaining power, women in the workforce made marginal gains during this period considering the booming economy. Sociologically, a healthy economy should in theory provide the framework for change. When citizens have low unemployment and more money in their pockets, time and attention is less directed at bread and butter issues like sustenance and poverty, and aimed at equality and social progress. For women unfortunately, this was not necessarily the case. Their battle with employers was still a struggle between classes than gender parity. Male union leadership would naturally further male worker interests first,8 and this shows a culture of sexism in the workplace that was clearly difficult for working women to overcome. Even union-dues paying women rarely openly questioned their subordination as a sex.9 They were most likely outnumbered and the consequences of being a whistle blower did not want to be entertained. In the mindset of women who worked however, was a developing identity as female wage earners and unionists.10

In closing, overtime gender roles have changed since 1881 in the areas of employment and marriage; thus, the sources demonstrate that gender roles have changed because the needs and outlooks on women have changed over time. The world is far from perfect, but the gap of “power” between men and women is closing slightly with new movements starting and through educating

Discriminating women because of their gender is common in the workforce and unfortunately, has become a norm. Discrimination begins from childhood and that is why it has become accepted in America’s society. Sandberg, chief operating officer of Facebook and author of “Lean In: What Would You Do If You Weren’t Afraid?” writes that “the gender stereotypes introduced in childhood are reinforced throughout our lives and become self-fulfilling prophecies (653).” I can relate to Sandberg’s point because when I was a child, I use to think that girls could not be police officers or fire fighters because it was not seen as an appropriate choice for a girl. I acknowledge Sandberg’s point because gender stereotypes are reinforced in television, the workforce, and at home during indoor or outdoor chores. hooks, activist and author of “Dig Deep: Beyond Lean In” would support this point; however, she would argue that patriarchy is the core issue, not stereotypes. In other words, hook believes that “we must understand that challenging and dismantling patriarchy is at the core of contemporary feminist struggle- this is essential and necessary if women and men are to be truly liberated from outmoded sexist thinking and actions (662).” If patriarchy is the focus then America can establish why women are treated unequally from the men. Stereotypes are important, but hooks’ think that Sandberg “Is simply taking old ideas and giving them a new twist (664).” I agree with hook because Sandberg mentions how women face stereotypical issues, however does not explain that patriarchy is the real reason women have difficulties in the workforce. Before jumping into conclusions Slaughter must focus on how patriarchy can improve.

Women are more prone to live in low income circumstances than men, hence introducing the social problem of gender discrimination. Women have been discriminated in the workplace over time in that they are paid less than men in specific jobs and are not seen to be ‘suited’ to particular jobs, especially in the manufacturing and trade industries. Marxist feminist Margaret Benston believed that women were oppressed by capitalism in that they were treated almost as a back-up, or secondary option of cheap labour that enabled profits to be kept up. ‘In 1994, 6.41 million women were in low-paid jobs and on average women’s full-time gross weekly pay was 72 percent of that of men’(Kane, 2003:115).

These two articles, “The End of Men,” by Hanna Rosin and “Still a Man’s World,” by Philip Cohen, discuss the success of women in the workforce and what that means for what is to come. Hanna Rosin and Philip Cohen bring different viewpoints on the progress we have made and where we are heading in the future.

More modern women no longer subscribe to the idea that they should only aspire to be housewives. This movement, which began in the 1940s, is hailed as the rebirth of feminism. Women entered the workforce to replace their husbands who had been sent off to fight in World War II. As a result, their work in factories and shipyards challenged the gender norms of that time period, and thus paved the way for future generations to come (“The Women’s Movement—Our History,” 2005). Today, in lieu of Rosie the Riveter, women and girls have many professional role models to look up to. Nonetheless, it remains imperative that the structure of the workplace changes to accommodate a more balanced gender ratio, but this is not always possible within the current patriarchal framework. Gender equality in the workplace has not yet been achieved despite the successes of elite women. However, as small progressions are being made, it is a recurring debate among feminists whether or not the ambitious woman can “have it all.” Sheryl Sandberg expounds on this idea in her book Lean In, believing it possible if a woman has enough determination. Other esteemed women, such as Anne-Marie Slaughter and feminist scholar bell hooks dissect her arguments in their respective works “Why Women Still Can’t Have It All” and “Dig Deep: Beyond Lean In,” both coming to the conclusion that women and men must first be liberated from the institution. Richard Dorment, author of “Why Men Still Can’t Have It All”, bases his

From the 1800s to present day, feminism has been a constant, whether for the push for equal legal rights, or equal social treatment. In early feminist movements, legal rights such as the ability to work any job were a great focus. However, with the great prevalence of women having these equal opportunities in a multitude of countries, the focus of the feminist lens is changed to be on the contrasting ways women are treated to others, and if this treatment needs to be corrected or can be simply dismissed as harmless. With this in mind, one looks back and considers if the gain of laws such as gender discrimination prevention that forbid managing women differently in a workplace environment have at all impacted the way people view and treat women.

Instead of being allowed to become corporate leaders and influential characters that can bring change to the system, women are encouraged to become part-time employees. They are often offered positions that are important but not influential enough to affect policy. In this manner they are shown that they are good enough to work, but not quite ready to accept the mantle of leadership.

By Marilyn Frye’s conception of oppression, men cannot be oppressed. She sees sexism in terms of mainly its institutional and structural states, with interpersonal and personal expressions perpetuating the oppression. Because of her views, she concludes that men as a group cannot be oppressed. However, there are problems with her analysis and ultimately I will argue that men can be oppressed as a group - but only by other men. They can suffer under the institutional sexism that Frye describes but the institutions and structures are created by and mainly perpetuated by men.

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

First, women in the professional world face harsh criticisms that are both portrayed in the media and rooted in Biblical interpretations. A Commercial by Pantene points out the issue of labelling. A man is labelled “boss,” while a woman is labelled “bossy”; a man staying late at work is “dedicated,” while a woman staying late at work is “selfish” (Social Voice