Women Workers In Society Have Been And Still Are Deemed

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

Meaning women have additional problematic issue then man. For example in education women face more obstacles as faculty rather when in manager and directors in corporate America. Even though there been great progress in the workplace, most jobs are segregated by sexes. There is wag gaps, the average women have to work roughly 4 months extra every year to make the same wage as man. For example, when the educational attainment increases the gender pay decreases for women no matter what levels of education than men. In other words, women earn 77cents for every dollar man earn and put in their pocket (Benokraitis, 2010, p.160-161). Discrimination where both woman and man share in the workplace is the glass ceiling and glass escalator. The glass ceiling being, “women efforts to scale organizational and professional hierarchies but cant because they are constrained by invisible barriers to promotion in their careers, caused mainly by sexist attitudes of men in the highest position” Similarly, men that choose to go into position like nurse and librarians encounter the glass escalator mostly vituperative criticism from the public when they are in the most female-identified specialties” “Therefore man are pressured to move out of the most female-identified areas, and up to those regarded as more legitimate and prestigious for men” (Williams, 1992, p.

The gender wage gap has been around since women began having jobs and careers. Though in the beginning the gender wage gap was purely do to discrimination by social stereotypes, now it has become more complicated than that. The issue today has evolved into a complex issue which combines our American culture with business economics. As a result, some are skeptical of the issue and some are very adamant in their beliefs. The issue encompasses not only gender stereo types but also educational, government policies and business’s best practices.

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

The gender wage gap has been a nationwide problem since women were able to enter the workforce. Women have begun to speak out more about the issue and evaluate what they can do to change the industries and how they personally present themselves to help this change. Currently there is a wide range of opinions on this issue, with some saying it does not exist while others think it will ruin the economy if not fixed immediately. This makes it more difficult to address the problem and predict how it will be in the future; however, all sides of the spectrum are becoming more aware of what the gender wage gap means and what they can do to change it. This paper will analyze the different stances on the extent of this social issue as well as the current practices being used to increase knowledge and equalize pay for all.

Reasons as to why gender wage gap exist so heavily, slightly differs from country to country but the overall effect from the wage disparity is wholly evident. Few agreeable reasons as to why the gap continues, expressed by the European Commission, are either by traditions and stereotypes, “glass ceiling” direct discrimination, and the undervaluing of women’s work ("What Are

Although gender discrimination seems to be the cause of the gender wage gap to many, Sarah Glynn brings her readers’ attention to significant structural factors and continuous social attitudes of gender roles as

The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be

A majority of women across the world are highly accountable for home duties, and child rearing, while men on the other hand are bound for working in higher paid salary jobs. As of a result of this, inequality amongst genders has turned into a controversy in the workplace. And due to this gender inequality, women have been led to poorly paid gender typed positions. The gender pay gap negatively impacts individuals and some elements that play a major role in this issue are: work experience, independent skills, specific length of time at a company, and the level of education the person has obtained. However, the

This paper explores the sociological effects gender wage gap in all aspects of our society. Gender wage gap is when a Women is paid 79% of what men are paid, the gap is referencing the 21% gap in between what a man is paid and what a women is paid.This topic relates to Sociology because it pertains to social inequality, gender pay Discrimination, gender segregation, gender diversity, patriarchy, feminism, and gender inequality. African Americans and Hispanics have the biggest gap in pay and white and Asian women have the smallest gap. Inequality with Race and wage gap are one in the same when it comes to social inequality they are both a form of discrimination.

The gender wage gap is a prominent issue which is fought for in feminism today. In the past, this standard has been justified due to the fact that women were more likely to be stay-at-home moms, and were less likely to have jobs or college degrees. Today, women are getting comparable education to men, and working comparable jobs, yet the issue remains. The gender wage gap is a women’s rights issue based on the old-fashioned role of women in society which needs to be fought against and decreased in the United States during this current political and social climate.

Did you know that the wage gap is affected by more than just wages? Until the Enlightenment of Europe in the 1400s, women were viewed as less than men. They were not expected to work or be in any leadership positions. Now, the modern feminist movement is gaining momentum in raising the equality of women by increasing access to information about inequalities women face and hosting protests. Despite their success, women still face inequalities, especially in the work force. Women’s lack of access to equal employment opportunities leads to a wage disparity, for which political solutions have been implemented without success.

Sexism against women in the workplace is still common, particularly in managerial positions, which creates glass ceilings for women who can do as good or better job as their male counterparts. It is a sad fact that sexism still exists in the twenty-first century. What is the glass ceiling you may ask? The glass ceiling is (Bell, Mclaughlin, & Sequeira, 2002) as “the invisible or artificial barriers that prevent women (and people of colour) from advancing past a certain level” (Federal Glass Ceiling Commission-FGCC, 1997; Morison and von Glinow, 1990). As a civilization where we want equality for all – we should strive to eliminate inequality caused by the glass ceiling. I believe that if we do not seek to eliminate sexism, it will have a negative impact on us and future generations.

There has been a major development in women’s equal rights since the Equality Act 2010 was introduced that includes gender equality as one of the strands which states people under this act cannot discriminate or harass and victimise another individual( Ref). The gender pay gap between men and women has been on debate for many years. This essay will examine whether or not in this modern day society their still remain gender inequalities through the use of relevant theories this essay is determined to establish whether these inequalities still exist in employment by exploring social, biological and cultural explanations and differences between men and women. Why women are more likely to be discriminated and oppressed and how I can use this awareness to challenge and address gender inequalities in employment.

The American Association University of Women reports that the average full time workingwoman receives just 80% the salary of a man. In 1960, women made just 60% of what men made, an upward trend that can be explained “largely by women’s progress in education and workforce participation and to men’s wages rising at a slower rate”, but a trend that is not yet equal (p. 4). Hill recognizes that the choices of men and women are not always the same, whether it be in college major, or job choice, however she concludes that women experience pay gaps in virtually all levels of education and lines of work. She suggests that continuing to increase the integration of women in predominately male dominated work will help the pay gap, however, she believes that alone won’t be enough to ensure equal pay for women.