Women 's Influence On The Workplace

Feminization of work is an idea which lives up to expectations towards more noteworthy vocation of women and the point is to illuminate the issues concerning sex disparities in the work power. It points towards explaining the issues of sexual contrasts and killing imbalance in administrations.

In the article “What’s Holding Women Back” by E.W it talks about how even though the public can see that women are just as good as men and in some cases better for certain positions, they still don’t get those jobs. In this paper I’m going to tell show you how even though women are just as capable as men to do certain jobs they are still discriminated against in the workplace. How women are affect by the glass ceiling effect and how it prevents them from getting the jobs that they deserve to have.

For many years in the United States, women have been faced with equality issues. Men were regarded as superior, which made women feel inferior and insignificant. One place this has occurred is the workplace. This type of inequality dates backs centuries and comes from the common belief that since men were the breadwinners, women should take care of the home and children. As a result, men were believed to be more efficient in their careers. This is also known as systemic discrimination (Kennedy et al., 2008). When women were given the right to vote, they began to progress and take their place in the workforce. As they increased in numbers, there became a need to for fair

“Marked: Women in the Workplace” by Deborah Tannen exclaims the continuous struggles women face throughout their social life and professional careers. Tannen catches herself at a work conference with an array of eight men and four women. Without realizing, she subconsciously began judging and analyzing the appearances of the women. This presents the conflict women face consistently, everyday and by everyone; themselves included. Tannen claims that the term “marked” refers to “the way language alters the base meaning of a word by adding something”. Women are marked because everything they do is critiqued, if a women enters a workplace dressed in tight and revealing clothing she will be marked as a women who wants to look attractive. However, if she enters the work environment dressed very casual with loose clothing, she will look like she is not trying enough. Additionally, women are marked by their association with men. If a women is married, she is a “Mrs.” while “Miss” symbolizes she is not. In a hypothetical, professional workplace such as a doctor’s office, there is a male nurse and a female doctor. In many cases people who visit the office will assume the contrary; the man is the doctor and the women is the nurse. This results because females are marked as supportive roles while males are given the lead role, whether it be true or not. Essentially, women aren’t marked whether or not they do something; they are marked for simply being a women.

Career outcomes require people to be proactive, take initiative and ask for a pay increase and increased work benefits. Men are more likely to be more aggressive and create their own opportunities to advance. “Social mores and male attitudes make an effective barrier to women rising above certain points; this tendency brings to mind a glass ceiling” (Toussaint 1).

During World War II American women entered the work force in unprecedented numbers, as the growth of men enlisting hit a high hurt the economy which left huge gaping holes in our labor force. Between 1940 and 1945, the percentage of females working in our workforce increased dramatically from about its usual 27 percent to nearly 37 percent. By 1945 one out of every four married women worked outside the home. Rosie the Riveter which is the star of the government campaign aimed to recruit women into the workforce for the munitions industry. She became the most iconic image of the working women during the war.

In the article At This Rate, It’ll Take 100 Years to Get Gender Equality At Work, the author, Emily Peck, outlines the various reasons as to why women face discrimination at work, why these women are less interested in becoming a top executive, and how gender equality is getting better, but at a very slow rate. The various reasons include not only the notion that women are less competent than men, but also because of the “maternal bias”, in which mothers who do well at their job are disliked and are kept from advancing because they are believed to be terrible parents (Emily Peck). Stress is the reason why single women did not want to advance in their career, while women with children said that work and family pressures played a large role in their decision not to climb up the corporate ladder. Companies such as McKinsey & Company and LeanIn.org are striving hard to advance women in their field of work outside of their homes and give advice to other companies looking to advance

Gender inequalities are evident in today’s society. In recent years there has been an increase in identifying the existing disparities among genders, especially in institutions. The workplace is a common institution in which gender roles are highly distinctive. Whether it be an office environment or elsewhere, women have higher social expectations than men. This regards the way in which women physically present themselves through professional dress and behavioural expectations. Women work in a male-dominant industry, which has created gender inequalities. Through the use of Erving Goffman and Dorothy Smith’s theories, one can attempt to understand the true impact of gender inequalities in the workplace.

work setting environment. In some places women aren 't even allowed to work, but in our nation the United States of America this is not our scenario. The scenario in the United States of America is that women are

"Many individuals believe that men and women are fundamentally different by virtue of their different reproductive functions, and that a women's reproductive role has ramifications beyond bearing of a child. These individuals claim that there are immutable differences between the sexes which are manifested in their emotional, physical, and intellectual traits." (19, Samuels) This is a sad but unfortunate truth about the attitudes of the American work force. Every day, women face inequality and discrimination in their jobs. Men overwhelmingly dominate both blue-collar and white-collar jobs in the United States. As more women have begun assimilating into mainstream jobs, men have become emasculated and threatened; thus creating excuses and

Initially, the first women entering the workplace did so out of desire. In a post feminist, post-civil right era and spurred on by higher levels of education. Women saw jobs and careers as rights that had previously been denied to them. Women were tired of just being "Big Johns Wife" or "Little Johnny's mommy". They wanted to be known the way men have always identified themselves by their jobs, their careers, and the level of success to which they had risen. Status, not salary, was the prime mover of the first wave of women to assault the previously all male worlds of medicine, and the corporate citadel

Gender is a social construction that all people participate in defining in our actions every day of their lives. It serves as a major foundation for our understanding of the world and a primary lens through which we initially interpret other people (Ridgeway 2011). That said, this understanding is used as the foundation with which women are deemed inferior to men and thus less worthy of respect and reward. Within the context of the workplace, jobs which are primarily female in worker composition are similarly seen as lesser than male-dominated jobs and thus is rewarded differently (England 2010). This same belief also contributes to lower rates in female administration. These discrepancies cause significant social and economic disparity between men and women.

Believe it or not women have had rights in the work force for over two hundred years. Women should be treated as equals with men in the work place, but that is not always the case. Companies need to be careful with gender issues; they could lead to law suits and cost millions of dollars. People whether it is men or women should be hired, promoted, or given raises based on their experience not their gender. Dealing with gender issues in the work place can create many problems that can be solved by treating all employees equally.

Unfortunately, regardless of a woman’s educational experience, it does not seem to make a difference when competing with a male in the workplace. Teachers, nurses, secretaries, and waitresses are stereotypical jobs that are affiliated with strictly women. These jobs are thought of as being “feminine” or not challenging enough for a man. Although, as for the men that do choose to take on these types of jobs, they are known to make at least 12% more than women with the same work experience. The stereotypical jobs that men are typically associated with are doctors, lawyers, policemen, and chief executives. Based on this research, it seems as though men have more power and gain more respect in society. What causes these absurd stereotypes, and why are women seen as incapable of performing the same difficult tasks as men? Although this question may never be answered, but there are many facts pointing to the reality of the matter (McCoy).

Despite major progressive and social changes to push for equality in the workforce, women still face challenges that have been pertinent since women were allowed to work alongside men. Even though women are receiving equal or higher education to men it is not reflected in the types of jobs women hold when compared with men. Since the 1970’s, the number of women in the labor force has increased 17 percent, and there are about as many women as there are men working today. While women are fifty percent of the labor force and earn majority of advanced degrees at universities, it tends to show different in the workplace. Aside from all the progress they are making, the higher they go in their career the harder it is for them to succeed, which is making it more difficult for them to compare to men. Sociology, or the study of human society, pertains to this topic by stating that gender inequality is not being pursued in the line of work. In chapter 8 of You May Ask Yourself, there is a section that specifically talks about inequality at work. Written in the text, you will find that the author talks about the increase of women in businesses, pay discrepancy based on gender, sexual harassment, and facing discrimination such as the glass ceiling and the glass elevator. As we talk about gender inequality, the discrimination of women in the workface started out as being “equal”. Even though men and women had different jobs, they still depended on each other to survive. Men usually did