office ladies Essay

Discrimination in the work place towards women is extremely common and occurs in everyday life. You can prove this by explaining how women in the workplace get paid, get promoted and get treated based on their sex. Sex discrimination in the workplace comes with many different faces. In its most basic form, it involves outright exclusion of women, solely by reason of their gender. Even where women have gained access to the workplace, sex discrimination may persist in other ways. Examples include identification of particular jobs as “man only” or “woman only” or through the existence of a “glass ceiling” that ensures women will only go so far on the corporate ladder (Brayton). Discrimination of women in today’s society is often

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

However, “all work makes an economic contribution, but the unpaid work activities related to the home have been marginalized in economic rendering of production” According to Riane Eisler (2007:16 as cited in Lindsey, 2011, pg. 277). Meaning that for human survival, and human development to be successful women’s work needs to be valued, while women are taking on the responsibilities of caregivers to others; as well as their own. In addition to the many task these women provide such as their contribution to their household chores, managing the household income, childbearing; and caring for the elderly; these jobs are all considered unpaid work to which these women will never receive any form of income for the work they provided. In the United States alone more than 40, 000 dollars annually would be paid out yearly, if these women were being paid for services rendered in those areas; such as cooking, cleaning, ironing, care givers; and financial advisor. Meaning, “at the global level, if the unpaid work of women were added to the world’s economy, it would expand by one-third, but on the positive side, the economic reality of women’s unpaid productive work is gaining public and government attention (Lindsey, 200. Pg.

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

I have noticed double bind in my workplace considering one is too masculine or to feminine. I don't believe in all cases it is not men versus women . In the healthcare setting you see a lot of women in management and director positions . In addition to the women that are trying to work there way up to management and director positions .My manager and assistant manager have totally different work ethic ,however they both want to advance in there careers. My manager mannerism is not as aggressive and doesn't like confrontation yet she has been told she needs to assist more with resolution when issues arise . I personally think in any position a women purses she will need to incorporate others desires and wants in order to achieve her goal.

“Frailty, thy name is woman.”(Hamlet) is a statement that Shakespeare must have made in a weak moment. However, since Shakespeare’s times, people have slowly begun to understand the importance of the role of women in society. During World War I, women entered the work force due to the shortage of men. Ever since this phenomenon, there has been a significant change in the number of women in the work force. However, this does not discount the fact that women are still subject to gender discrimination, lower salaries, and lack of respect in the professional industry. Improvements to the equality system have been made, but the problem is far from being fixed. Though the number of women joining the work force is increasing, the level equality between the two genders in the workplace seems to be far from perfect in many different ways. There are many different reasons as to why inequality exists in spite of an equal ratio of women to men in today’s work force,

In a survey by Working Woman magazine in February 1993, with 2,250 peruses taking an interest, the most huge discoveries demonstrated how far ladies have come as well as how the experience, execution lastly the sheer quantities of ladies supervisors are shattering a large portion of the generalizations. Indeed, even before there were profession ladies, there were negative pictures of ladies with power. They were monster women, iron ladies, flirts; malicious controllers who conspired and plotted their way to the top. In the 1970s when ladies started entering administration in critical numbers, it wasn 't astounding that numerous ladies reliably said in studies that they would rather work for a man.

Every day women work so hard and long and don’t get payed, this is called unpaid work. According to New York Times “Men work 2.7 hours of unpaid work a day. Women work 4.1 hours a day of unpaid work” (Chatham). This is basically saying that men get

The research study known as, ‘Women in the Workplace 2016’, conducted a survey through LeanIn.org and McKinsey & Company. Although not relating directly to the government workforces, the indicated research reveals significant statistics in reference to the inequality of women in America. The survey is given to over 30,000 employees to uncover their attitudes on gender, job satisfaction, ambition and work-life issues. “For every 100 women promoted to manager, 130 men are promoted.” The higher the position in careers, the less women are able to acquire high; manager or CEO positions for many reasons and one of them is that it is more difficult than men when discussing with others regarding a promotion. “Women are negotiating as often as men—but face push back when they do. Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are ‘bossy,’ ‘too aggressive,’ or ‘intimidating.’”

A recent hiring manager insisted, “Asian women are destined to work in subservient roles to men, because Asian culture has and always will allow men to hold the power in Asian society.”

Despite the issues that have surrounded women in the workplace since they first entered during the 40s, 50s, and 60s, there have been some evolution to the way women are seen and treated in the workplace. While women were expected to leave the workforce after their aid during World War II, feminist movements have pushed for the re-entrance of women in the workforce during the 1960s; there has been a lot of progression for the equality of women, although, this is not entirely consistent with every job, career, or internship. Either gender has been sexually harassed and prejudiced by the people who have power over them, or the workers they call friends. These issues that have appeared has caused a lot of fear, anger, and anguish. That is why

For much of American history, women were subject to laws that restricted their autonomy. These laws, known as coverture, stipulated that when a woman marries, her legal existence as an individual vanishes. Husband 's gain exclusive power and responsibility regarding property. Married women were unable to be sued, execute a will, or own property under her own name. It took until the 1880’s for these laws to dissolve in the legal system. Although it has been over 130 years, remnants of the gender stereotype it created are still instilled in American culture. Women have made great strides in society since the women 's suffrage movement, a disparity still exists in the workplace. While organizational laws can be created to help alleviate the glass ceiling and shrink the gender wage gap, an unconscious bias exists towards woman in the workforce and only a societal movement can fully erase the inequalities women face.

I notice this aspect, not while I was tutoring, rather the work done in the tutoring office. These employers were all female; however, they were also all secretaries. In the tutoring department (which was also combined with the services for students with disabilities), these women did most of the paperwork and payroll for tutors as well as setting up testing times for students with learning disabilities. I found the secretaries ' work at my college comparable to many women of the global south perform here in the United States. It does not require much other than basic math skills (knowing how to use a calculator) and doing what their employers told them. I am not trying to degrade these women, I am glad for their work. I just wonder why there was not a single male holding a position there. Is it because society deems a secretary’s job only a female’s job?

To promote gender equality, Irina Roibu cites some problems that must be addressed including balance between career and motherhood, the lack of sufficient childcare and nursing services, lack of a woman-friendly environment, lack of incentives for Japanese women to join the workforce, and a lack of childcare leave benefits (134). Perhaps the main cause of gender inequality in the workplace is the view of traditional gender roles and the unfriendly work environment.

At the time of equal rights and gender equality it is clear that there are still steps to go though in this matter. Even in the democratic countries the thing did not evolve as expected: there are only a few women holding broad position. According to the Guardian1 for the last twenty years women representation in middle an top management has highly increased but not so much in top management where they are still underrepresented. In fact, the average proportion of women in middle and senior management sector is 24% (Saab, M. 2014) whereas there is only 5% (Allen, K. 2015) of woman CEOs in the world largest corporation such as the international labour organization even says that it will take at least a hundred years before parity is achieved if we don’t speed up the machine with extra effort in this matter.