Furthermore, the comparison used is false as it is based on a misleading data. According to the pay data published by White House, women make 91 cents for every dollar men make. According to the incorrect data based on just the averages of the average earnings and not take other factors into consideration, one would say that there is a sex discrimination as men are not being paid the same as women. Think of it this way, if there ever was a discrimination in gender, then why should firms not hire only women for 78 cents a dollar and fire all men? That certainly would benefit the firm largely.
A woman working in the same job as a man will usually earn less, despite the fact that she may have the same or better training, education, and skills required for the job ("Study Shows Female Managers in Britain Earn Less than Men, and Equality Could Be 57 Years Away." 2010). Women are consistently discriminated against in the workplace. Women only make 60 percent or less than their male counterparts in the same job position (Louis, 2010). Throughout history men are seen as the “strong/tough ones”; the belief is that they should be paid more than women in order to support their families (Loney, 2005).
Pamela had appeared to do trend analysis in her report showing that there was a three year turnover rate among female and black employees. Another discriminatory trend that Pamela’s analysis revealed was that “both blacks and women were paid slightly less than male Caucasian professionals with comparable qualifications and tended to receive consistently lower performance rating compared with white male peers.” This information proves that the promotion policies of the company are a major factor in the staffing problems. Another problem that the company faces in terms of staffing is Bob recognizing the discrimination and not doing anything about it. Not only did he notice it himself and fail to do anything, but he also had another employee,
One of the biggest issues that the hospitality industry faces due to gender inequality and discrimination is shortage of workers (Morgan Jr., 1982). Morgan Jr. states that the inequalities which exist in the areas of wages between different sexes showcases a negative image of the industry, reflecting in the shortage of workers. Improvements in the balance of genders in hospitality may result in “higher profits for employing organisations” along with other benefits, like “compliance of moral duties” (Morgan Jr., 1982). As mentioned above, there are a couple of factors which influence the shortage of women in the hospitality industry, one of which is pay difference (England, 2005). Seeing how Morgan Jr. conducted his research in 1982, in comparison, the same problems can be found today when looking at Brownell et al research.
Gender inequality can be defined as the obvious or hidden disparity between male and female. In order to fight gender inequality, the US government had enacted several laws such as the 1963 federal Equal Pay Act, the 1964 Civil Rights Act, and the passage of Title VII and IX of the Education Amendments in the early 1970s. Gender discrimination can be manifested in several ways in this society; for instance, although there are more women that are being active in the workplace nowadays, they are being paid less money than men in many positions that are being occupied by both entities. This is so true that according to the US Census Bureau, the median income in 2000 for females with a high school diploma was $21,963, compared to $30,868 for males with a high school diploma. Females with bachelor's degrees earned $35,408 in 2000, compared with $49,982 for males.
Raising the achievements of boys has become a government priority, and there are many suggestions offered regarding the reasons why boys are now lagging behind girls in educational performance’. There are distinct branches of feminism ranging from the traditional liberal feminists with their concerns over legal restrictions; Marxist feminists concerned with class inequality; radical feminists who cite male violence and ‘sexploitatation’ of females; black feminism that alludes to a duality of oppression: racism and patriarchy. Finally, post –modernist feminism challenges the view that gender is certain and promotes the ideology that femininity is a chosen social construct rather than simplistic biological sexuality. This
In the last century where the was a stigma that man could do better than woman has come to pass, where man where the leader of families and woman were so domesticated. Now at the turn of the century man are more domesticated and woman are actually wearing the pants in the family then gender discrimination should not be the issue however according to International Labour Organization, young girls are often in a more difficult position than young men. They often face a double discrimination being young and female. In most of the regions in Asia, the female youth unemployment rate is higher than their male counterparts. Young women face even greater discrimination than adult women in the labor market.
The Role of Anger and Gender in the Workplace Dinesha Deonarine Hunter College, The City University of New York Abstract In western cultures, it has been conveyed that women tend to be more emotional than men. Due to the stereotype, it has caused a strain on women in the work environment where women as seen to be too emotional if anger or any other emotion is displayed in the work environment. Our aim was to examine reactions of anger and gender shown in professional environments based on status and competence ratings. Our hypothesis was that professional women who express anger in the workplace are significantly accorded lower status and are seen as less competent than professional men who express anger. We showed participants 4 videos, sequentially in balanced order and gave a questionnaire for them to complete.
Abstract Despite significant improvements in the socioeconomic status of working women, research reflects that gender inequalities continue to exist throughout the world. In this paper, the author attempts to examine the prevalence of sexism in the American workplace and in various sources of media outlets. By utilizing empirical secondary data and primary data collected specifically for this report, the author endeavors to prove that although much work has been done to improve the status of women in society, there continues to be a significant inequality. An Examination of the Prevalence of Sexism in the American Workplace and in Media When the forefathers of our great nation were composing the Declaration of Independence to succeed from Great Britain, they envisioned a nation where “all men are created equal, that they are endowed by their Creator with certain unalienable rights, which among these are the right to Life, Liberty and the pursuit of Happiness.” This immortal declaration has come to define our country, and has led many individuals to immigrate here in search of this “American Dream”. Nevertheless, during the relatively young history of America, many social issues have served to pose a direct threat to the attainment of these “unalienable rights”.
Even though today more women have joined the workforce and often do the same jobs as men, women get paid less. Women who get paid less in the workplace, despite doing the same job as a man, experience what is called the “pay gap”. The pay gap, also known as the “gender wage gap”, is the earning difference between a woman and man. Men earn an extra $1,356 a month or $650,000 a year between the ages of 25 and 65 (Henslin, 2010, p. 316). Now if the male is also a college graduate the pay gap will increase to $2,482 a month and total of $1,192,000 during their whole career (Henslin, 2010, p. 316).