For example, women now go out to work, just as men now help with housework and childcare. However Feminists reject the ‘March of Progress’ theory, and argue that women remain unequal within the family. Anne Oakley argues that we still live in a patriarchal (male dominated) society, and therefore women occupy a subordinate and dependant role within the family and wider society. In addition in Mary Boulton’s research backed this, she found that fewer than 20% of husbands had a majority role in childcare. Overall it could therefore be argued that rather than partners becoming more equal, women now have to carry a ‘dual burden’, whereby she is responsible for two jobs of unpaid or paid labour.
Women’s restriction in the workforce was also because of their forced dependency on men and poor socio-economic status of women. Women were seen to have no intelligence; their higher education was not seen as needed. Only those women who had higher social standings and wealth had a right to higher education. Along with Christian woman’s lack of higher of education, they were highly subordinate to men, meaning their father, brothers, and husband. They were not a loud to own land and also had to pass on their inheritance to their husband.
Gender discrimination leads to psychological and emotional disturbance, resulting in demoralization and descend in performance standards. It brings down the overall performance, and fuels more discrimination, which in turn increases the number of gaps in ones work further. After Ms. Salazar had been let go from her work, she had difficulty getting back into the workforce and putting effort into the tasks she was doing. She had later lost her home and had to move into a much more affordable accommodation due to her not finding a stable job. Ms. Salazar was not able to reach the full potential of the American dream due to the gender discrimination she had experienced in her workforce and the negative aftermath it had done to her psychologically.
There are a few problems with the rationale of the Work Plan. First, the low paying jobs that are typically available to women are welfare offer neither financial independence of the independence associated with the sophisticated standards of American citizenship (2003). Secondly, this model seems to forget that the target group of welfare is mothers with children who are dependent upon them. These women cannot become independent to the degree that the welfare system wants them to be since they also need to continue to care for their children and therefore they cannot reach the level of self-sufficiency that the law asks of them (2003). The above is what work values look like in welfare reform, but what about
Leadership traits identified with masculinity hurt women in the workplace due to stereotypical association. Physically, a woman has more on her plate outside of her job, whether it be taking care of family chores or giving up her working form by deciding to have a child. Men’s expected duties are focused in the workplace, while women have to balance all of their responsibilities, which cover more areas than just their careers. This expectation results in women being perceived as employees who don’t apply themselves based on quantity of time, rather than quality of work and effort. The Glass Ceiling is a result of society’s expectations of women, to assume the roles of both a career woman and a mother.
Women would not have felt empowered at the time because society was male driven. Stanton used the word ‘we’ to unite women because the only way that women were going to make a difference was if they could come together and become a force. Women would not feel comfortable in coming together against men because of how little power they had in society. There was always the fear of the negative that could occur if men overpowered the
The people who work with Judith are thinking like men and women can’t apply for the same job in society. 2. Manager treating her differently because of her gender women are important in our society same as a men. In my opinion women can apply for the same work if she is qualified for it. How has this attitude affect
In addition, the literature reports several factors explaining this situation. These include the difficulty for women to reconcile work and family (Lips, 2006), the lack of opportunities for women to gain the work experience they need to progress hierarchically (Bell, McLaughlin & Sequeira, 2002), the discriminatory stereotypes in the workplace, such as the idea of less women's competence (Lips 2006, Carli 2001, Eagly & Karau 2002, Carli & Eagly 2001), or the argument of a typically feminine social-emotional leadership style (Rosener, 1990), which does not fit the predominantly masculine conception of organizational cultures (Landry,
What causes gender inequality in the Kingdom of Saudi Arabia? Forced to wear the burka to being subject to polygamy. Being ruled by laws that forbid women to drive and work. Forbidden to leave the house without a male member of the family, Saudi women are the victims of severe gender inequality within their country. Most of us might blame the situation of Saudi women on a strict and intolerant religion, a lack of education or even a lack of awareness of Saudi women about their rights.
Employers who engaged in unfair hiring practices attempted to justify making discriminatory hiring decisions for several reasons. Some employers believed women lacked the skills and qualifications necessary to perform nontraditional and higher-paid positions simply because of gender. Other employers who hired or promoted women into supervisory or management positions prevented those women from attaining higher-level roles, which is referred to as the "glass ceiling." The glass ceiling is a metaphor used to describe a barrier where the targeted group--in this case, women--can see the higher rungs on a career ladder but are prevented from attaining more responsible and influential positions due to discrimination based on sex and business decisions that convey the message that men are more suited to leadership roles. This is evidenced by a study in 2003 conducted by University of California-Hayward professor Dr. Richard Drogin who discovered "women make up 72 percent of Wal-Mart's total workforce, but only 33 percent of its managers."