Inequality of Women in the Workplace

Discrimination in work place has been a major problem for several years and it is backdated historically to several years ago. Discrimination is isolating someone on his or her physical appearance, gender, age or race. The most common type of discrimination practiced by most employers is gender and race. Gender discrimination is a phenomenon whereby one gender is trying to make another sex weaker than others. The situation is associated prejudice and hatred over the opposite sex.

Revolution for women rights on equal opportunity in workplace for instance In UK began started in the early twentieth century when the civil moments advocated for rights of lesbians and women in women in general. Women had been sidelined for centauries leaving them below the authority of men. They had no come since it was had for them to obtain a job. Women remained marginalized by the private sector leaving the government with bigger task in trying to create gender balance in public and private sectors. Discrimination along religion, age and sex lines have created even greater obstacles in tackling inequality and integration in society.

Inequality in work place has been an area of great interest for many scholars. They concern themselves with attitude towards gender in a modern society. Scholars try to understand structures put in place in work place to cope up with gender discrimination. Some common terms being examined by researchers that are suspected to discriminate women in work includes ability to do work and the wages paid for the job done. Many articles put stunning critical examination on the intrigues women undergo while doing jobs, the problem a woman goes through while executing her professional duties in their respective work place reason being that most companies lack composed work diversity. 

Work place diversity involves inclusion of age, gender and race along other special groups in performing duties and work assignments. Diversity at work means developing a culture of respecting and recognizing unique contributions brought about by special groups. Gender inequality was majorly spoken about in the early twentieth century when Women had difficulties in acquiring jobs that men could acquire easily. They were denied benefits and job opportunities by their male counterparts since Most of the policy makers were male therefore making it even worse in create laws that could see women have rights of working. Evidence showed that mangers operating in an unbalanced work place are likely have more trouble in conducting business than a manager having a gender balanced staff.

Women started voting in the early twentieth century but men were still being favored socially. Women in the United States could only focus on fighting for their rights despite being the largest minority groups. They did demonstrations that used to be frequent in the wake of obtaining their rights. Employment was still biased on the male side. 0Although problems are still present; stability in gender discrimination has reached an advanced stage where there is almost total equality. Women have come out strongly demanding for their rights through strong trade unions and women organizations.

Men had just taken women for granted and no job was being given to any woman. Federal laws were created later in the twentieth century that was meant to cater for gender, disabilities, race and religion. Since then, several enactments of laws were done to expand the operation of these laws in ensuring further efficiency.  Enactment of the US civil rights law was done in 2009.

Recent research on discrimination in work place on social and nursing professions suggested that diversion in cultures should be encouraged; it is capable of reducing discrimination in women and religion among other forms of discriminations. Government has been involved in several campaigns that are aimed at pressuring the private sector players. The campaigns are aimed at creating consciousness among the private sector and their need to accept national policies concerning discrimination. Use of philosophy has been a common phenomenon used by the government to relate with the private entities in a way that will help foster relation between private sector and those advocating against gender discrimination.

Theories connecting gender inequality has been defined in different ways, some claimed that it is an effort taken by women to make sure they are with men while at work place. Sex discrimination has elicited fierce relationship between male and female workers. Legislations made by the English Government in 1975 moderated recruitment officers to the public offices taking care of women qualified for the position. This law has tried to reduce the gap between genders in public officers. Women had complained on the way men were being privileged more in provision of work and salaries.

Men were placed in separate categories of though they had the same qualification as their female counterparts. The aim was to pay a woman less money than their male counterparts. The formula ceased to operate since a woman and man in the same level have the same qualification therefore forcing employers to pay the same amount.

Though search for equality is in high note,  women are not willing to enter a profession  that is male dominated while male also don t want enter a female dominated profession gender. disparity in gender have been the major cause of gender discrimination,, the physical characteristics o f a man makes them suit certain job more than their female counterparts. Experience and the profession have been used in recruiting new employees this is because in a certain profession, there is probability of having more people of the same gender in certain Though implementation was successful, experts claims that the process might not cater for all rights since the law only gives the threshold laws to be followed therefore more willingness is required.

Troubles brought by cultural believes has been the major cause of inequality in employment.  Employers should shun out these cultures especially in an era where women have shown their capability in top management level in business and public sector. Instead they should adhere to legislations in place. Private firms have been effective in implementing these laws contrary to the government side. Private sector is much concerned with profit making, which affect their of staff selection. Most private companies believe in the performances of men more compared to women. In their recruitment, you will find the gap between genders is bigger. Government will have no option than to impose more strict rules in order to reduce this gap by carrying out a study on gender discrimination and its implementation strategy formulated

The definition of sex discrimination by law has created many avenues for legal battle rather than creating gender balance. Several companies have suffered losses due legal action taken by women in claims of sexual harassment whenever they are dismissed. This lies to be a set back in trying to reduce the gap of gender inequality. Employers will not be willing to employ women in executive positions because they fear legal implications and high demands for compensations in the alleged sex harassment. This law seems to decelerate the spirit of gender balance.

Some legislations made by the British parliament has touching on promotion or demotion. Some companies give excuses of restructuring itself and lying off workers of the same gender are prohibited. A situation whereby a woman who is experienced is sacked without any tangible seasons while a man who has lesser experience remains is an example of gender discrimination that is punishable by law. Promotions that are biased on one gender for instance promoting a man and leaving out a woman who has more experience because of gender is an act law violation and everyone is liable to go to court.

Payments should be equal for people working at the same level despite their gender. In A situation whereby a woman who is working for instance in a marketing department as a sales personnel should be earn the same amount as her male counterpart in her department without any favorism.

Employees should agree on terms and conditions of working in a certain company. The company should have provision for maternity leave or health leave. A woman who goes for leave should be reinstated to the same job with the same salary as before maternity leave. If the job has been replaced, then a similar job with the same salary package should be awarded. Benefits such as health insurance should be awarded to all workers. Subscriptions should be equal. Question of covering the husband should not arise since male do also cover for their wives. Any person that undergoes such scenario is considered to have been discriminated based on gender.  

This law have since then been slowed down citing cases of women Chief Executive Officers being paid less than their male counterparts. Such developments have pushed the government to rethink on the modalities they will use since the law has been in effective. Some companies have a lot of willingness to help women secure their employment right though it's only for the junior positions.

Statistics shows that women who are employed complain of poor pay compared to their male counter parts. They believe men contribute much of their discontent and low salary pay. Behavior of the executive towards the female workers has never been that good eliciting protests from women over their appointment that do not consider gender balance,. Women feel that men on top posts promote their male counter parts. The protesters also question the way salaries are being since most companies pay less salaries to women compared to men in their level.

Lack of passion is majorly blamed by experts as part of the reason why few women get themselves in the executive posts. Men are naturally in passion for power, they fight hard to gain power unlike women who are very reluctant in fight for power.  Few women are willingly to fight a bruising battle

Gender-based law is based on all aspects of employment that includes hiring, promotion, demotions and social privileges like pensions. Each sex is mandated by law to receive equal treatment and opportunities. Sex discrimination is involves request for sex in a work place a situation that make others person feel uncomfortable. The law applies to all sex including harassment by a person of the same sex. Law on Discrimination based on pregnancy protects women dismissal during pregnancy, equal payment and indiscriminate policies.

Discrimination is barred by law against denying a woman application chances. Forcing women to retire before the prescribed retirement age and act other acts that are against the prescribed law and other laws. Recently women have participated in several activities and others have gone high to post presidents and prime ministers. For example Britain has had a female Prime Minister. Women have participated in political scene and a good number of them joining parliament. Women have also joined security forces, the number of women joining forces has increased steady and it is set to increase even further.

Women starting their careers today have an equal opportunity with the male unlike the situation in 40 years when there were a lot of norms and values that the society used to follow. Woman alone was responsible in caring of children unlike current state where a family takes a collective responsibility.

Payments difference between genders have greatly decreased, it is estimated to be 18 percent. The statistics is based on the workers working on the same level. The statistics shows that women are affiliated to lower jobs than men. Women have explored some professions like nursing and medicine in general. In nursing alone, women are dominant leaving a question on gender balance though

Combination of good legislations has been the key driver in arriving at fair payments among both genders, social institutions have created a platform in empowerment of women shifting from a culture of  inferiority to full competitive culture where both male and female are equal. Formally men flexibility about women still remains low, there is no effort to equalize the opportunities fully on social and economic and political arena.  It is has been examined to be lower, there should be will and encouragement from male to the female to take up the challenge of taking responsibilities in their hands.

Survey conducted by the British social survey indicated that between 1989 and 2003, the number of people believing that women should be based only at home reduced from 28 percent to 16 percent. This is a major achievement by the government and those who were advocating for change especially in discrimination of women.

Women have been for long be known as good in domestics activities but the current situation seems to have been changed some of these ethics. Modern women are much confident and they find themselves in completion with men. Their voices in the job market are heard. The revolution has been fuelled by high number of women joining professional fields. Despite all this women still have their social responsibilities as mothers though with different styles. Raising a family with a professional woman is more expensive than it used to be five decades ago.

Work place has provided women with platform to play their role in the society. They have got their own finances therefore they make decisions independently; they have the power to challenge their husbands whenever they feel they have done wrong. Work also enabled women to form social societies and organize caterings that are meant to empower women socially and financially. Such institutions have given rise to powerful women in politics, administration and business fields.

Women taking leadership position in the society have brought sense of women presence in the feminine. Their natural reaction to issues is evident in most of them. Changes are so drastic such that it is not easier for a person who is a conservative to catch up with the prevailing wind of change.

The bid to stabilize laws concerning gender should be taken care of by new leadership skills and styles. Authorities should be demarcated into region. While the public can be forced to adhere to selection of workers according to gender, private sector remain unexploited therefore causing a bigger gap in inter gender balance. Government should find ways of solving or collaborating with the private sector. State should consider the impact of having the private sector in discussion without scaring away investors while the private sector should also consider operating on an environment that is fair to everyone, their profits should be benefiting all members of the society.

Government adoptions of channels that will report cases of harassment and other odds that fight the spirit of gender equality is a step in  reaching a stable society that is full of  good working condition  and a society full that is promising.

For a period of the past one century vocal women in feminist movements were cited to be in support of the argument that there is no apparent reason as to why women should not have it all. From careers that are fulfilling, rich family livelihoods, prominent business and political roles and most of all freedom to make choices of their own. Special reports have indicated that American women have up to the recent past made very big strides in their places of work since those times. Projections have also been made putting it that in the recent future with the rate of progress that women have registered, they will have made up more than half of the entire work force. But striking a balance between demands of the work environment with those of the family has been a looming problem that women have not been able to address. Interestingly enough both men and women have to a consensus that their employers have not been able to adequately accommodate this kind of a world where an approximate of about 70% of families in America have a working mother.

Overt discrimination of women in the work place has for over the past one decade been considered illegal especially under the federal government of the United States since the passage of the 1964 Civil Right Act. Since then the progress that women have made in regard to their representation has improved tremendously. Women in the present times have found themselves holding nearly half of the existing white collar jobs in quite a wide range of profession some of them even holding quite executive positions in these professions (Curdova, 2005). Meanwhile, people who are in opposition to gender discrimination have shifted their focus to the percentage representation of women in executive position in most prominent professions and much more specifically in government. This has been because the trend has been that, only one in every four supervisors as well as only one in every ten executives in the government and other popular profession is a woman. Such statistics draw us to the suggestion and indication that, while women in the present times are no longer denied employment positions on the basis of sex alone, there still exists a form of discrimination which has continued to create an obstacle to the movement of women into supervisory and managerial positions (Curdova, 2005).

In the 1980's 'glass ceiling' became a term which was coined describing subtle barriers hindering the advancement of women and at the same time minorities. The two dimensions of the manifestation of the glass ceiling have been recently brought to light. These are the nature of obstacles which limit the advancement of women and the perception that women hold in regard to how they re treated in their places of work (Epstein, 2005).  When it comes to promotions in most professions women find themselves being routinely passed over. The likelihood of the women getting an executive position depends on the rank or level of the post. This is regardless of whether the woman is equally or more qualified than the male colleague who gets it. Women who luckily manage to successfully break through the glass ceiling into high positions that will engage a lot of decision making are considered an exception to this rule. This is because in situations where more women retain more managerial positions there must be a disproportionate percentage of men occupying much senior positions (Epstein, 2005).

Despite the above facts, an empirical research posted by ILO (International Labor Organization) in one of its studies about women in regard to management has indicated that globally, women have increasingly continued to claim their share in regard to managerial positions. Though this has been the case the research also indicates that the progress has been very slow and at some point even discouraging. This has been particularly contributed to by the attitudinal prejudices that women that prevails in the places of work. In spite of this slow but somehow steady increment in the percentage of professional women, the nature of careers in the paths of women still continues blocking them from climbing hierarchies in organizations that they work in.

In regard to recruitment women who have qualifications in different careers are in most cases appointed to positions that are lower in value in terms of remuneration and requirement in regard to skills. This leaves them in what is considered as 'non strategic jobs' rather than those that are in line with management and which can lead them into higher positions. They are hence rendered ineffective as they are transformed in to support staff to the more strategically placed male colleagues (Epstein, 2005). Some of the few barriers in the career development of women include lack of experience in the management field, lack of role modeling and mentoring in high professional levels, perceptions and stereotyping of the abilities and roles of women in addition to leadership styles and commitment.