Why Is There Gender Inequality at the Workplace?

Gender equality can only be realized when there is a level playing ground and a platform for both sexes to access the same opportunities, resources, and wages for their labor. In light of this insight, numerous countries, developed and developing alike, have made remarkable strides towards achieving gender equality in the recent past. Be that as it may, it is not far from being obviously true that women are oppressed in the work environment. Women continue to take fewer salaries and remuneration home, is more averse to propel their professions, and will probably spend their last years in destitution as compared to their male counterparts. In the meantime, men frequently face difficulties in getting family-accommodating policies at the workplace as opposed to women.

If this sample essay on"Why Is There Gender Inequality at the Workplace?" doesn’t help,
our writers will!

Trust an expert

Contrary to the conservative school of thought, the primary objective of gender equality in the workplace is to accomplish extensively equivalent results for men and women, and not the very same result for all people. Realization of this objective, therefore, calls for analogous remuneration, the evacuation of boundaries to the full and equivalent investment of women in the workforce. Gender equality is not only socially fair and morally right but also boosts the productivity of the workforce and the overall economic growth.

Literature Review

A) Adler, Marina A. "Male-Female Power Differences at Work: A Comparison of Supervisors and Policymakers." Sociological Inquiry (2007): 37-55. Print.

Fundamentally, this article explicates the contrast in power that encompasses men and women at the workplace and how their position has a distinct level of authority. The article then proceeds to clarify how that power is distributed. It becomes apparent that there are unclear appraisal policies which should be employed to determine the best candidates to be accorded a promotion. Administrative capacities and individual singularities are additionally not very much characterized in the working environment. These models are still utilized today to promote individuals as a part of the workforce. These reasons lead to an imbalance in the working environment and making these guidelines exceptionally one-sided. Women in the workforce, for instance, are subjected to fewer payments and deprived of power. The probe likewise discovers that gender qualities are the motivation behind why there is an imbalance in the workforce. Women can't accomplish or get the same status as men, regardless of the possibility that the woman has advanced education. In a situation where there two potential candidates, a man, and a woman, little or no consideration is accorded to training and personal skill set of the candidates. The study was based on this article, with a sample size of 1150 (531 of whom were women and 619 men). From the study, it was deduced that men had a higher possibility of getting a supervisory position. The article apparently clarifies that women have way fewer odds of getting a supervisory position than men and sexual orientation is essential with regards to advancing a person. Despite the efforts of policy makers to improve laws against gender orientation inclinations, gender inequality still exists. In synopsis, this article unmistakably illustrates gender bias at the workplace and exposes it for the menace that it is.

The author plausibly illustrated that both men and women possess the potential to execute top managerial positions but more often than not employers tend to favor men for these posts. An experiment was carried out to back the hypothesis with a sample size of 436 people, 375 of whom were men. Results from the analysis depicted that despite the better performance by women employees, they were not accorded proper ratings.

B) Ornstein, Michael and Penni Stewart. "Gender and Faculty Pay in Canada." The Canadian Journal of Sociology (1996): 461481.

Web.Sufficient evidence points out that at the point when the management carries out work performances, men get the high ground and show signs of improvement execution assessments. Despite the fact that there are heaps of open progression doors for women, however, there is still inconspicuous shamefulness and men normally get the high ground. The author of this paper took a gander at both men and women and their capability to execute their administrative roles legitimately. The author additionally took a looked at how enterprises pick their top employees and how their appraisal programs work and whether they are predisposition or not. Indeed, even in this paper, an experiment was carried out to give confirmation to a theory. Absolute 436 individuals joined in 375 of whom were men, and 61 were women. In this experiment, people did the subjective capacity test, and numerous different tests were done independently and in gatherings. The results of the research expressed that despite the fact that women showed improvement over men on sort execution tests, they did not get positive appraisals for administrative potential. The results clarify that there is bias with regards to performance evaluations. I picked this article because as indicated, despite the fact that women may be as advanced as men, there will dependably be an unpretentious predisposition in any performance evaluation.

Why is There Gender Inequality in the Workforce?

The backdrop above portrays the struggle that women have fought over the recent decades to be equal with men in all aspects of the workplace. Whereas the tremendous advances towards achieving gender equality in careers across the world cannot be swept under the carpet, uniformity in remuneration, appraisal and promotions in the working environment are still wanting. It is all around documented, generally known and talked about that women have more to lose from gender inequality. The primary goal of this paper is, therefore, to seek answers to the big question; Why is there gender inequality at the workplace? To achieve this objective, it is imperative to investigate the driving factors behind the disparities. Subsequently, the quest also necessitates the assessment of strides that women can explore to curb all the differences, measures that directors do to guarantee that women are accorded the same number of chances as men as well as corresponding pay.

Gender equality campaigns date back in history from as late as the 1800s (Parcheta, Kaifi and Khanfar). The campaign by feminists and activists has been an ongoing struggle that has seen women being allowed to vote for other rights and privileges that they were deprived of in the past. Gone are the days when very few women or none at all had access to education. Women are no longer viewed as property and restricted to the confines of kitchen walls not to mention the right to own property and make independent decisions. Be as it may, the struggle for gender equality in the workplace is far from over.

Whereas the statistics suggesting that women earn considerably lower than their male colleagues, interpretation of these statistics is tasking and calls for some tinge. For instance, some aspect of the pay dissimilarity may be attributed to factors like some hours, job groups, career paths and so on. Economists school of thought suggest that the wage gaps along sexual orientation are inclined towards and within occupations rather than across gender. This school of thought is, however, lacking in some aspects as it fails to explain plausibly why some women earn less than their male colleagues executing the same roles. The economic research is therefore quite generalized and falls short when it comes to analyzing particular occupations and isolated cases. Conclusive reports should succinctly explain the inequality by examining the gap in an array of occupations in a controlled environment where factors such as experience, the size of the company and professional backgrounds can be controlled to yield accurate results from which reports should then be generated.

Although a general headache, inequality at the workplace is more dominant in some occupations than other. Most cases of gender inequality are reported in legal firms and organizations in the business sector. Some of these cases are also as a result of the career choices by men and women in these industries and not just frequent instances of discrimination. Similar patterns are also reflected in voluntary and non-governmental organizations whereby more women prefer to work in these organizations than men.

To gain more insight on gender inequality at the workplace, we can take a gander at the locus of control research by scholars and activists such as the excerpts above. It then becomes possible to measure the degree to which people trust that their conduct impacts their circumstances. The outcomes again agree with a conceivable reason women gain less (Farrell). More often than not, lifestyles of women are controlled by other people right from their upbringing whereby girls are brought up differently from boys.

Women gain not as much as men for a heap of reasons, the essential being due to the necessity for women to take long maternity off days before and after childbirth which may prompt breaks in employment. Upon resuming their role after such long breaks, most women tend to start over again as if it was their first time. Besides, women resign and retire sooner than men which hints that not just do female workers have less progression in the workforce they likewise have fewer years in the workforce contrasted with their male partners and clarifies why they procure not as much as men (Gayle and A). Men are also likely to get promoted at a faster rate than women mainly because they tend to be more flexible and willing to relocate faster than females. It is also more socially acceptable for married men to travel more often and relocate frequently compared to married women (Jalilvand). Although inconclusive, research points out that Men also work more hours than women.

Contrary to their male counterparts, women frequently search for job opportunities that have ordinary working hours and prevailing conditions hence the disparities. There is also a clear line of distinction in the field of education and professional training that women and men pursue with most women-oriented towards arts and social sciences.

Conclusion

In synopsis, the backdrop above illustrates the struggle that activists and feminists have endured since time in history to fight inequality in social as well as on professional grounds. Conventionally, women were constrained at home to take care of children and perform household chores but modern day women have made great strides from the predominant male discrimination. Taking everything into account, more women have made gigantic progressions in education and professional training today which has started to revolutionize the working environment. Additionally, in the world today there are more women-owned organizations as compared to the recent past. However, many communities and societies still have traditional notions of women being considered as the lower sex.

Enterprises need to view the contrasts in sex or gender and improve their corporations by using this contrast. Women also need to understand the distinctions and try to figure out the reasons why men gain more and make the changes in their lives. Gender inequality in the workplace has been attributed to various factors ranging from career choices, social roles, training, personal inclinations, to name but a few. For instance, women who take long maternity leaves are more likely to drop or stagnant in earnings as they take quite some time...