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Females make up forty two percent of the workforce yet, as can be demonstrated by the following HR report, the glass ceiling is alive and well at Company X.
Level FM Total
As the court can clearly see, there are no upper management female employees and there are only 2 at level 4. In other words, ninety eight percent of the decision making positions of Company X are held by men and all one hundred percent of executive level positions are male dominated. How can this be logical considering that females make up over forty percent of all employees at company X?
These discrepancies also hold true in Company X's pay scales. The average salary for a man in the company is approximately $112,000 verses female employees who average salaries of approximately $79,000. This scale has obviously been skewed because of the executive level positional differences. But, it is not surprising that these inconsistencies carry over from each department throughout the company. Throughout the prized positions in the company, males hold all of the better jobs and are therefore receiving the benefits associated such as higher pay. These statistics, see appendix A, (ADD Statistical information to Appendix A) imply that males have better employment options...
These actions are illegal and this report presented expert testimony that detailed proof positive that these discriminatory policies have been consistently implemented by the company's Human Resource policies over the course of many years. This information should be utilized as evidence in order to justify monetary remedy by the court in favor of the female plaintiffs employed by Company X. The Company X glass ceiling must be shattered. Throughout the nation, our globalized economy has required both men and women to be prepared to work hard and efficiently. The women at Company X have demonstrated an ability to put in longer hours and work as hard if not harder than their male counterparts yet they are not rewarded with equal pay or adequate position. Even though sexual inequality seems to be a universal phenomenon, the evidence provided in this case indicates that Company X represents an extreme example of discrimination and the objective of proving that male employees benefit with higher salaries and better jobs has been done.
Gender
One of the problems with discrimination laws is that they the law does not have the power to completely cure social problems. For example, affirmative action was a necessary part of the effort towards equality because many employers were simply unwilling to give woman an equal chance at job opportunities. However, many areas of overt gender discrimination have been cured, or cannot be cured by quotas because of a lack
proxyserver.pk/Browse.php?u=kLff2qPdyOxOtvb9YJgKSuxxnfUcHvoa6%2Fy%2FUkaN3xIsEDuqjlc%3D&b= This video released by IBN Live reveals the gender discrimination suffered by an Indian Athlete, named Santhi Soundarajan, who lost her silver medal in the female 800m race of Asian games in Doha because of her failure in a gender test. The host of the show very calmly ridiculed the athlete and bluntly joked about athlete's gender by laughing and saying that may be the management and staff members
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But domestic violence has not been eliminated. Nor have other discriminatory traditions, such as polygamy. "Although the practice of polygamy is declining, it continues to be a threat to women, as it undermines a woman's dignity, perpetuates notions of male dominance, and above all creates domestic environments where women become vulnerable to abuse because they are in the difficult position of agreeing to their husbands' marriage or asking for