Sign Up Now
Get instant access to over 1 million+ study documents
OR
Already registered? click here to login
By creating your account, you agree to our terms of service, privacy policy and student honor code.
Discrimination in Workforce
Gender discrimination at work place means the way to behave with the employees in such a way that is to prefer one employee to other due to gender biasness. All over the world, this disparity among the men and women is condemned but still present (Mooney, 2012). One of the research conducted at the U.S. shows that the women get lower compensation than the men do, for the same working hours per week. Women earn only 84.6% of what men earn for the same work and same working hours. This preferential treatment among the employees causes de-motivation to excel in the office environment. There are several ways of gender discrimination at work place (Fox & Lituchy, 2012).
According to the feminist theory, it can be a direct discrimination, in which men get more pay and women get lesser payment even though they both have same academic qualification, skills and experience. In indirect discrimination, the top-level management imposes certain rules in such a way that gives benefit to the male gender wholly. Harassment at work or disturbing the personal lives of the female working employees is also a common problem (Tilly & Charles, 1999).
This gender discrimination at workplace can cause many adverse effects in terms of low productivity. The biasness will discourage the female staff and as a result, their efforts for the company will decrease with the passage of time. Perhaps this biasness also lead them to feel that they have no worth and they start propagating awful and nasty rumors about that specific office...
According to this act, equal salaries, allowances and bonuses is the right of every employee.
This commission tries its best to prevent the discriminative cases but still the rate of these types of incidents is very high (Fox & Lituchy, 2012).
The major reason behind the breaching of EEO laws is due to the negligence of the top-level management who do not pay attention towards the problems of the female employees who suffer a lot due to this biasness. Besides, the employees themselves are so frightened to talk about these incidents or to make complaints about these incidents with their supervisors that boost up the confidence of the harasser to do such type of things more severely from next time.
The penalty on the breaching of EEO law is quite high that if the firm has to pay it once they will never do gender discrimination in rest of life but the point is will the employees ever be able to raise their voice on this major issue? Alternatively, they are made to suffer these discriminative and harassment problems forever. The answer to this question is concealed in the actions of the harassed employees that if they raise their voices against racism only then it will solve (Fox & Lituchy, 2012).
According to a research, 90% of women have suffered the problem of sexual…
References
Fox, S., & Lituchy., T. (2012). Gender and the Dysfunctional Workplace. Cheltenham: Edward Elga.
Fredman, & Sandra. (1997). Women and the Law. London: Clarendon Press.
Mooney, & A., L. (2012). Understanding Social Problems. Toronto: Nelson Education.
Tilly, & Charles. (1999). Durable Inequality. Berkeley; Los Angeles; London: University of California Press.
Many employers refused to hire women despite governmental regulations, or hired them at much lower rates than their male counterparts. While society was expanding their gender role again, the limitations surrounding this expansion left women confused as to their position in society (Rupp, 74). Even those who supported the new roles accepted them only in a temporary fashion, expected women to return again to their role of homemaker and
discrimination in business. Specifically it will compare and contrast my opinion of the definition of reverse discrimination, and how equal employment laws relate to the equal employment opportunity. Reverse discrimination is the practice of denying employment to certain races or genders in order to meet hiring quotas or hire to meet racial quotas. It attempts to hire more minorities to help them prosper and grow in business, but many
Gender Inequality in Hong Kong Wage discrimination is the discrepancy of wages between two groups due to a bias towards or against a specific trait with all other characteristics of both groups being equivalent. In the case of gender inequality, wage discrimination exists between the male and female gender. Historically, gender inequality has favored men over similarly qualified women (Kwong, 1999). In Hong Kong, Article 19 of the Bill of Rights
Gender Inequality in Education Every human being, in an ideal society, is born with certain rights that are considered to be the birth right and obligatory for the state and society to deliver. These rights include the right to Healthcare, Clean Water, Food, Justice, Nationality, etc. But again this is something that can only be talked about in the most ideal of worlds. The reality of the world is that not
Discrimination and Affirmative Action DISCRIMINATION The current study investigates gender discrimination and the relationship between organizational commitment and job satisfaction. Women report through survey questions on how they view gender discrimination against women today, their level of commitment to an organization, and their level of agreement on how satisfied they are in their jobs. The purpose of this study is discussing certain issues that pertain particularly to women, because majority of women's
Discrimination and Affirmative Action (Glass Ceiling) The paper will look at how women have for years been faced with artificial barriers as they try to advance into senior management positions. It will critically assess how efforts to include them equally into company leadership has hampered their economic gains and how there is still a long way to go before realization of their efforts. The argument that will prevail in this case