Contents. 1. Introduction. [page ii] (The new reality. ) 2.
Unequal character of gender relationship through historical view. [page iii] (Real example. ) 3. Gender discrimination. Breakpoints.
[page iv] (Definition. Basis and types of gender discrimination. Why it still exist? ) 4. Conclusion. [page vii] (Phobias. Thinking about Men & Gender Equality.
) 5. References and bibliography. [page ix] 6. Appendix. Introduction. Today women make up 45 percent of the world’s workforce.
Women in developing countries work an average of 60 to 90 hours per week. Ninety percent of the 27 million workers in export processing zones are women. In 10 years, 80 percent of all women in industrialised countries and 70 percent of all women globally will work outside of the home. Women have transformed the labour markets of the world. In many countries the increasing labour force participation of women is driving employment trends. The activity rates of males are declining while those of females are increasing.
The structural transformation of economies, demographic change, informalisation and new notions of working time have redefined working and living conditions for both women and men. But gender inequality is sometimes built into labour institutions. Social security systems, for instance, frequently assume that the breadwinner of the family is male. Labour market segmentation along gender lines generates structural wage differences between men and women that are difficult to address through conventional labour market policy. Unequal character of gender relationship through historical view. In the 19 th century upper class and middle class women were not expected to earn their own living.
The Essay on Results In Discrimination Against Women Gender Marshall Socialization
In the romantic comedy What Women Want, the protagonist Nick Marshall displays pretentious, arrogant qualities when suddenly an electric shock gives him the unexpected ability to read women's minds. The story follows Marshall as he attempts to manipulate women in his favor with his unanticipated capability. In this screenplay lies an abundance of sociological instances that focus on and relate to ...
women rarely had careers and most professions refused entry to women. In the middle of the 19 th century it was virtually impossible for women to become doctors, engineers, architects, accountants or bankers. After a long struggle the medical profession allowed women to become doctors. Even so, by 1900 there were only 200 women doctors. It was not until 1910 that women were allowed to become accountants and bankers.
However, there were still no women diplomats, barristers or judges. Women were allowed to become teachers. In 1861 over 72% of teachers were women, but teaching was a low status job and was also very badly paid. Remember when… a woman doctor was a rarity? When Elizabeth Blackwell of Cincinnati applied to medical school in 1847, she was laughed at and advised to wear men’s clothes and take an assumed name in order to gain admission. Ignoring this, she persisted and earned a medical degree.
Despite Blackwell’s achievements, women with doctoring ambitions were considered cranks, freaks, or oddities not so many years ago. They actually declined from 6 percent of medical students in 1900 to 4 percent by 1930, the result of an informal quota system. In those decades, few hospitals accepted women as interns. In 1948, Medical Economics asked 100-plus hospital chiefs of staff “What Do You Think of Women Doctors?” Only 36 percent gave unqualified approval. The balance rated them as “adequate, middling, passable, unsatisfactory, or just plain ‘ouch!’ ” In 1961 the dean of one medical school proudly told The New York Times, “Hell, yes, we have a quota; yes, it’s a small one. We do keep women out when we can.
We don’t want them here – and [other medical schools] don’t want them either, whether or not they ” ll admit it.” In the 1970 s, it took a slew of federal regulations barring gender discrimination to quash medical-school quotas. Today they ” re about 150, 000 strong, or 21 percent of all U. S. doctors, and 43 percent of the medical-school class of 2002.
The Term Paper on Women And The Workplace: Pregnancy Discrimination In The United States
I. Abstract With an increasing number of women entering the workforce, pregnancy discrimination has become a pervasive problem. This paper, which focuses on the United States (US), thus considers the underlying reasons and impacts of this biasness from the perspectives of both employee and employer. It then follows with a study on the legal protections in place to prevent such behaviour. And ...
And there have been other victories. Practices are becoming more woman-friendly, developing maternity-leave policies and allowing job-sharing and part-time practice. And little girls now have a role model in Dr. Barbie, a pediatrician.
Extracted from: Medical Economics Author: Doreen Mangan Issue: May 11, 1998 Gender discrimination. Breakpoints. Encyclopedia definition: ! (R) Gender (or sexual) discrimination. ! Sexual discrimination is any adverse employment action or policy based solely upon gender. Companies are obligated, under law, not to make decisions on hiring, promotions, dismissal, pay raises, benefits, work assignments, leaves of absence, or just about any other aspect of employment, based solely upon gender. For example, it is illegal to pay men more than women for doing the same or comparable jobs.
Legally, disparate treatment or disparate impact defines discrimination. Disparate treatment means that men in similar circumstances, or with similar job titles, are treated better than their female counterparts. Disparate impact means that a particular job action adversely affects women versus men, e. g.
only allowing a certain job level to bid on promotions where significantly more men than women are in that classification, while more women than men are in the lower job classifications and cannot bid on promotions. There are three main reasons of unequal abilities for men and women in day to day working practices: traditional working patterns; ! (R) old boy! network doctrine; marital responsibilities. Our society is still based on the traditional stereotypes of male workers and female householders. And of course, the most typical organisational culture is based on the working lives of men. Many companies have a power structure that consists of men. These may be men that have been with the company for a long time, or younger prot”|g”|s of the more senior men.
Both formal and informal structures exist that concentrate the company’s power and decision making within this network. It is very hard, if not impossible, for a woman to break into this circle. An unaware woman may feel the impact of being left out of promotions and / or decision making positions without ever realising what is happening and how. She may also find that the! (R) old boy! network is engaged against her as retaliation for her complaints of discrimination and harassment. Well, generally, for many women, mixing socially with male colleagues, for example in after-work hours, is just not a practical proposition. Although there are now a wide number of women! s networks.
The Term Paper on The Relationship Of Engagement And Job Satisfaction In Working Samples
The present study explored the factor structure of engagement and its relationship with job satisfaction. The authors hypothesize that work engagement comprises 3 constructs: vigor, dedication, and absorption. Using structural equation modeling, the authors analyze data from 3 archival data sets to determine the factor structure of engagement. In addition, they examine the hypothesis that ...
Modern families have working mothers. Women’s disproportionate share of family care reduces workforce participation, interrupts progression and affects training investment by women and employers. Sometimes women choose lower paid positions for the non-financial trade-offs such as flexibility to allow for family responsibilities. And yes, it is true that many women who work part-time while raising a family are happy working less than full-time. No wonder so many women are putting off having children, or not having them at all. They are afraid that they will be immediately relegated to the bottom of the working class if they do, and may never return.
This whole issue of life / work and family balance, needs a big rethink. Discrimination can be presented everywhere and whatever in culture of organisation. But according to practical experience of many women in the past, we can highlight some of them. Recruitment. Very often job advertisement state or imply a preference for male or female applicants.
Selection testing. Tests used in recruitment and promotion can be designed in such a way that a man would find them easier then a women. Training. A training course can be held at times or a location which would make it difficult for a women to attend it. Promotion.
Employers can assume that a woman could not do the job because of her family responsibilities, or some times they suppose that a woman would not want do the job because in the past it has always been done by a man. Pay inequity. ! ^0 Men and women should have equal pay for equal job. ! +/- “C this is the Law. But sometimes it is not completely true. A long-running study of graduate salaries has shown that the gap between male and female pay rates has not closed since 1977, when the study first began.
The Term Paper on Equality For Women Men Girls Boys
How would you like to earn about an extra million dollars? Is this hard to do? Then answer is no, all you have to do is be born male and graduate college. Throughout history women have strive d for equality. The informal slogan of the Decade of Women became "Women do two-thirds of the world's work, receive 10 percent of the world's income and own 1 percent of the means of production" (Robbins, ...
Women’s wages in manufacturing as a percentage of men’s wages: Developed regions 1990 1994/1999 Australia 82 84 Austria… 68 Belgium 75 84 Bulgaria… 73 Czech Republic… 68 Denmark 85 84 Finland 77 79 France 79 79 Germany 73 74 Greece 78 82 Hungary 70 69 Ireland 69 74 Italy 83…
Japan 41 58 Latvia 84 86 Lithuania… 77 Luxembourg 62 64 Netherlands 77 78 New Zealand 74 81 Norway 86 88 Portugal 69 66 Spain 72… Sweden 89 91 Switzerland 68 72 United Kingdom 68 74 United States 68… Source: Prepared by the Statistics Division of the United Nations Secretariat from Women’s Indicators and Statistics Database (Wist at), Version 4, CD-ROM (United Nations publication, Sales No. E.
00. XVII. 4), based on ILO, Yearbook of Labour Statistics (Geneva, various years up to 2000).
Why it still exist? There is a very big difference between physical and intellectual jobs. We can not say, of course, that one of them is more important than another. They just have a different concepts of labour organisation.
Frederic Winslow Taylor was the first scientist which successfully used the theory of physical labour where extracted the term! (R) productivity! . That was almost obvious “C productivity was staying in proportion to physical conditions of employees (and also, how much they are motivated, but this is a secondary aspect when we talk about physical labour).
But today, modern managers (especially in developed countries) have another problem. The scales of intellectual markets (and intellectual labour as well) are dramatically increasing, but nobody actually knows how to measure their productivity. Many years ago everything was easier. Labour market was very simple.
There were men and women (in the r”le of supply).
There were two types of job – hard physical job (for men) and another type like nurses, librarians, etc. (for women).
The Essay on Private Property Locke Labour Man
The Development Of Property From The Second Treatise Of Government By John Locke The Beginning of Property Private property plays an important role in the theory of Locke. Locke answers several questions in his discussion of property. At what point does an item become private property How does man acquire property What amount of private property can a person have How do you measure this amount ...
Now it changed, even for men. For instance, now you should not be two meters long and a hundred kilos of muscles if you want work on the building sites. This inflation of physical requirements initiated liberalisation of labour markets in most industries.
Consequently many women found their places in the male-dominated world. That was a natural evolution but not a revolution as some individuals claims. Well, everything could look so good and peaceful, but not. A still pretty big part of men (old school! s managers) and not less small group of women (feminists) are making noise in public. And we should be very careful because of such kind rubbish in magazines, newspapers, and especially in bookstores.
At the end I want to say that the real discrimination does not exist anymore (in developed countries, of course).
Basically most of these disputes are speculations, I am sure. And only people who are looking for any excuse of their defeats are still using this popular theme. Conclusion. Phobias.
Some argue that special reengineering of management in organisations would reduce female employment; for this to be so, women would have to be less valuable employees in the first place- that is, worth less to the employer. Unemployment rate (%): Developed regions W M Australia 1999 7. 1 7. 3 Austria 1999 3.
9 3. 7 Belarus 1995 3. 3 2. 2 Belgium 1999 10.
4 7. 2 Bulgaria 1997 14. 4 14. 3 Canada 1999 7. 3 7. 8 Croatia 1999 14.
5 12. 8 Czech Republic 1999 10. 7 7. 6 Denmark 1998 6.
6 4. 5 Estonia 1999 13 11. 7 Finland 1999 10. 7 9. 6 France 1999 13.
6 10. 2 Germany 1999 9. 2 8. 4 Greece 1998 16. 5 7 Hungary 1999 6. 3 7.
5 Iceland 1998 3. 3 2. 3 Ireland 1999 5. 5 5.
9 Italy 1999 15. 7 8. 8 Japan 1999 4. 5 4. 8 Latvia 1999 13. 3 15.
5 Lithuania 1999 12. 6 15. 6 Malta 1999 2. 6 6. 3 Netherlands 1998 5. 5 3.
5 New Zealand 1999 6. 5 7 Norway 1999 3. 3 3. 2 Poland 1998 12. 3 9. 1 Portugal 1998 6.
2 3. 9 Romania 1999 6. 2 7. 4 Russia 1999 13. 1 13.
6 San Marino 1998 6. 9 1. 8 Slovakia 1999 16. 4 15.
9 Slovenia 1999 7. 6 7. 2 Spain 1999 23 11. 1 Sweden 1999 5. 2 5.
9 Switzerland 1999 3. 5 2. 7 Ukraine 1999 11. 5 12. 2 United Kingdom 1999 5. 1 6.
The Essay on Women And Men Communicate Differently
Women and Men Communicate Differently The process of neo-Liberal dogmas, such as celebration of diversity and elimination of sexism, being showed up peoples throats, brought about a situation, when employment policies correspond less and less to the objective reality of interaction between genders at workplace. Men and women are expected to execute their professional duties with the same ...
7 United States 1999 4. 3 4. 1 Source: United Nations Statistics Division Social Indicators website (web accessed on 26 December 2001).
So long as a man and a woman are contributing equally to the company’s output, there is no reason why equal pay would be a problem for any employer. Thinking about Men & Gender Equality. Many people may not agree with me.
But I truly believe that market forces always shape every type of goods, even labour, in a fairest way whatever it can be. And if women still have a little smaller salaries, if the enter barriers in some industries still exist, we should not say that it is a problem of culture, or in general of society. It is just not a problem at all. Today every woman can get every education whatever she wants. And trust me, employers are not stupid or are hurry to become a bankrupts. And they are not interested in the gender conflicts.
If a woman is a really good professional she will never find any! (R) discrimination! on her work place. More than this, she always will be a leader even in a men! s work groups. But biologically, of course, we all have some kind of expectations, especially in gender relationship. And sometimes these expectations or some kind of sub-emotions or! (R) It! , as Sigmund Frayed defined this idea, are rules of our conducts. It is obviously impossible to exterminate! (R) It! in our behavior. But do we need to do so? I do not think so.
As civilized people, we just should to control it. References. Michael W. Drake and Stan Koss en, ! ^0 The human side of organizations! +/- (7 th edition), Addison Wesley Longman, 1998. [chapter 17] Peter F. Drucker, ! ^0 Management challenges for the 21 st century! +/-, Williams Publishing House, 2000.
David L. Collinson, David Knights and Margaret Collinson, ! ^0 Managing to discriminate! +/-, GB, 1990. Web sources: United Nations web > United Nations Development Fund for Women web > Bureau of the Census web > Women employed institute web > web > Bibliography. John Brabham, ! ^0 Benchmarking for people managers! +/-, Cromwell Press, 1997. Web sources: International Labour Organisation web > Education on the Internet & Teaching History Online web > Women in Informal Employment Globalizing and Organizing web.