Gender Inequality at Workplace Research Paper

Pages: 7 (2353 words)  ·  Bibliography Sources: 7  ·  File: .docx  ·  Level: College Senior  ·  Topic: Sports - Women

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Moreover, the employers prefer recruiting childless women rather than mothers. (Hallman, 2013)

Currently the female workers earn $691 per week, whereas, the male workers earn $854 per week. Hence it is quite evident that the female workers earn about eighty one percent of what the male workers earn. (Hallman, 2013)

Reasons behind Gender Discrimination at Workplace

The major reason behind women earning less or being treated badly is that women are usually raised with the notion that 'good girls do not ask', so even if the female workers know that they are being paid less than the male workers or the behavior of the staff or top level management is unjust, they do not speak and never go for negotiation. Hence, this lack of response triggers increased ratios of gender discrimination at the work place. (Parcheta and Kaifi et al., 2013)

Apart from that, the lives of women are generally in control of others. As little girls they are being raised to wait and are always protected and pampered. They are trained to perform indoor activities and are generally in control of their parents. In 1900s, the lives of women were purely dominated by men. Their lives were under the control of their fathers before marriage and after the marriage the control was transferred to the husband. The male gender, still think of itself as superior and hence it's a bit conservative when it comes to the rights of women. As most of the employers are men, therefore, they create an environment at workplace in which the gender inequality prevails. (Parcheta and Kaifi et al., 2013).

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Moreover, the promotion rate for men is greater than that of women; this is because the male employees readily relocate themselves. The relocation of family due to the transfer of a father's job is acceptable in our society. But when it comes to the relocation of family due to the transfer in mother's job then it is not accepted and hence female employees cannot relocate themselves easily and have a low promotion rate. (Parcheta and Kaifi et al., 2013).

Economic Implications of Gender Inequity in Employment

Research Paper on Gender Inequality at Workplace We Assignment

It has been suggested that the gender inequity in employment is directly related to the fertility rate. Therefore, an increase in the gender inequality in employment would lead towards an increase in the fertility rate and a decline in the economic growth. Apart from that, gender inequality in employment prevents a nation from using its female workforce as a competitive advantage against other nations. Moreover, an increasing number of female employees make the workforce less corrupt as the female employees are less likely to fall for corruption. (Klasen and Lamanna, 2010)

Conclusion And Reccomendations

It is quite evident from the above discussed data that gender discrimination prevails in the professional environment of the United States of America. This gender gap has negative impacts on the employee productivity and overall economic growth. In order to reduce this gap, efforts shall be made not only on the government level but also on the organizational and individual level. The rate of education among females shall be increased as educated females know their worth well. Women shall also be taught to develop negotiation skills and self-confidence. Equal access to resources shall be given to men and women. And the consciousness of male and female employees shall be targeted to eliminate gender discrimination. Another important step towards the reduction of gender discrimination is the destruction of conservative and informal cultural norms that prevail in the organization. Gender inequality has a number of negative impacts, the government, therefore, shall try to reduce gender inequality, in order to achieve elevated economic growth and set enhanced developmental goals. (Rao and Frugte et al., 2009)

References

Hallman, L. (2013). The Simple TruTh about the Gender pay Gap. Washington, DC: American Association of University Women (AAUW). pp. 8-10. http://www.aauw.org/files/2013/02/The-Simple-Truth-2013.pdf [Accessed: 12 Jun 2013].

Klasen, S. And Lamanna, F. (2010). The Impact of Gender Inequality in Education and Employment on Economic Growth in Developing Countries: Updates and Extensions. Belgium: European Development Research Network (EUDN). pp. 2-6. http://www.eudnet.net/download/wp/EUDN2008_10.pdf [Accessed: 12 Jun 2013].

Lui and Chang (2013). Comparing Attitude toward Gender Inequality -- Based on Data of Eastern and Western Countries . Beijing: Chinese Academy of Social Sciences. pp. 1-12. http://ricas.ioc.u-tokyo.ac.jp/aasplatform/achivements/pdf/2011_ab_liu.pdf [Accessed: 12 Jun 2013].

Parcheta, N., Kaifi, B. And Khanfar, N. (2013). Gender Inequality in the Workforce: A Human Resource Management Quandary. Journal of Business Studies Quarterly, 4 (3), pp. 240-246. Retrieved from: http://jbsq.org/wp-content/uploads/2013/03/March_2013_17.pdf [Accessed: 12 Jun 2013].

Rao, A., Frugte, A. And Wiik, C. (2009). Implementing Gender Equality Policies And Practices In Private Sector Companies. San Francisco: Gender Equality Principles Initiative. pp. 18-23. http://www.genderprinciples.org/resource_files/Implementing_gender_equality_policies_and_practices_in_private_sector_companies.pdf [Accessed: 12 Jun 2013].

Unknown. (2012). Gender inequality continues to be ever-present in the workplace. Johannesburg: Baha'i Organization. pp. 1-2. http://www.bahai.org.za/activism/10.gender-inequality-continues-to-be-ever-present-in-the-workplace.pdf [Accessed: 12 Jun 2013].

Unknown. (2012). Closing the Gender Gap . Paris: The Organisation for Economic Co-operation and Development (OECD). p. 1. http://www.oecd.org/unitedstates/Closing%20the%20Gender%20Gap%20-%20USA%20FINAL.pdf [Accessed: 12 Jun… [END OF PREVIEW] . . . READ MORE

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