Gender Inequality Research Paper

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Similarly if men want to enter fields like fashion, arts or designing they face a tough time. Friends, family and society don't exactly put a stop to this dream but to some degree these men are made fun of for liking something so feminine.

Economy:

The worse off an economy, the more chances there are of gender inequality in favor of men usually. This is because the society holds the view that women were meant to help raise kids. At the same time, it believes that men are the major, provider of the family, and have no other roles and responsibilities which demand their attention to this great an extent. Therefore, the job market turns in favor of men when the economy is not doing well (Friedman and Marshall, 2004).

Limitation of this phenomenon: However, this presumption may be incorrect in several cases, and in fact proves to be so. These cases include women who are indeed the sole providers of their family, or a major income earner for large families, or even single parents.

On the other hand, in times of economic downturn, there is another school of thought which believes that since women are not the sole or major providers of the family and are pursuing jobs for the sake of interest alone, or majorly, they can be hired at a lesser cost. This way they take advantage of women workers and subdue them when it comes to paying them.

Cultural Perspective and Stereotyping:

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The idea of gender inequality in workplaces is a phenomenon which cannot be limited to certain geographic or cultural regions. In fact, this is a phenomenon common to cultures and countries the world over. In general, such phenomenon can be found more extensively in Eastern cultures as compared to Western ones. For instance, women in North Africa, South Asia, and the like are not encouraged to pursue careers (Bailey, 1992). A very small percentage of women belonging to these cultures and countries can be found earning.

On the other hand, women in the West are more likely to be seen and encouraged to pursue whatever their passion is, be it career or family. In fact, in the West, women are actually encouraged to pursue their heart's calling, in efforts to eradicate the issue of gender biases in the workplace.

Research Paper on Gender Inequality in the Assignment

However, this does not completely extinguish the grounds of gender bias at work. There are other forms of discrimination that cause inequality. Some jobs have been stereotyped and labeled for women or men in particular (Cotter, Joan, Reese, 2000). Housemaids, nurses, receptionists, governesses, teaching at primary levels are typically women. Now, even though one might argue that these occupations do give women a chance to work, all these jobs are the lower/worker level jobs. The more physical jobs like construction, mechanics, plumbing and more are for men, you will hardly find any women working in this area.

Higher level jobs, though both genders are found there, are also labeled male or female. For instance, designing, painting and other forms of art and glamorous occupations are associated with women. While jobs like pilots, politicians and armed forces are linked with the men of any country, culture or society. If any gender intervenes the job labeled for the other gender, a touch time welcomes them. They need to work harder than the original gender of the job to get the same appreciation and recognition in the field.

Prevention:

To avoid this whirlpool of gender inequality is to highlight the importance of intervention of women into the work fields where only men used to work and vice versa. Creating awareness helps the most, and since media is the widest spread source of conveying messages, using it to change this idea of inequality is a golden path to begin with.

When the educational facilities for women will increase, we will see more and more female students in our institutions and with any luck this number will not decrease as we all move forward to higher education. These facilities include the families and cultural backgrounds of these women. Once the family starts accepting, promoting, and appreciating the entrance of their daughters into the work places, the percentage amount of women in labor forces will automatically increase.

People within the management of the labor force will also accept women in their staff and this will increase the experience women get. The increased number of women in a working organization will invite respect from other employees with whom they work. This will also reduce the number of harassment cases at offices.

Conclusion:

Today we might see a lot more women working in different occupations. They might be seen working in management positions and other higher posts. They may also be found at jobs no one thought women could be able enough to do. And we may say that women have come a long way on the path of becoming career oriented but the inevitable is that even now women are a very small percentage of the average workforce of a country, in fact they are far from being half of the working staff in an organization.

The struggle of a worker from the minority gender of a particular job is very occasionally recognized and even less esteemed or rewarded. It is always the women who are asked to come "up" to the level of men, always the male employees who are asked to soften themselves in the roughest moments.

This impartiality at work places needs to be attacked and demolished. People need to start accepting the intervention of women and men into the jobs where they had not entered before. Labor workforces all around the world and also acknowledge the achievements of different genders during the course of their job lives.

References

Bailey, S. (1992). How Schools Shortchange Girls: The AAUW Report. New York, NY: Marlowe & Company, 1992.

Sen, Amartya. (2001). Many Faces of Gender Inequality. Frontline. Volume 18 - Issue 22, Oct. 27 - Nov. 09, 2001

Friedman, Ellen, and Jennifer Marshall. (2004). Issues of Gender. New York: Pearson Education, Inc., 2004.

Cotter, David, Joan Hermsen, and Reeve… [END OF PREVIEW] . . . READ MORE

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