Gender equality in a workplace

Genderequality in a workplace

ProblemStatement

Genderequality has in the recent time become an important area of concernfor corporates. There is the need for adequate representation of menand women as is required by different laws and regulations (Eikhof,2012). However, despite these rules, women have continued to sufferin the form of poor pay, discrimination and lack of promotion. Womenare constantly feeling that they are not being given equal treatmentas their male counterpart, and this has significantly affected theirproductivity (Casey, Skibnes &amp Pringle, 2011). The resultantimpact of these is that women have thus, been discouraged fromaspiring for top jobs because of fear of discrimination. Many women,as a result, have not been able to live up to their full potential. In this study, I will address gender equality, its challenges andhighlight some of the significance in a workplace.

Symptomsof gender equality

Accordingto some of the latest statistics, it is easier for males to get intoany field of work than females (Agenor &amp Canuto, 2015). Manywomen in the United States feel that if they try to climb thecorporate ladder, there are always bumps staged to ensure that theydo not succeed. In fact, many people still perceive that some jobsshould be for men only. In workplaces, women have been discouragedfrom venturing into fields such as actuary, financial engineering andso on (Ferguson, 2011). Gender discrimination is, therefore, still amajor problem because it has hindered many women from realizing theirdreams.

Conflictsthat exist regarding gender equality

Oneof the areas of conflicts is seen in cultures. Some people stillbelieve that women should only take care of children at home, andonly the father can be the family’s breadwinner (Fuchs, 2013).Additionally, in some cases, women have not been empowered enoughthrough proper education to enable them to compete with men equallyfor the top seats. Other interest groups include members of thereligious community. Some religions that look down upon women, andwhen such people head certain organizations, they tend to implementsome of their beliefs (Fetterolf &amp Eagly, 2011).

Ethicaldilemmas

Fora very long time, women have always been viewed as homemakers. Thismeant that some of their roles were to take care of children andensure everything was in order. However, in the modern world, womenhave assumed leadership roles and some even prefer being singlemothers. Successful women usually do not have time for a normalrelationship because they are always pursuing their careers(Lourenço, 2016). Some people are worried that empowering women toget the executive jobs will cause family problems. Additionally,there is the religious aspect, where others believe that women shouldbe submissive.

Howthe social issue has developed

Thissocial concern has developed mainly because of increased culturalintegration and globalization. Modernism has made it hard for womento be fully dependent on her husband. Both need to support each otherfinancially (Kaufman, Bernhardt &amp Goldscheider, 2016). Women havethus been forced to look for meaningful employment opportunities tosustain themselves. In the workplaces, women have thus been exposedto some of the problems highlighted above.

Importanceof Gender equality

Genderequality in a workplace is important because it increasesproductivity (Wu &amp Cheng, 2016). When there is no discrimination,the working environment encourages people to put their best effort,and this translates to more profits for the firm (Vleuten, 2016).Additionally, this is important because it will encourage the victimsto live up to their potential. Promoting gender equality will resultin increased economic growth and better standards of living.

References

Agenor,P. R., &amp Canuto, O. (2015). Gender equality and economic growthin Brazil: a long-run analysis.&nbspJournalof Macroeconomics,&nbsp43,155-172.

Casey,C., Skibnes, R., &amp Pringle, J. K. (2011). Gender equality andcorporate governance: Policy strategies in Norway and NewZealand.&nbspGender,Work &amp Organization,&nbsp18(6),613-630.

Ferguson,L. (2011). Promoting gender equality and empowering women? Tourismand the third Millennium Development Goal.&nbspCurrentIssues in Tourism,&nbsp14(3),235-249.

Fetterolf,J. C., &amp Eagly, A. H. (2011). Do young women expect genderequality in their future lives? An answer from a possible selvesexperiment.&nbspSexRoles,&nbsp65(1-2),83-93.

Fuchs,G. (2013). Strategic litigation for gender equality in the workplaceand legal opportunity structures in four European countries.&nbspCanadianJournal of Law and Society/Revue Canadienne Droit et Société,&nbsp28(02),189-208.

Kaufman,G., Bernhardt, E., &amp Goldscheider, F. (2016). EnduringEgalitarianism? Family Transitions and Attitudes toward GenderEquality in Sweden.&nbspJournalof Family Issues,0192513X16632266.

Lourenço,M. E. (2016). Gender equality in media content and operations:articulating academic studies and policy–a presentation.&nbspStudiesin Higher Education,&nbsp41(5),927-931.

RuthEikhof, D. (2012). A double-edged sword: twenty-first centuryworkplace trends and gender equality.&nbspGenderin Management: An International Journal,&nbsp27(1),7-22.

Vander Vleuten, A. (2016).&nbspTheprice of gender equality: Member states and governance in theEuropean Union.Routledge.

Wu,R., &amp Cheng, X. (2016). Gender equality in the workplace: Theeffect of gender equality on productivity growth among the Chileanmanufacturers.&nbspTheJournal of Developing Areas,&nbsp50(1),257-274.