Gender equality in workplace Abstract

GENDER EQUALITY IN WORKPLACE 6

Genderequality in workplace

Abstract

Varioussocial issues surround our day to day lives. These problems affectthe social group associated with them negatively, and it isappropriate to address the issues to curb the effects they pose. Theproblem I will be addressing in this study is the lack of genderequality in the workplace. Throughout the essay, I will present thesymptoms, the conflicts, the potential ethical dilemmas, thedevelopment of gender inequality in the workplace, and the importanceof investigating gender inequality in the workplace.

Genderequality in the workplace

Thesymptoms of gender inequality in the workplace.

Invarious circumstances, women have been left out in particular jobroles and opportunities because of their gender. The issue of genderinequality in the workplace is symptomatic of the fact that womenremain underrepresented in the corporate world (Bobbitt-Zeher, 2011).It is also evident in the fact that the women are in reality unableto access similar rewards, opportunities, and resources as their malecounterparts (Schilt &amp Connell, 2007). The issue is as wellevident in the fact that the number of women in corporate employmentis far less in comparison to that of men in similar workopportunities (Grosser &amp Moon, 2008). In summary, anycircumstance that denies the women opportunities analogous to that ofmen because of their gender differences is a sign of the existence ofgender inequality in the place of work (Sharma &amp Sharma, 2012).

Conflictsand ethical dilemmas of gender inequality.

Theexistence of gender inequality in the workplace has resulted inconflicts. The existence of these conflicts is as a result of thedifferences in the interests, values, and rights between theproposers and the opponents of the issue (Gwartney-Gibbs &amp Lach,1991). For instance, the interest of the opponents who are in mostcases men is to ensure they continue domineering in the corporateworld. On the other hand, the proposers of gender equality in theworkplace are interested in ensuring that the women are in a positionto enjoy similar opportunities in the workplace as their malecounterparts (Edsforth Et al., 1992). Again, the proponents have noregard for the value of women as equal human beings as men. This hasgenerated conflicts with the activists and promoters of genderequality in the workplace who believe that the women should havesimilar opportunities to men despite the differences in gender(Huffman, 1995).

Despitethe fact that the issue of gender inequality in the workplace hasbeen a source of concern, there are equally ethical dilemmassurrounding the issue. There is the ethical significance of genderinequality in the workplace because it helps motivate the women toundertake their duties in a more efficient manner (Leeth &amp Ruser,2005). Women understand that the workplace puts men before themconcerning performance in similar tasks. As a result, women strive toundertake their roles more efficiently to show their capability inhandling the tasks. Regarding the same matter, women may bedemotivated to perform their duties well because, in the end, theywill receive poor wages and benefits due to gender inequality in theworkplace.

Thedevelopment of gender inequality in the workplace

Genderinequality in the workplace has been in existence for a long time.The issue affects both men and women. Women face gender inequality inthe matters of getting job placements, promotions, and the wages theyreceive (Mullany, 2011). On the other hand, males face inequalityregarding the accessibility of flexible working conditions. Theattributing factor in these discriminations is purely gender.Fortunately, people now understand their rights and with the help ofactivists, business leaders, and scholars, they have made significantprogress in fighting these inequalities (Ukhova, 2015).

Theimportance of investigating gender inequality.

Investigationof the matter of gender inequality is crucial in helping theconcerned stakeholders in understanding the challenges it poses tothe corporate world. The research will assist in the identificationof the root causes of the issue and thus, how to address them. Thecombination of these factors will enable the right actions with theaim of promoting success in the corporate world and the well-being ofeach party despite their gender.

References

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Edsforth,R., Cobble, D., &amp Gabin, N. (1992). The Past is Political: TheStruggle for Gender Equality in theWorkplace.&nbspReviewsIn American History,&nbsp20(4),555.

Grosser,K. &amp Moon, J. (2008). Developments in company reporting onworkplace genderequality?&nbspAccountingForum,&nbsp32(3),179-198.

Gwartney-Gibbs,P. &amp Lach, D. (1991). Workplace dispute resolution and genderinequality.&nbspNegotiationJournal,&nbsp7(2),187-200.

Huffman,M. (1995). Organizations, Internal Labor Market Policies, and GenderInequality in WorkplaceSupervisory.Authority.&nbspSociologicalPerspectives,&nbsp38(3),381-397.

Leeth,J. &amp Ruser, J. (2005). Safety segregation: The importance ofgender, race, and ethnicity onworkplacerisk.&nbspTheJournal of Economic Inequality,&nbsp4(2),123-152.

Mullany,L. (2011). Gender, language and leadership in theworkplace.&nbspGenl,&nbsp5(2).

Schilt,K. &amp Connell, C. (2007). Do Workplace Gender Transitions MakeGender Trouble?Gender, Work&ampOrganization,&nbsp14(6),596-618.

Sharma,S. &amp Sharma, M. (2012). Gender Equality in the Workplace: ThePerceptive Reality.&nbspSocSciDir,&nbsp01(01),19-33.

Ukhova,D. (2015). Gender inequality and inter-household economic inequalityin emerging economies:exploringthe relationship.&nbspGender&amp Development,&nbsp23(2),241-259.