Inequities and Discrimination in the Workplace
In countries such as Brazil, Bangladesh, Cyprus, Macao, Malaysia, the Republic of Korea, and Singapore, women earn 60 percent less than what men earn (256). Although U.S. figures aren’t as extreme as these, women face discrimination in the workplace. In 1999, women held only 5.1 percent of top executive management positions, and only 3.3 percent of companies’ highest paid workers were women (256). The term glass ceiling is used to describe the situation in which qualified women aspire to fill high positions but are prevented from doing so by the invisible institutional barriers (256). Discrimination of women in the workplace is a result of men’s power and their reluctance to give up resources and their control over women and can be summed up for women of corporate America by looking at four categories. First, the quality of women’s work tends to be undervalued. Frequently, studies asking participants to assess a piece of work have found that it is evaluated less favorably when said to have been done by a women than when the same piece is attributed to a man (257). Although the tendency to favor a man’s work is not always found, when differences in evaluation are found they tend to favor men. Further, women’s successes tend to b . . .
workplace lies in the notion that they do not have equal right as men to be employed. Much more women than men have primary responsibility for child care. A fourth and final aspect of discrimination against women in the U. Last, they can develop formal guidelines to be modeled and enforced by top-level management about how to avoid discrimination (265). The work place is made especially difficult for women with children. Company managers can avoid falling into the notion that specific jobs require “masculine” qualities by examining job-related assumptions. They found that women were favored to fulfill hierarchy-attenuating jobs (jobs that seek to change the system or improve the lot of people who have been marginalized); men, on the other hand, were favored for the hierarchy-enhancing jobs (which maintain and strengthen the status quo). Women were even excluded from jobs because they might get pregnant. Women, generally, are expected to alter their work commitments when children have problems and are more harshly judged for not doing so (261). Working mothers are judged by their community according to how well they parent and work but particularly according to how dedicated they seem to be to parenting.
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