rs or they are thought to be too emotioal to be given important resposibilities (DeVoe, 1999). Women are thought that they will be to weak to handle stress and pressure if given an important task so many managers chose their staff mostly from men.
             Apart from the two bias, probably easiest bias to observe is payment inequalities as well as inequalities in hiring and promoting. According to Hale (1999, p.8) women have to have higher standarts than men in order to obtain the position. It is also known, by a recent research made by "InfoWorld" magazine, that women as a professional earn 80 percent of men working at any level of managment (DeVoe, 1999). This is probably due to the fact that women are still considered as if they are less capable of doing the same job which men can. Also this causes women not to value promotions or not to value them as much as men do, since they know that they will not be promoted. The chance of women getting promotions in a company which has women employees or women managers majorly, may be thought more than in any other company. But this is not how it is in reality, men bond with male managers and get the promotions anyway. In the end someone benefits when women are discriminated and this is generally men who does not want to compete with women for jobs.
             When it comes to salaries; even though women's earning power became higher in recent years, especially after 1963 Equal Pay Act, their salaries are, still, only 72-88% of men's salaries (Tretham, 2000). If women earn 76 cents a day, men earn one dollar.
             Probably the most common and the most ugliest of all gender bias is sexual harrasment. Any kind of activity that makes a women uneasy about her gender can be considered as sexual harrasment. This can be done by calling a women names, calling females names generally, joking or teasing with a women targeting her sexuality or this can be done with touching a ...