Gender Bias In The Workplace And Pay Inequalities Essay Example
Gender Bias In The Workplace And Pay Inequalities Essay Example

Gender Bias In The Workplace And Pay Inequalities Essay Example

Available Only on StudyHippo
  • Pages: 7 (3539 words)
  • Published: August 5, 2017
  • Type: Research Paper
Text preview

In 1972. the authorities trying to rectify favoritism in the workplace passed the Equal Employment Opportunity Act. This act protects single rights and promotes employment chances and equity for everyone within the workplace ( Klingner & A ; Nalbandian. 1998. p. 158 ) . This act should hold eliminated gender prejudice and pay unfairnesses. but has it accomplished its end? Are employment chances and publicity chances fair and equal to everyone? Do gender prejudice and wage unfairnesses still exist in 2000. 28 old ages after the transition of the act? In researching this subject. I do happen that gender prejudice and pay unfairnesses are still prevailing in today’s work universe. Because there are so many adult females and minorities in the workforce today. I will try to research some of the grounds why gender prejudice and wage unfairness still exist. Background Organizational Culture First. does the organizational civilization property to gender prejudice and pay inequalities? In researching this subject. I find the reply to be yes. Many times. the organizational civilization and clime Foster workplace inequalities and these inequalities are maintained by group force per unit area ( Hale. 1999. p. 13 ) . Informal webs within the bureau aid to keep inequality because adult females and minorities are traditionally employed in lower position occupations and non allowed into the webs. These occupations limit their entree to powerful employees ( McGuire. 2000. p. 1 ) .

These informal webs tend to be personal. voluntary and have their ain boundaries. You don’t fall on the web becaus


e you want excessively. you join because you are allowed excessively ( McGuire. 2000. p. 1 ) . Organizations have ever been geared to the white male and these wonts are difficult to interrupt. To accomplish ends of the bureau. all employees must work together. Directors must construct resonance with their employees and this is most easily accomplished by interacting with those who portion the same background and who are most like them ( Maume. 1999. p. 4 ) . White workforces working and networking with white workforces. Many times the organization does not even realize that they are inequalities in their bureau because they have never done it in that manner. Peoples tend to acquire set in their ways and run on auto-pilot and ne'er see their failings. Organizational climes are difficult to alter and it takes dedication from direction to do it go on. Many times the direction thinks. “If it’s non-broken so why repair it? ” What they do non recognize is that the organization would be so much stronger if they diversified their workforce and allow all employees excel to their greatest potency. Literature besides suggests that gender prejudice is a consequence of institutional and attitudinal procedures. White males merely do nondesire adult females or minorities to be in an equal place with equal wage.

Not merely do they non desire it. frequently times they take stairs to protect specific occupations from adult females ( Maume. 1999. p. 9 ) . The “good ole boy” web is difficult to interrupt. All organizations province that they are an Equal Employment Opportunity company. but many

View entire sample
Join StudyHippo to see entire essay

bureaus are merely advancing that image and non following it. Yes. they hire minorities and yes they hire females. but these persons do non hold the same advantages as workforces. Often they engage merely for quotation marks and this causes difficult feelings within the full organization. Rather than the company engaging the best qualified. sometimes they hire a minority merely to run into demands. When this happens. the Equal Employment Opportunities policy can adversely consequence other employees through contrary favoritism which in bend causes jobs for the full organization through decreased morale ( Hale. 1999. p. 13 ) . Besides. if the black or female fails or performs ill. so all white males will presume that all inkinesss and females will neglect. “In amount. it is the relationship between societal functions. involvements. intergroup relationships and organizational civilization norms and values that set the conditions that perpetuate unequal employment chances and results ( Hale. 1999. p. 13 ) . ”

Society and Personal Influences What we are taught as kids in respect to functions of females and males overflow into the workplace ( Hale. 1999. p. 14 ) . “Gender is a civilization unto itself. raised with basic regulations of behavior “instinctively” known to all grownup members of that gender ( Heim. 1995. p. 3 ) . The directors of today grew up in households where their female parents stayed at the place and maintain the house and took the attention of kids. They have been taught at a place that workforces should be the bread victor and adult females should take attention of the house. They are besides taught that workforces are stronger and should be the leader of the family and therefore these behaviors flow into the work scene. Even the Bible provinces that an adult female should non be over an adult male. These beliefs are taught coevals after coevals. “Internalization and Identity encompass the acquisition and socialization procedures by which persons incorporate premises. perceptual experiences. stereotypes. and misperceptions and do judgments about themselves based on the manner they perceive others judge them ( Hale. 1999. p. 3 ) . Women feel they are unseeable. isolated and irrelevant within an organization while workforces see them as emotional ( Hale. 1999. p. 4 ) . Workforce and adult females are different and position state of affairss otherwise. Literature suggests that workforces do nondesire to give up their power and are uncomfortable working with adult females ( Hale. 1999. p. 1 ) .

Women feel excluded from power and experience social isolation within the workforce. Description of a Specific Situation Job Segregation Another cogent evidence of gender prejudice is occupation segregation. Often adult females and minorities are segregated or placed into certain bureaus merely because they are adult females or minorities. Social closing issues hold that society has defined what occupations are appropriate for males and what occupations are appropriate for females ( Maume. 1999. p. 3 ) . Many surveies conclude that work forces and adult females are allocated and segregated into places because they are either male or female. And this segregation affects wage and publicity chances ( Maume. 1999.

p. 2 ) . “Segregation histories for about one-half of the gender spread in rewards ( Maume. 1999. p. 9 ) ” . A National Study of Gender-Based Occupational Segregation in Municipal Bureaucracies indicates that adult females can be more successful in redistributive bureaus ( Miller et al. . 1999. p. 2 ) . Agencies such as public assistance. societal justness and wellness are more likely to back up affirmatory action. Society has taught us that adult females should be caring and nurturing and because of these traits. they fit into redistributive bureaus. Many adult females will keep administrative and professional places in these bureaus and so at that place appears to be a gender balance in public assistance. sanatoriums. and infirmaries ( Miller et al. . 1999. p. 8 ) .

In a survey in Los Angeles. it was determined that economic restructuring harmed African Americans. The unemployment rate among black males has increased more than twice the rate of white males ( James. 2000. p. 4 ) . At a first glimpse. it appears black females have faired better than white females. but that is non the instance. Black females are more likely to be employed in public sector work or pink-collar businesss where segregation of females is high. Many black females have entered the sphere because they have obtained higher degrees of instruction ( James. 2000. p. 6 ) . However. few of them have direction places. but are employed as school instructors. educational counselors and societal workers. While all of these professions require at least an unmarried mans degree. they are still comparatively low-paying occupations ( James. 2000. p. 8 ) . It is besides noted in the survey. that occupation held traditionally by black females such as housekeepers is now held by Latinos. The Latinos are non-driving employment because of non-gender prejudice but because these persons are uneducated and speak limited English ( James. 2000. p. 7 ) . Once once more. minorities and females are being segregated into certain occupations.

If authorities bureaus are required to follow Equal Employment Opportunity regulations and affirmatory action Torahs. so why are females non acquiring a just trade? One ground is because primary stakeholders in authorities tend to be male and hence they support the hiring and promoting of workforces. Policy devising. execution. and direction of the substructure is normally dominated by workforces. following the orders of workforces. On the contrary. in societal bureaus at that place appears to be a less male influence. This is believed to be caused by the fact that most concerns are non-donee. but citizens. Politicians perceive concerns as more of import than citizens because of the economic impact of revenue enhancement grosss.

Therefore workforces feel they need workforces in countries of existent power places. This shows a direct relationship between agency-clientele on gender-based employment forms ( Miller et al. . 1999. p. 7 ) . Once once more. the municipal survey finds that females are underrepresented in the best paying or most powerful places within metropolis authorities ( Miller et al. . 1999. p. 7 ) . Jobs are ranked by employers and employees otherwise.


rank them harmonizing to accomplishments and committedness and employees rank them harmonizing to desirableness and wages ( Maume. 1999. p. 3 ) . One would believe this procedure would be just for everyone but. many organizations at that place appear to be dual criteria to judge work forces and adult females. Women most frequently have to mensurate up to higher criteria than workforces do to obtain the place ( Hale. 1999. p. 8 ) . Are employment chances and promotional chances equal to both work forces and adult females? No. Reskin and Roos conclude that adult females can travel into “male” occupations “either because market conditions force employers to make down into the labor waiting line to engage adult females. or because workforces reevaluate and vacate occupations. thereby making gaps for adult females ( Maume. 1999. p. 3 ) . ” Women are traditionally segregated into specific occupations; thereby go forthing workforces in their universe to vie with each other for higher-paid occupations ( Maume. 1999. p. 3 ) . Men traditional have higher position contacts than adult females which besides help them to keep their places ( McGuire. 2000. p. 2 ) . Glass Ceilings. Glass Walls and Glass Escalators “The glass wall metaphor describes occupational segregation attributed to employment barriers that restrict the entree of adult females to certain types of occupations ( or bureaus ) or that trap them within certain types of occupations ( or bureaus ) .

Glass walls are likely to prevail when: ( 1 ) organizational civilizations create hindrances to alter; and/or ( 2 ) accomplishments necessary to execute occupations in a given bureau are non extremely valued elsewhere” ( Miller et al. . 1999. p. 2 ) . The glass ceiling is a look used to depict the inequalities of workforces and adult females within the workforce. It seems that adult females can go employed in a bureau but so run into an unseeable barrier when they try to travel up the ladder of hierarchy within the organization ( Baxter & A ; Wright. 2000. p. 1 ) . “Although adult females held half of all federal authorities occupations in 1992 and made up 86 per centum of the government’s clerical workers. merely a one-fourth of them were supervisors and merely a ten-percent senior executive ( Baxter & A ; Wright. 2000. p. 2 ) . ” Several surveies in the employment of adult females conclude that adult females continue to confront glass walls and glass ceilings in authorities places ( Miller et al. . 1999. p. 2 ) . In add-on. adult females continue to happen it difficult to obtain employment in male-dominated Fieldss ( Miller et al. . 1999. p. 1-2 ) . This further proves that adult females are segregated into certain types of occupations.

The findings of the Panel Study of Income Dynamics suggest that the white workforces have a glass escalator and a glass ceiling continues to be for adult females and minorities. White workforces tend to go up to managerial degrees with small or no attempt particularly in unintegrated workplaces ( Maume. 1999. p. 3 ) . Initially

one would believe that females would hold the advantage in an overriding female workplace. but that is non the instance. Women are continually excluded from supervisory places and are by and large paid lower wages even in those bureaus ( Maume. 1999. p. 1-2 ) . Promotions. Job Devaluation. and Pay Inequities Segregation topographic points different sexes into unequal occupations thereby turning uping adult females and work forces into different chance constructions and affecting publicity chances ( Cassirer & A ; Reskin. 2000. p. 3 ) . Most female occupations so to hold a shorter publicity ladder ( Cassirer & A ; Reskin. 2000. p. 3 ) . The municipal survey finds that females are underrepresented in the best paying or most powerful places within metropolis authorities ( Miller et al. . 1999. p. 2 ) . These places are traditional administrative and professional businesss.

They convey position. authorization. and normally influence policy shapers ( Miller et al. . 1999. p. 2 ) . The survey concluded that specializers were more likely to be promoted to these places instead of Renaissance men. The capable specializers are by and large from professions largely dominated by the workforces. for illustration. applied scientists or life scientists ( Miller et al. . 1999. p. 4 ) . The municipal survey besides uncovered two forms within metropolis authorities. First. female decision-makers and professionals were hired in lower-paying bureaus. Second. bureaus with higher degree wages were bureaus with more gender instability ( Miller et al. . 1999. p. 10 ) . Again. adult females were more concentrated in wellness. public assistance. infirmaries. and sanatoriums. It appears that the occupations with better wages were held for workforces. Literature suggests that workforces are more frequently promoted than adult females. Because of this. workforces attach more importance to publicity than adult females. In add-on. workforces are more likely located in a place where publicities are possible. The organizational civilization encourages male publicities ( Cassirer & A ; Reskin. 2000. p. 1 ) . This civilization causes adult females to non-value publicities because they know that they will non have one. After all, the company merely doesn’t promote females or the publicity will be blocked ( Cassirer & A ; Reskin. 2000. p. 2 ) .

Another surprising determination within female-dominated organizations is the fact that males still have the advantage in direction. One would surmise that in an overriding female organization. the female would hold the advantage. but surveies show this non to be the instance. Males seem to bullet up the glass escalator. Many times the publicity occurs because the male employee will bond with the male director who will in bendwise man him and fix him for promotion ( Maume. 1999. p. 5 ) . Often the male is promoted in the prevailing female bureau to hike morale and to diminish tenseness ( Maume. 1999. p. 5 ) . The tenseness develop because females think that the males can non make the occupation because they do not fit the stereotype of nurturing and lovingness ( Maume. 1999. p. 11 ) . “Kanter concludes that sex-differentiated work behavior consequences from

sex-differentiated chance structures instead than from gender assume an insouciant procedure in which workers’ places. non their gender. impact their work attitudes and behaviors ( Cassirer & A ; Reskin. 2000. p. 2 ) . ” Another interesting aspect of gender prejudice is that when adult females move into occupations predominately held by workforces. the occupations are devalued. The liberty. prestigiousness and high wage are removed ( James. 2000. p. 9 ) .

It is noted that as bureaus become more and more female-dominated. they are viewed as the dumping land for females ensuing in lower-wage graduated tables and limited occupation preparation ( Maume. 1999. p. 5 ) . Reskin and Roos surveyed labor and occupation waiting for lines to inform readers of the altering ethnic/gender composing of businesss and how it related to African American women’s altering the occupational profile. They besides found that because businesss was transformed to include adult females. the position of the occupation decreased and the wage besides decreased ( James. 2000. p. 6 ) . The position composing position holds that organizations with big Numberss of female employees are devalued in the eyes of an organization. The occupations held by large females are considered unimportant and lower-skilled every bit compared to male occupations. Job ratings prove that adult females receive lower points than workforces which means lower wages for the females ( Maume. 1999. p. 3 ) . “Inequality in the distribution of net incomes and income is by and large positively related to inequality in instruction and preparation ( James. 2000. p. 9 ) . I feel that this statement is nontrue. A male and female can be every bit as qualified. but the male will still acquire a better wage.

Literature suggests that even when females hold Masters grades. they still make less than their male opposite numbers ( Maume. 1999. p. 2 ) . Although adult females have made some advancements in obtaining direction places. gender prejudice is still extremely incorporated. Ironically. gender prejudice is greater at the lower degree of direction than at the highest degree of the organizational hierarchy ( Baxter & A ; Wright. 2000. p. 9 ) . In all the research that I conducted. the same subject was prevailing in all articles. There is a nonequal wage for equal work nor is at that place equal chances for promotion. Decisions and Recommendations To the full derive equal employment and equity. traditionally male places must be opened up to females. This is the lone manner to shatter the glass walls and ceilings that presently exist ( Miller et al. . 1999. p. 10 ) . Persons concerned about equalities for everyone should press for the continuance and strengthening of local authorities plans designed to increase female representation and more just gender distributions of better paying and better authorities occupations ( Miller et al. . 1999. p. 10 ) . This support must come from white males and non merely females and minorities. In add-on. organizational civilizations must be changed in both the private and public spheres.

This procedure will be clip devouring and will necessarily run into resistance from white

males. Change is difficult and many times people try to barricade it. For employees to encompass alteration. they must understand the alterations and why they are necessary. If employees are non-supportive. tenseness will increase and morale will decline ( Miller. 1963. pp. 236-237 ) . Directors at all degrees will necessitate to to the full encompass work force variegation for the value that it will convey to the organisations. Literature besides suggests that educational establishments must acquire involved in learning equality because they are fixing the leaders of the hereafter. “Public disposal alumnus plans should more actively strive to beef up equal-opportunity larning environments by exposing pupils to the manner gender affects their work-lives and by better preparing pupils to face and overcome gender-based inequalities in organisations ( Hale. 1999. p. 16 ) . ” The end of pedagogues should be to continually better society. Many times schools have failed to acknowledge this intent ( Miller. 1965. p. 7 ) . Valuing differences in employees creates synergy and the key to valuing these differences is to recognize that all people see the universe as they see themselves ( Covey. 1989. p. 277 ) .

This makes the occupation of equality and pay equity so hard. Men believe that it is easier to work with work forces and that work forces do a better occupation and hence merit more money. Their pride and egos state them that adult females can non make the occupation every bit good as they can. These personal beliefs must be changed. Pairing work forces and adult females together on squads will spread out the male mentality and hopefully assist them recognize that females and minorities are as every bit qualified. Valuing the differences of all employees can do the full bureau stronger because we all have strengths to convey to the bureau. Intense staff development must be held to learn work forces and adult females how to pass on with each other. Work forces need to larn all they can about females and females need to cognize all they can about males. Society requires that work forces and adult females work together and this is non traveling to alter. What has to alter is the manner we work together.

Communication is the key. If we do non pass on efficaciously. so the best purposes of both genders will neglect ( Heim. 1995. p. 3 ) . In looking at my bureau. I can hold that gender prejudice and pay inequalities exist. Our bureau has more white females than white males and merely a few minorities. We have an established wage graduated table but the graduated table is non ever followed.There is grounds that work forces are given more wage than adult females with the same grade. Besides. work forces with lesser grades have received a higher salary because of who they know and non because of their instruction or experience. Traditionally when publicity chances became available. the disposal would automatically name a white male. The new President of the college recognized the gender prejudice in direction. He put a policy in topographic point that all occupations must be

posted and that everyone would hold an chance to use for them. When he was hired we had one female decision maker. now we have three.


  1. Baxter. Janeen and Erik Olin Wright. 2000. “The Glass Ceiling Hypothesis” . Gender and Society. Vol. 14. Issue 2. p. 275.
  2. Cassirer. Naomi and Barbara Reskin. 2000. “High Hopes” . Work & A ; Occupations. Vol. 27. Issue 4. p. 438. 26p.
  3. Covey. Stephen R. . 1989. The 7 Habits of Highly Effective People. New York: Hearth of Simon & A ; Schuster. Hale. Mary. 1999. “He Says. She Says: Gender and Worklife. ” Public Administration Review. Vol. 59. Issue 5. p. 410.
  4. Heim. Pat. 1995. The Power Dean-Even Rule and other gender differences in the workplace.
  5. San Jose. California: Cor Vision Media. James. Angela. 2000. “Moving up. But How Far? African American Women and Economic Restructuring in Los Angeles. 1970-1990” . Sociological Positions. Vol. 43. Issue 3. p. 399.
  6. Klingner. Donald E. and John. Nalbandian. 1998. Public Personnel Management: Contexts and Strategies ( 4th ed. ) . Upper Saddle River. New jersey: Prentice Hall. Maume. Jr. .
  7. David J. 1999. “Glass Ceilings and Glass Escalators. ” Work & A ; Occupations. Vol. 26. Issue 4. p. 483.
  8. McGuire. Gail M. . 2000. “Gender. Race. Ethnicity. and Networks. ” Work & A ; Occupations. Vol. 27. Issue 4. p. 500. 24p.
  9. Miller. Van. 1963. The Public Administration of American School Systems. New York: The Macmillan Company. Miller. Will ; Kerr. Brinck ;
  10. Reid. Margaret ( 1999 ) . “A National Study of Gender-Based Occupational Segregation in Municipal Bureaucracies: Continuity of Glass Walls. ” Public Administration Review. Vol. 59. Issue 3. p. 218.