Gender inequalities persist worldwide, including in EU countries, the United States, and Turkey. Despite efforts made by UN agencies and governments to promote equality within societies, it is evident that there has been little progress in tackling this issue.
The workplace experiences various forms of gender inequality, such as exploitation, discrimination, and injustices against women. According to Kocabacak and Kalkan's research (667), women face easier dismissal, limited career growth opportunities, reduced employment prospects, and instances of sexual abuse. The purpose of this text is to discuss the status of women in the workplace and propose potential solutions to address this issue. It is important to eliminate gender inequalities as they have a negative impact on the economy and contribute to persistent poverty by excluding women from economic opportunities and denying them resources within society (669). Recogn
...izing Turkey's significant progress in addressing social, economic, and especially gender inequalities is crucial.
Gender equality in Turkey, compared to the European Union and the United States of America, still has a long way to go despite progress being made. Women in Turkish society earn lower wages than men and are underrepresented in economics, government, and managerial roles (Marian 154). The EU actively promotes gender equality as an economic union and provides its citizens with more freedom to seek employment opportunities across member states. While there is scope for improvement in Turkey, job hunting poses fewer obstacles for EU citizens.
Directive no. 2004/38 aims to ensure that migrant workers, irrespective of their gender, are granted the same rights as the citizens of the state they reside in (Marian 151). This directive not only promotes free movement and equal opportunities but also addresses gende
inequality. It aligns with the objective of the Lisbon treaty to prevent discrimination and promote equality among citizens of member states. These rights have been established to improve living standards and working conditions for citizens while also contributing to economic growth. Migrant workers have the right to union protection, access social services, avail job opportunities, receive fair wages, and provide education for their children at par with what is provided for residents of the country.
Despite efforts, the problem of women being overrepresented in vulnerable sector jobs such as housekeeping continues to persist. This issue is especially pronounced among migrant women in Britain who experience ethnic discrimination and are often not paid the minimum wage. The issue of pay discrimination against women is a universal one, as evidenced by the United States where part-time female employees are frequently paid less than their full-time counterparts despite performing the same tasks. Dammann has observed this exploitative pattern and has conducted a comparison of laws that protect workers in America and Europe. According to Dammann's analysis, European Union anti-discrimination laws provide stronger safeguards for lower-level workers.Gender inequality is caused by multiple factors, including social norms that traditionally view women as primarily suited for household chores, organizational barriers such as lack of mentors or a culture and policies that hinder women's career advancement, and personal factors influenced by societal stereotypes. These factors lead to women accepting the notion that their gender identity confines them to feminine roles in fields like mothering and housework. As per the Global Gender Inequality Report, Turkey ranks 68 out of 136 countries, highlighting the extent of gender inequality. In Turkey, female labor force participation is
at 30%, parliamentary representation stands at 14.2%, female literacy rate is 90% (compared to 98% for males), incomes are lower, and only 41% of firms are owned by women. These indicators demonstrate the pervasive nature of gender inequality in various spheres and workplaces. Employers often discriminate against women to avoid liabilities associated with pregnancy and childcare.
The percentage of women in Engineering and Science fields in Europe is approximately one-third (Marian 154). In the UK, foreign domestic assistants do not receive the minimum wage (Marian 154).
Case Scenario
In the Young v. United Parcel Service case, the employer denied the employee's request for exemption from heavy duties, despite her doctor's advice. The employer justified this decision by referring to the organization's policy and the Americans with Disabilities Act, stating that the pregnant employee was not eligible for the exception she sought (Ziegler 221).
As previously mentioned, organization policies can hinder the achievement of equality in the workplace. A common example of such a policy is one that prevents gender equality by being "Pregnant Blind". These policies and laws fail to consider the biological roles and needs of women when it comes to procreation (Ziegler 221). In essence, the "Pregnant Blind" laws severely restrict a woman's options in terms of reproductive choices.
The woman eventually ran out of medical leave days and had to go without pay and medical coverage as a result. Initially, she lost her case at the Fourth Circuit, but later the Supreme Court overturned the previous ruling 6-3 (Ziegler 231), recognizing that granting her request was not giving her "special treatment".
Way Forward
Porter suggests that combating stereotypes related to gender inequality at
both home and work is a way to address the situation (220). According to the Global Gender Gap Report, Porter observes that men taking paternity leave, which was previously viewed as unmanly in many societies, is a positive factor in achieving gender equality (Porter 220).
Eliminating stereotypes is crucial for addressing gender discrimination. Sweden, among other countries, has demonstrated the effectiveness of introducing paternity leaves in promoting gender equality at home and work. The International Labor Organization should advocate for paid paternity leaves, possibly even mandating them for new fathers. According to Dammann (60), Collective Bargaining Agreements have played a key role in safeguarding workers against wage discrimination, especially in Europe. Consequently, employers are more inclined to treat both women and men fairly.
Gender quotas in non-unionized managerial positions are being implemented by EU countries to advance women's leadership in business. Critics contend that this method fails to effectively tackle the underlying issue of gender imbalance and lacks lasting impact. Nevertheless, it is clear that an increasing number of European countries are embracing this approach.
While legal methods are important for achieving workplace gender equality, the Young v. United Parcel Service case demonstrates that relying solely on this approach can be time-consuming and have limited effectiveness. To promote gender equality and elevate women's status in society, it is crucial to also address social structures by actively raising awareness and providing equal educational opportunities for girls and women. By doing so, the community will recognize that women are capable of more than just childcare and housekeeping responsibilities. Governments should allocate sufficient funding for initiatives like social benefits to ensure deserving women have equitable access.
Providing trainings and workshops is crucial
for empowering women to compete with men in managerial positions. It is essential to encourage companies in creating a work environment that accommodates the needs of parents, especially mothers. Offering daycare services can greatly improve women's productivity at work. Regular evaluation of business practices is necessary to ensure fairness, addressing any deficiencies that may disadvantage women in terms of wages, hiring opportunities, training opportunities, and promotions. By doing so, businesses will benefit from a wider talent pool and increased productivity.
Working environment should be improved to prevent any type of exploitation, including sexual harassment.
Works Cited
- Kocabacak, Ayse and Cumali Kalkan. "English". European Researcher 99.10 (2015): 667-683. Web.
- Brindusa Marian2015 Opportunity and Gender Equality in the context of the Exercice of Work Force right to Freedom of Movement by EU Citizens. Petru Maior University, Faculty of Economics Law and Administrative Sciences and Pro Iure Foundation
- Dammann, Jenns. Place Aux Dames: The Ideological Divide Between U.S. And European Gender Discrimination Laws. 2012.
- Ziegler, Mary.
"Choice At Work: Young V. United States Parcel Service, Pregnancy Discrimination, And Reproductive Liberty". SSRN Electronic Journal n. pag. Web.
Combating gender inequality at home and at work: Why the International Labour Organization should provide for mandatory paid paternity. The George Washington University Law School. 2016.
