From the beginning of the 19th century the problem of women discrimination on the workplace has become one of the most acute. The United states of America has become one of the first countries where women started to struggle against this problem. Since the first women-pioneers that started working in the male stuff has passed several centuries and many things there has changed. But it is still burning and not only the US but in the whole world. There have been created many organizations and written number of articles and many films were created to show the poor facilities women were working in and their rights were violated.
“The practice of paying men more than women for the same job–because men had to provide for their families–while once accepted, is now illegal thanks to the Equal Pay Act of 1963. However, even today women continue to earn substantially less money than men in comparable positions. Statistics suggesting that women have made progress in closing the wage gap are misleading, and women, especially mothers, continue to be discriminated against in the workplace. The wage gap is the difference between what men and women earn for comparable jobs. As cited by Julie Lowell, “In 1960, women earned 59 cents for every dollar that men earned. By 2002, this gap lessened by 18 cents, as women made 77 cents for every dollar that men earned.” While this is an improvement, the fight for pay parity is far from over” (Gale Group, 2007). This passage shows us what has women to face during their instant struggle for their rights.
And that is not the single fact connected with female discrimination. The other burning problem is gender problemacy which is typical situation on the workplaces where male predominates, for example in mines. It is vividly described in “North Country” film, which tell the watcher the story of divorced mother of two children, who was working on the mine where she met with regular sexual harassment, rude and impolite attitude and dirty jokes on her work place. She was not alone according to such an attitude, but female part in the mine was lesser than male. That is why when he turned to her chiefs it had no result “just do not mind and keep on working”, her chief told.
It turned to be impossible to find any support among the leaders of the company as well as in the staff of the mine. It is typical for every company and the story of the main hero was not the first case. But she was the one did not afraid to rose against the stiffness of administrators of the mine. That is why she turned to court and won the first process turned on the sexual harassment and wrote in such a way in history not only of the United States of America but of the whole world. She was encouraged by her old friend and few women from the mine. They started to change up the whole system and influenced the society opinion. I think that this story could be called the breakthrough in search of equality of human rights despite the race, gender and skin colour. Gender problemacy is raised in almost every country and for the United States it is still unsolved
“Women are 16 times more likely than men to report weight discrimination in the workplace, according to a Michigan State University-led study that provides the most dramatic evidence yet of the weight bias working women face. The study, featured in the October issue of Journal of Vocational Behavior, is the first to use a nationally representative sample to look at gender differences in reported weight-related employment discrimination, said Mark Roehling, MSU associate professor of human resource management and the project’s lead researcher. As employers search for ways to reduce health care costs, obesity has become an issue. The prevalence of obesity in the United States increased from 13 percent to 32 percent between the 1960s and 2004, according to a recent Johns Hopkins University study” (Andy Henion, 2007). The author of the article tells us in his article another aspect of female discrimination which quite a typical thing for well-developed countries, in particular the US. But he also trying to persuade us that: “Michigan is the only state with a law prohibiting weight discrimination in the workplace. But the new research indicates overweight women who face employment weight bias could be victims of sex discrimination. What this research indicates is that we have different standards for men and women. We are less accepting of overweight women,” he said. “If women are experiencing workplace discrimination based on their weight 16 times more frequently than men, employers ought to be very concerned about valid sex discrimination claims.” (Andy Henion, 2007).
Unfortunately despite the never-ending struggle and many laws discrimination is still a burning problem and the searches can’t tell us when it finally ends.
“It’s time for employers to share more of the responsibility to bring about change by taking proactive steps to address inequality. Unless action is taken, individuals and employers will continue to suffer the damaging effects of the gender pay gap for at least another generation. Thirty years after the Sex Discrimination Act, we have made some real progress. We recently considered what a day without the Act would be like, and some of the situations women might typically face were truly shocking, like being forced to resign when they got engaged, being sacked as soon as they became pregnant, or working in environments where they were regularly subjected to blatant sexual harassment. It’s a real victory that such behaviour is now clearly illegal, and women can appeal to tribunals for justice. But it’s unfortunate that the onus of responsibility to bring about change has remained largely with individuals to bring cases” (Verkaik, 2005).
I think that in the once all the discrimination problems will be solved because government and layers are devoting lot’s of attention to these cases and working hard on it and being united has a great progress now and the result will be equal rights despite the fact what is your sex
1. Thirty years on, women still face discrimination in the workplace by Robert Verkaik, decmber 24, 2005
2. Feminism: Claims That Women Face Discrimination in the Workplace Are Exaggerated http://www.enotes.com/feminism-article/claims-women-face-discrimination-workplace
3. Women Face Discrimination in the Workplace by Gale Group (2007)
4. Women face more obesity discrimination in the workplace by Eric Shannon 2009 http://network.diversityjobs.com/profiles/blogs/women-face-more-obesity
5. MSU-led study: Women face workplace weight discrimination, by Andy Henion
The Glass Ceiling Essay
From the time women started working, they have been facing the challenge of breaking the glass ceiling in order to climb to the top of the corporate hierarchy. Although the glass ceiling is not as prominent as it was in the past, it is still very real, and it affects not only women but other minorities. Whether it is the ceiling, wall, elevator, or cage, the glass prevents women from advancing in their careers. It has existed from the beginning, and even with the help of equality laws, it still poses a problem today. However, thanks to several outstanding women, the glass has developed several cracks; the future appears brighter. It is a challenge, but it is not impossible: Women can break the glass and soar to the top!
The glass ceiling is a subtle barrier of discrimination that limits minorities from moving up the corporate ladder. There are other barriers referred to as glass walls or glass elevators that restrict women’s progress in only certain career fields (Mathis and Jackson 85). Although the glass barriers can affect all minorities, they are best known for stalling the success of women. As Ann Morrison—author and researcher—discovered through her “Executive Women Project”, the glass ceiling is not the prevention of one who cannot handle an executive-level position, but instead, the discrimination of women simply because of their gender (Morrison 13). Although there is clear evidence of the inequality between genders, some still believe that the glass ceiling is just a self-imposed barrier better referred to as a glass cage “held together by the misgivings [women] have about [their] ability to succeed and handle the demands of leadership” (Warrell). The idea of the glass cage is just another product of the glass ceiling and one more barrier that women have to face. The first step to breaking these barriers is to understand what causes them to exist.
There are numerous reasons behind the existence of the glass that span from the simple discrimination based solely off gender to the negative stereotype of women who choose their jobs over their children. At the beginning, the glass ceiling was mainly caused by the inequality between genders. Women were just starting to enter the workforce that was run completely by men, and the men thought that they were superior. However, after decades of enormous strides taken by women, this inequality has somewhat decreased. The reasons for the barrier today are built off those from the past but are more widespread. The Feminist Majority Foundation credits a main cause to the cycle of men holding the higher level positions and in turn hiring more men for those positions. This “Old-Boy Network” excludes women from important meetings and prevents them from earning promotions (“Empowering Women in Business: The Glass Ceiling”).
Although it would be easier for women to blame men for being the only reason behind the problems they face in career advancement, it would not be correct. In Lean In: Women, Work,...
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