Although lots of issues related to the discriminations
among professional employees, were resolved and abolished during the Civil
Rights Act of 1964 and some of the anti-discrimination laws followed later; the
position of women did not changed much. In fact, there is a development of strong
resistance towards the enforcement of these existing laws added by diversified political
opposition to meet affirmative remedial action.
The concept of discrimination in workplace against woman has been prevented by legislature, but when it comes to mental pressure and psychological situations, the professional world seems to get unleashed. Status of women in workplace has been often reviewed by legislature. However, the dealings on individual grounds remain static and specific. Women are treated with different kinds of instances, against which they continue with their stereotype and subtle identity. The unlawful discrimination proceedings against women continue in many workplaces yet remains ignored largely by the women staff. The participation of legislature and different kinds of women awareness programs has diminished such practices, yet they still get limited when it comes to promotions or developmental structure of the profession. Most of the women work in a stereotyped format of following female jobs. These female jobs are structured under the scope of only ‘following instructions’. There is hardly any scope for maintaining responsibilities or sharing power. The women employees are meant to be a part of the management staff but with restricted amount of duties.
The concept of discrimination in workplace against woman has been prevented by legislature, but when it comes to mental pressure and psychological situations, the professional world seems to get unleashed. Status of women in workplace has been often reviewed by legislature. However, the dealings on individual grounds remain static and specific. Women are treated with different kinds of instances, against which they continue with their stereotype and subtle identity. The unlawful discrimination proceedings against women continue in many workplaces yet remains ignored largely by the women staff. The participation of legislature and different kinds of women awareness programs has diminished such practices, yet they still get limited when it comes to promotions or developmental structure of the profession. Most of the women work in a stereotyped format of following female jobs. These female jobs are structured under the scope of only ‘following instructions’. There is hardly any scope for maintaining responsibilities or sharing power. The women employees are meant to be a part of the management staff but with restricted amount of duties.
This paper is clarifying some of the practical
situations related to issues of empowerment and promotional strategies
determined for women employees. It is dealing with different cases and motives
to maintain the determined positions of women. The paper is exploring al those
aspects that are related to the conditions of women in work places. The
discrimination and deprivations are elaborated as per the current mode of
professional and corporate environment. In spite of having requisite
qualifications, women are hardly allowed to have any power within the
profession. They are even not provided with equal earning opportunities with
their male counterparts. The paper is
concentrating over all those facts that clarify the situation of women under
the pressure of discrimination, obstacles and barriers in the workplace. It is
an analytical approach to derive all those instances that makes a women
struggle hard to gain professional powers, even after being efficient and competent.
The paper is making a systematic approach towards the understanding of the word
‘discrimination’. On the basis of this system all the other aspects are
explored with reference to federal regulations. All the points in the paper are
illustrated on the basis of professional declarations, literary reading and
personal experiences. The instances are
derived from practical domains and every issue has been analyzed with reliable
justifications. The issues of discriminations in the workplace and
identification of the obstacles and barriers in promotional opportunities of
women employees are done through specific declarations from reliable sources.
Contributions of legal acts and policies are the basis for a mutual and relevant
solution to the issue. The concept of glass ceiling followed by the theoretical
research works on empirical issues is sadded to the document to provide
relevance and argumentative evaluation to the study.
Discrimination: The Concept
According
to United Nations Organization:
"Discriminatory behaviors take many forms, but
they all involve some form of exclusion or rejection."[1]
Discrimination has been specifically understood as a
sociological term. This particular definition has been accepted
internationally. It is appropriate to accept the fact that discriminatory
behaviors can be of diversified forms, yet something that unifies its practices
is the sense of deprivation of something that is due to the victim. It
represents those kinds of behavior that refer to human treatment performed against
people to create difference. These behaviors are carried out regarding a kind
of continuation for segregating a particular class, tribe or category. These
practices are under many discriminatory laws, like redlining, racial or caste
quotas are followed in various countries. To a great extend these aspects are
utilized by the legal and social population to create negative effects against
the selected group.
The context of discrimination as has been dealt here is
about the ‘discriminatory behaviors’ of all those people that are working in a
corporate and yet are not assessing women on the basis of her quality and
levels of competence. Women in professional lives face innumerable hurdles and
segregations. They are dealing with their jobs and duties with absolute
pressure over both mental and physical ‘exclusion or rejection’. Some women are
used to this ‘exclusion or rejection’ and accept their underdeveloped positions
as part of their social life. Though they are ambitious yet understand that
there is no point in struggling for equality with the male ego. They get stuck
in the same position and stereotyped female job throughout their career.
Compromises are even considered and accepted in matters of pay rolls. With less
pay and absolutely no scope for professional up-liftments; these women still
continue with their jibs. The fact that lies beneath is that, no mater wherever
they go the entire format of professional discrimination is going to follow
them. There is hardly any chance of getting exceptional working environment.
Gender Discrimination in Workplace
Many cases of deprivations, exclusion and rejection to
rights in the corporate world have led to the importance of understanding
gender discriminations in the society. In very simple way this discriminatory
aspect gets discussed in reference to the segregated status of women in
professional lives. There are absolute inequalities in earnings and promotional
opportunities for women in various companies. These deprivations and rejection
to high portfolios for women are the core concerns of gender discrimination in
socio-political environment. In many organizations, women are provided with
very restricted professional zones and these aspects are scrutinized both
legally and legislatively. The motive is to understand and evaluate the
position of women in comparison to men, followed by the unequal infrastructural
acceptances by the victimized female gender. Speculations get assessed on the
basis of evaluative comparisons from different walks of professional lives.
Gender discrimination is also identified as sexism.
This is a practice that refers to some personal beliefs and related
individualistic attitudes against the other gender, especially ‘Women’. These
are limited to personal and psychological aspects and usually do not have any
legislative support. However, though there is no legislative regulation in
favor of sexism or discrimination against women in workplaces, the
psychological and personal interpretations results with severe consequences. In
many organizations, women are hardly provided with any promotional
opportunities or financial benefits. The authority never considers a woman to
perform in competition with men. In the current corporate scenario women are
deprived of ‘high level management’ positions. This is an instance of highlighting
the conscious or sometimes subconscious ideology of being in a patriarchal
society and offering sex bias environment. The levels of discrimination in
social environment often get pulled into the professional domains. This is the
reason that there are lots of instances related to and continues sexual
harassment in the workplace.
Gender discrimination in workplace varies in different
countries in different ways. Under every circumstance, it is related to the
adverse kinds of behavior committed by a person over another due to difference
in sex. It is an enumerated situation that has been declared as illegal in many
countries. Discrimination of that nature in certain enumerated circumstances is
illegal in many countries.
There are, however, still some countries left to
concentrate of this uncomfortable situation for women. The grounds for
discrimination in workplaces are marked in reference to different diversified
contexts. Some of these contexts can be marked as being asked certain discriminatory
questions to the woman during the session of a job interview. It can be also
specified in relation to a circumstance where an employer does not prefer to hire
or promote woman in the ladder of professional career. Being wrongfully
terminated from the job or getting lower pay, for being a woman are such issues
that needs to be dealt with more seriousness in the corporate world. Workplaces
need to be based on levels of efficiencies. In cases where women are deprived
of their professional up gradation or scopes, for being a woman it is important
to make a respond against it and to notify the same under legal proceedings.
Critics on Women in Workplace
The seclusion provided to women in workplace has been marked
by many critics and enforcement agencies. These approaches are all based on
empirical derivations and legal cases. Evaluations and assessments are all
argumentative, yet the ground for the establishment of equality remains same.
DeLaat (2007) established the role of women in workplaces in
reference to various cases in the same topic collected from different cases.
These analytical aspects are based on actual cases illustrating the
discriminations faced by women in workplaces. With a speculation based on
international grounds of practicing these discriminations, the critic presents
some of the factual data for making his readers understand the modern scenario.
The declaration made by these cases specifically show that even after we are
into the modern established social structure, yet the ranges of discriminated practices
are found in every department. DeLaat deal it with many cases where the women
are segregated from all those meetings where decisions are to be taken. The
illustrations show that DeLaat is has made a wide ranged speculation over the
issues of suppressions made against women in the workplaces. These declarations
are supported by cases and the legal proceedings related to same. This aspect
has been further elaborated by Gregory (2002).
Gregory justifies the fact that the Title VII from federal Civil Rights
Act of 1964, are absolute reflection of state anti-discrimination laws. These
are the laws that are created for the prohibition of discrimination regarding
employment. There are many initiatives taken for the purpose of establishing
various issues of discrimination in the employment structure based on sex or
gender in particular, followed by differences led by national origin, race and
religion. The research initiated by Gregory makes a specialized development in
the progressive process of establishing the position of women in the workplaces
at national levels. There are many scopes that were provided to women in
reference to their performance and professional expertise. Different portfolios
were gained and lots of high ranking positions were attained. Against al odds
and controversy Gregory declares the positive side of transformative aspects of
women in the workforce. He even declared that there is no discrimination led
over women in the workplaces. This position earned by women is the result of wide
spread oppositions and the demands led by women in the workplace. The credit to
this developmental structure has been bestowed upon all those cases and legal
proceedings that supported the matter of establishing equality for women in the
corporate world. The challenges led by women against employers are well
acknowledged and different cases were elaborated for the purpose of
establishing the positive developments and considerations accepted in this
field. In a way there are lots of people who also believe that the situations
are though developing, yet for a well-structured professional environment, more
efforts are needed to be put by women employees.
O'Brien, (2008) made exclusive research about the position
of women in the workplaces. His persuasions are based on different kinds of
declarations forwarded by many other critics. The readings of different
articles edited by O'Brien are comprised of some real-life
cases. The elaborations showed that in general women are really discriminated
and segregated by the officials in the workplace. The employers in particular
act biased. Investigations are based on emotional, mental and intellectual
levels were specifically dealt for the identification of these discrimination.
Declarations made by the legal aspects of federal courts and the results based
on Title VII of the Civil Rights Act of 1964 are being presented in this
literature for more comprehensive demonstrations. The approaches led in the
edited book of O'Brien
are directly structured to make the reader realize the practical aspects and
conditions that still sustain in contemporary professional and corporate world.
It has been well established that women are still neglected in terms of
practical persuasions of responsibilities. Barriers
and hidden obstacles in the promotional dimension of women’s portfolios were
declared as integral to the companies. There are hardly any women acting as the
chairperson of a company. The higher authoritative positions are reserved for
women and there seem to be no scope for growth to their career. In this reference, the research initiated by Boland (2005) counts the
increasing numbers of sexual harassment
led over women in workplaces. Being a lawyer Boland made declarations about some
cases where the issues of sexual harassment in workplace are
being revealed. The approach is very practical and there are wide ranged
discussions about such issues. The approach is inclusive of Supreme Court
rulings and the related concerns of supervision and importance of employer
liability. The cases of sexual harassments in workplaces create enough
insecurity in the employee and thus preventions related to this aspect, are a
very compulsory demand. It can be realized that in many cases the women are
inspired to be a part of this harassment by the authority. In most instances
the only bait that they offer is promotional scopes in the career. The
participation of ambitious women in this aspect too is illegal and preventive
measure s for such cases needs to be compiled under strict legislative persuasions.
As a woman try
to manage with her family and profession, she undergoes tremendous stressful
circumstances. It becomes mandatory for her to create a balance between to the
two. This process of balancing has been well elaborated by Rapoport, et.al (2001). These
scholars demanded for more enhances and effective organizational regulations,
where a woman can well manage with both lives. With equitable and absolutely
improved working atmosphere can offer a woman much relaxed life. The stress in
the workplace makes her life tougher. As she tries to put all her efforts, it
becomes frustrating when she gets left all ignored. The pressure of unrealistic
gender assumptions are the most common and toughest kinds of discrimination
that women face in everyday life. The gender assumptions are the sources that
make women look weaker in from of the male counterpart. Even though a woman can
well manage with her official and private lives, she is the one who also need
to perform the most balancing acts to satisfy both the sides. Attempts have
been made to deal with the corporate structure, culture and practices to
provide advanced gender equity and appreciations on performance for women.
There is a specialize demand for the maintenance of understanding the family
responsibilities of women while making a comment on her levels of
performance. The persuasions of English, (2003) are noteworthy in this
reference. Through the demonstrations under the umbrella term, "Gender
on Trial" the author makes direct declarations about the discriminations
based on professional and performance abilities of women against men.
Inspections under personal qualities added by the approaches related to
attributions are declared as basic instinct that creates levels of
discriminations in the organizational structure. The issues were further elaborated in
reference to the transgender diversities in the workplace. The contributions of
Weiss,
(2007) are very important to understand the course of transgender diversity.
Elaborations related the tools and modes of policy making to develop the status
of women in workplace are elaborated strategically. The basic approach is to
produce and provide with strategic plans to be followed by HR
and related legal professionals in placing women in a much better position in
the workplace. The persuasions are made towards the dealings of transgender
policy development, followed by training and related communication strategies
for the organizational floor. Promotion
of respect and self motivating professional dealings in a workplace are
something that need to be followed through relevant persuasions. Weiss turned up to be very
particular about this sector and encouraged women
regarding the process of taking assistance from legal and legislative policy
makers.
Against the injustices in the workplaces, Herr, (2002) made a very strong move. She was
very adamant with the process of confirming the position of women in
workplaces. No matter whatever is the category of workplace it is, Herr was all
set to deal with the process of winning
over rights in respective workplaces. Her
initiations were more inclined towards the unprecedented participation of
management and employers at AT&T. There is a regular addition of feministic
realization led by Herr. This process turns up effective in the establishment
of positive changes in the organization. Most of the issues were about the
levels of personal conflicts and the results related to the discriminated
practices led by employers and senior management staff. These are the discussions
that added the sense of recognizing potentiality among the women within the
organization.
Women under Glass Ceiling
As declared by United Nations, women are often discovered
to be under the suppression of a "glass ceiling", especially in
professional domains. There is hardly any society that provides equal
professional benefits and developmental scopes to both men and women. By the
use of the term "glass ceiling", it is an attempt to describe a
preconceived and perceived barrier in the field of advancement or promotion in
employment structure that is based on gender discrimination. In the United
States, the Glass Ceiling Commission is a government-funded group that deals
with all these kinds of repressions prevalent in organizational environment.
According to the Glass Ceiling Commission,
"Over half of all Master’s degrees are now
awarded to women, yet 95% of senior-level managers, of the top Fortune 1000
industrial and 500 service companies are men. Of them, 97% are white."
- U.S. Glass Ceiling Commission
Through its official report, the Glass Ceiling
Commission recommended a very affirmative action to safeguard gender
discrimination in official environment. It is dealing with all kinds of
considerations regarding employee's gender as well as race discriminations in terms
of hiring and issues related to promotion decisions, for prevent different forms
of discrimination[2]. Under
the terminological implementation of ‘Glass Ceiling’ the mind sets of employer’s
obligation for the purpose of corrective and preventive action are speculated. It
concentrates over issues related to pregnant women who suffer from severe discrimination
in the work place. In many organizations the pregnant women are deprived of
responsibilities due to false assumptions related to their ability to work. Women
with color, on the other hand, declare vulnerable status towards discrimination
in the workplace. They are deprived of social gatherings and from the provision
to share team responsibilities due to the combination of gender and racial
barriers. There are further instances that show that these women in colors are
facing problems from getting employments to the levels of equal salaries and
benefits. In many organizations these women are facing problems in dealing with
their professional counterparts. Within the office they hardly get enough space
to share their talents and skills.
In a way, the authority deprives them from performing
and sharing responsibilities. On the basis of the reports initiated by Glass
Ceiling Commission there are many research made about the concept of ‘Glass
Ceiling’ for women in the corporate as well as legislative structure. These
researches discovered some of the very specific notion of Glass Ceiling in
various states. It has been declared that till 1989, there were many instances
of discriminations for women. As for example, no woman can sign any document
regarding an apartment lease. She is also not considered eligible for getting a
credit rating or makes an application for personal loan till her husband or
some male relative agree to take the responsibility of returning the loan. Though many changes were initiated for the
purpose of managing empowerment to women, yet lots of things are still to be
done for a better professional environment. In case of dealing with issues like
workforce innumerable instances of discrimination against women has been well focused.
Some of these cases were related to sexually harassed, less pay rolls than man
counterpart and above all regular sufferance from occupational sex segregation added
by many serious fears of professional failures. The research also adds the
unethical and seduction based success stories. Women are promoted in many
organizations, on the basis of their looks and skin colors the employers offers
them employment only if these selected women can offer sexual pleasure to the
employers. With court case illustrations many cases are revealed and made a
part of reforming working environments in corporate for women.
Riemenschneider, et.al (2006) came up with an estimated
percentage of women involved in the professional domains of Information
Technology. They declare that it is falling as revealed by the ITAA that is
Information Technology Association of America, followed by Blue Ribbon Panel
based on Information Technology Diversity report; there is a tremendous fall in
the percentage of employing women in IT workforce since 2003. The estimations
show that the fall has come down up to 34.9% during 2002 from measured 41%
women in the year 1996. The decrease of women employees in the IT sector has
diminished to a very critical position. Riemenschneider, et.al made a
qualitative survey over women from IT domain of Fortune 500 Company. The
research investigated different workplace barriers that hamper their voluntary involvement
and turnover decisions within the profession. By means of causal mapping they
evoked all kinds of representations related to cognitions about the barriers
women are facing in getting professional growths in IT field. The illustrated causal
map indicated the actual turnover of these women. It further linked the
specialized views of their women in reference to the family responsibilities
that they share. In spite of these declarations, it has been also noted that the
participation of the workplace is also not cooperative. The administrators
hardly consider the dual roles of these women and make any provision for better
working environment. They accepted that they are even deprived of promotions
opportunities and voluntary turnover. The more common barriers are of course
related to the performances delivered by these women. There are very few of
them who are struggling amidst the personal and professional responsibilities. All
the other women reported that the discriminations were declared against them with
the reason that they are unable to perform responsibility and remain stressed
all through. The declarations specified
that the reasons forwarded by the employers are actually not that authentic as
these are some of the very rare instances. They usually do not make decisions
on the basis of performance. When it comes to responsibilities and work loads,
women never get any relaxation. On the contrary, the promotional and benefits
were provided absolutely to the men employees keeping the discriminatory ideal
in take.
Women Treated as Minority
Women are treated as the minority class in every
patriarchal form of society. Though in some they have outnumbered the male
population, the sense of being in the minority community never fades. This
sense of ‘minority’ is directly related to those aspects where the individual
needs to perform on political, social and executive dimensions. The roles that
need power and skill to perform under tough situations are never meant for
women. They are of course allowed to follow instructions, but when it comes to
roles with decision-making capacities, there is a straight negation led over
their existence. In workplaces, the status of women employees is always much
less than that of men, unless it is a women organization. This is because no
women get chosen to perform official responsibilities. The clerical jobs and
being assistance are meant for women, otherwise there is no space in being a
manager or a head of a department. The process of considering women ad
‘minority’ minority in the workplaces has been well marked in US society till
19th century. Women were not even allowed to vote in the US till
1920. Even after the ratification, women still were not allowed to be a part of
political and legislative scenarios. They were treated more as properties or
commodities, rather than a being who can actually handle executive positions.
During the phase before 1920, when women were not allowed to vote, the status
of working woman was worse than ever. Amidst lots of obstacles and continuous
stresses of stigmatizations, were parts of her profession. The only approved
role for a woman was in being a good wife followed by a responsible mother. She
often gets restricted to the profession of being homemaker. Al those women who
went out for a job were never respected by society. Even they had to face lots
of restrictions from family to be a part of the working world. It was only
after World War II, that things changed under severe transformations. The
percentage of working women got increased by 40 percent. Their roles during
WWII changed the points of views of men to a great extent (Parrilo, 2005). Even
after lots of transformation in attitudes for professional women,
discriminations regarding high profiles jobs, salary structures and promotional
options were still kept under repression for women.
Considering women as ‘minority’, secondary or inferior
is an age-old practice. In comparison to men, women are considered as inferior,
fragile and incompetent. Though women always managed more than men did, yet
there is hardly any space left to acknowledge her role. As stated by Weedon
(1999, p. 8); according to Gustav Le Bon, the chief misogynist from Broca's
school;
"all psychologists who have studied the
intelligence of women, as well as poets and novelists, recognize today that
they represent the most inferior forms of human evolution and that they are
closer to children and savages than to an adult, civilized man". (Le
Bon1879, 60-1)
This is a typical sexist belief that represents the
common beliefs followed by men for women. The modern society no more declares
such statements, yet there are still some people, who follow this sexist trend
and practice inequalities against women. For them women are no better than
children or savages. There are many people, especially the male dominated
patriarchal form; that maintain absolute discrepancies against women in the
professional lives. These people never created any room for women to perform
and even if they perform, there remains no room to develop. There is an extreme
sense of superiority in these people that never allows them to see the strength
and intelligence of women.
It is through the practice of Sexism that gender
discrimination gets more promoted and followed in professional lifestyles.
Discrimination against women has turned up to be a common practice since time
immemorial. Modern professional structure is not as clear about as its
acceptance about women’s intelligence as Gustav LeBon was. However, there
cannot be any denial to the fact that they practice Sexism as a generalized
belief, and places men as a superior entity than women. They will never
compromise with the view that men are superior to women. Instinctive and
psychological structures of these people are dominated by male superiority, rigid
patterns of considering pre-judgment status and maintenance of discrimination
against women under every roof. The cross-cultural studies are the sources that
show the entire socialization process added by the traditional social
expectations of patriarchal beliefs. These studies declare the variances
followed by general people regarding the sex-roles, performance norms and
gender related behaviors. Under the mode of socializations, women are set to
manage household duties. As against this when these management efficiencies are
attempted to deliver on corporate grounds, there is no acceptance led by the
colleagues. Socialization determines individual qualities, and in a patriarchal
society, the management qualities of women are often ignored by men. With all
kinds of accepted social norms, women are very much socialized with a
specialized and rigid ascribed status. This ascribed status has been often
socially defined as an unchangeable position, taking care of household, rather
than playing any role in political, social or official periphery. They are
never justified for any other role apart from the ascribed ones. Their sexual
identity is marked as the weakest point in career and professional categories.
The sexual entity actually gets amalgamated with physical strength. Though in
comparison to men women are physically weak, yet there is actually no point in
considering this physical weakness in terms of intelligence. However, in
workplaces the emphasis has been led upon mental weaknesses and incapable intelligence.
They are not allowed to have higher positions, just for being a woman.
To make the so-called majority sections of society
feel the importance of women and to offer them with their due facilities, there
are innumerable movements and proceedings forwarded by feminists. These
feministic approaches were developed to establish the fact that men and women
are different only in terms of biological structure. They specifically made it
clear that it is wrong to consider women as mentally weak persona. It has been
further clarified that women have lower infant mortality rates, extremely
higher tolerance and stress management capacities, and relatively greater
endurance. On the contrary, men are only strong physically and their mental
capabilities shrink after 40. On the other hand female brains remain same as
she ages. This makes women more justified managers with high ranking profiles.
As men diminish after 40, women should be more preferred to head over
organizations than men. This will provide the organizations with more
decision-making capacities with steady growth.
Role Entrapments for Women
The reasons for discriminations against women are much
influenced by the entrapments led on women. The roles of entrapments for women
are as prevalent in modern scenario as they were before. The personality status
of a woman under entrapments gets identified by her feminine nature and
behavior. Women in general represents more feminine qualities and thus are
usually misunderstood as weak and fragile in terms of intelligence and
performing qualities related to management and leadership. People who deliver
job responsibilities in an organization usually consider women as less
efficient than their male counterparts. It is due to their feminine nature that
most of the women get stuck to their stereotyped nature and hardly try to
resolve issues related to their working position and environment. Social and
cultural structures support these kinds of numbness and thus women are
preferred to continue with that, even in the modern professional scenario. Under
the influence of entrapments, women get prevented from doing or saying things
that will help her in achieving success. Entrapments are even responsible for
depriving women from the sense of self- realization. It is through the role
entrapment added by the subordinate status of the women in social environment
and that got extended to the professional environment. People in the workplace
are from the same social set ups that considered the identity of women as an
entrapped being. These people hardly take out time to give a second thought to
the performed abilities of women in the working atmosphere. The issues related
to social and ethical repressions are developed in terms of dealing with
corporate situations. Women from these categories are treated with different
behaviors in different corners of the world. The cultural acceptance to
machismo reflects the dealings with women even within organizational
circumference. People who are under the influence of machismo believe that man
is the supreme authority in the family and has got dominance over it in every
respect. This same belief further continues in the corporate world. Even in
professional life, these men cannot tolerate the existence of women as a
superior entity. For these men, women are meant to serve them, and thus they
are not offered with any high position. Under the influence of machismo and
entrapment, the social structure accepts patriarchal superiority. This same
attitude gets continued to the floor of the organization and the dominance
remains static. It is in modern age that women are more exposed to education
and all kinds of professional services. As against the earlier years, women no
more are restricted in earning money. They are into every sector and are earning
the bread for the family. Actually it is with their earning that the social
status of many families has developed. Their contributions in monetary sectors
are very integral to modern families. However, when it comes to attaining
power, the same society hardly accepts her levels of efficiency. In corporate
environment, women are deprived of their basic pay and position structure. They
are kept in the same position with least possibility for growth.
The discriminatory issues of gender in workplace has
been defined under the traditional ways of considering women as an individual
who represents passive, instinctively timid and basically fearful in nature.
This is a commonly conceived trait in a woman that differ her from the male
counterpart, who represents adventurous, self-assured and convinced personality.
These kinds of behaviorist traits are developed under sociological set ups and
are very much inbuilt in an individual since his childhood. A boy child is
always inspired to lead, whereas a girl child is asked to follow. This attitude
remains as children grow and some women continue to stay in that format. But
for all those women who opt for a career and acquire all kinds of education and
training for a profession, learn to meet competition at every level. As for men
they continue considering women as submissive and naïve. Actually it becomes
hard for them to imagine a woman to rule their positions. Accepting a lady boss
for instance is a harsh situation for them. They feel that women are meant to
obey them and thus are very much confident about their roles in the corporate.
Any kind of competition from their female counterpart makes them feel bad and
insecure. This is the reason that they hardly try to leave any stone unturned
to maintain discrimination. Rooted in gender-role expectations, the scenario of
the corporate and professional structure too come under the influence of
serious matters of discriminations. Different educational institutions for
girls and boys create more room for the discriminatory attitudes in the later
life. As men hardly ever get a chance to identify the skills of women, they
eventually underestimate them. They cannot imagine that a woman can also be as
competent as they are. This attitude results in sexism or gender discrimination
in the professional lives of both the sexes.
With the developments of education and professional
training women in modern world are more efficient in performing and achieving
deals and profit margins for their respective companies. They are more into the
levels of performing expertise than just follow some stereotyped job criteria.
As they acquire high leveled modern educational and specialized training
session, the women turns a competitor for men. The practices of under-representing
their entities in male-dominated situation have turned reversed. Now hardly any
woman accepting lower pay rolls for the same kinds of work performed by her
male colleague. Though many organizations prefer women for clerical and selling
jobs for women they never consider these jobs for any promotion or increase in
pay rolls. Women hired for these kinds of jobs are selected not for their
intelligence but for their skin and looks. As good looking women can attract
more customers, the selling option is always an open job opportunity for women.
Unequal Earning Status
In many organization women are provided with lower
scale of income. There are many reasons that justify their reason for paying
less to these women. Women on the other hand accept lower pay structure as they
have got some personal problems to be dealt as against professional sides. These
personal problems can be classified under six main causes. These are the causes
considered as women's choices for the organizational activities related to
unequal pay scales. These causes can be marked as following:
i.
Women
compromises with their career when they are at the verge of making a family. In
most cases women opt to drop out from their profession for a span of one to six
years in order to settle family life and raise children. This drop out educes
her efficiency levels. As a result the gap becomes the source for lowering women's
income structure and statistics as against the male colleague. The sense of
competitiveness reduces in many women and they accept lower pay structure and stereotyped
job options.
ii.
There are few
women who are workaholic in nature and thus prefer to go to the top of the
promotional ladder. These women understand the demand of their profession and
thus try to add all their efforts to their job. However, when it comes to promotional
aspects or job benefits, they are often deprived of these facilities. The
reasons were obvious for their organizations as these women often need to
compromise with their family life.
iii.
There are many
instances, when women make a specific preference to gender workplace with the choice
to avoid any kind of physical jobs. As for example, in some large companies,
especially the major airline services, there is the room for significant
efforts made towards the success by attracting women by providing good-pay
structure jobs, like those of airline baggage handlers. In such places women
are employed to perform physical labor to attract the service lines. The basic
idea of the company is to employ more women in those sections where the
dealings with customers are direct.
iv.
In order to
avoid jobs related to the preference of physical appearance, many women chose
to have advanced degrees and training to get more intelligence and management
oriented cadres. These choices are so preferred that they even opt to serve in
comparatively lower-paid scales.
v.
Since n society
the earning scale provides social status, both men and women crave to earn
more. However to keep women in a relatively lower social position, many
companies pay them less with same workloads as the male colleagues. The tag of
earning power has been limited in case of women, even in high profile jobs.
There is no static rule for pay scale. Remuneration gets determined on the
basis of the profit margins offered by the employee.
vi.
Entrepreneurial
women in private-practice psychotherapist sectors are having direct
demarcations for women and men professionals. This is a kind of job where the
male consultants are more preferred and thus are charged more their female
counterparts.
As declared by Kessler-Harris (2003) it is a common
characteristic in men to consider their professional work as a way to expose
their manhood. The levels of efficiencies are the sources to declare their
abilities as men. For every man to be the ‘bread-earner is like a part of their
dignity in the family. By the intervention of women they are much threatened
about their existence. With the development of entrepreneurial opportunities
and the participation of women in every walk of professional life, there is a
continuous change in the environment of the workplace; this is something that
insecure the egoist domain of men (Kessler-Harris, 22). Women have proved that
even they can be the bread-earner and not necessarily depend on men for every
financial support. Within a family, men used to be of supreme authoritative
power. However the changing role of being a bread-earner by women, this
authoritative existence has been questioned and negated largely. As men lose
hold over their positions as supremos in the families, they become intolerant
to share entrepreneurial opportunities with women in the professional lives. This
mentality creates the floor of gender bias in the workplace. Kessler-Harris is
very appropriate regarding the elaboration of considering work as ideological milieu
by men and family duties to be meant for women. The research shows that men have
organized in a collective way and thereby defended their right to stay alone in
workplaces. They have at times affirmed that the workplaces are their domain as
the households are the domain of women. Under any circumstance the intervention
of women in the workplace are never tolerated. The discriminatory practices are
therefore much observed and followed especially by men in the workplaces.
There are many
data collected for the purpose of understanding the practiced differences between
men and women in the professional corporate periphery. The following table
shows the ‘National Mean Income Disparities’ declared by
Glass Ceiling Commission Redwood (1996). It is the source that provides an illustrative status of these disparities.
National Mean Income Disparities
Race/ethnicity by gender of executives, administrators, and managers
of private-for-profit companies with Bachelor's of Master's degrees: 1990
|
||||
Race
/ Ethnicity
|
Bachelor's Degree
|
Master's Degree
|
||
Male
|
Female
|
Male
|
Female
|
|
Non-Hispanic
white
|
$47,181
|
$31,338
|
$57,371
|
$38,391
|
African
American
|
($15,180)
|
($754)
|
($10,137)
|
($4,385)
|
Chinese
|
($5,924)
|
($2,032)
|
$1,481
|
$7,292
|
Filipino
|
($7,992)
|
($3,045)
|
($7,204)
|
($7,160)
|
Japanese
|
$22,406
|
($373)
|
($13,071)
|
$1,533
|
Asian
Indian
|
($1,872)
|
($6,096)
|
$5,997
|
($6,970)
|
Korean
|
($4,400)
|
($5,559)
|
($5,801)
|
($10,576)
|
Vietnamese
|
($2,768)
|
($6,267)
|
$5,923
|
($4,350)
|
Other
Southeast Asian
|
($20,211)
|
($6,679)
|
($20,694)
|
**
|
Hawaiian
|
($11,252)
|
($8,066)
|
($14,079)
|
**
|
Other
Asian/Pacific Islander
|
($6,853)
|
($1,688)
|
($12,734)
|
($11,695)
|
**results
very unreliable due to extremely small sample size
|
||||
Source- Inmotionmagazine
The table clarifies the unequal earning statuses of
women in comparison to men in workplaces. Though women are making tremendous
contributions to the families and economic structure of daily life, yet there
is hardly any room to recognize or acknowledge that. They are playing very
important roles in as doctors, nurses, teachers, secretaries and child care
workers. In these sectors women are successful in marking their niche. They are
earning good and also dominating these professions in a much better way than
their male counterpart. The involvements of women in these professions are much
more than men, yet when it comes to earning; women are earning comparatively
less than men. Men in these professions are inclined to be paid more than the
women by the organization. There is denial to the fact that the services
provided by men are no better than women, rather are below the range of what a
woman can provide. It is noteworthy to consider that women’s access for the
purpose of paid work is crucial in most of the organizations. Their effort to
attain economic equality is an integral part to the establishment of personal
independence and self-respect. This is a context that gets misused by the
employers. The employers understand that if they pay less to a woman, then she
will get hurt and there are chances of facing regular frustration. The
employers do it purposely. They never want a woman to feel the independence and
also want to impose their superiority over them. In a workplace there is the
need for equal status and professional entities. These can be earned with
regular equal incomes. However the organizations are reluctant to follow this
procedure.
There are many revolutionary steps taken by many
feminist critics and social service organizations for the establishment of
equal pay structure. The participation of legislature is also initiated.
However, since the companies enjoy some kinds of monopoly with the
organizational structure, there are many women who accept their modes of
exploitation. They do no rebel or report any legal authority for pay
discriminations. The reason is that these women want to be in the company and
sometimes are in need of some leaves for family reasons. To balance between the
family and the profession, these women are suppressed and repressed by the
company authority. It is definitely illegal and inhuman to exploit women by
providing them within equal pay rolls. However, when a woman accepts such
discriminations against some small personal benefits the company takes her for
a ride and gives her minimal amounts.
Barriers Faced by Women in Workplace
Even if the corporate and the professional worlds are
identified as most modern kind of infrastructure, yet the inside stories of
every such modern organization lay emphasis over traditional psychological
systems. Amidst the race for modernity and excellence, women are competing men
in every domain. Men are not much comfortable with this progress and thus are
making attempt to create barriers to stop career growth to these women. Women
are more skillful and sincere and above all can take more strain. Men, on the
other hand, are not as competent as a manager or authority. The levels of
competitiveness have created barriers for professional growth and these
barriers are much influenced by the personal and professional circumstances
created by men. Women face different kinds of obstacles and tough barriers in
accepting fewer wages for the same kinds of work and responsibilities in
comparison to men. Some of the commonest and very obvious obstacles are related
to the responsibilities of ‘child care’. For a new family life and to look
after newborn, women often take break from their career. This reduces her
access towards training as well as the collected educational expertise. She is
most often looked down upon under the affects of sexism in the workplace. The
newly owned family responsibilities create tremendous obstacles in terms of
offering quality work to the organization. For an affordable child care
provision she chose to continue with the job, even if gets less than her men
counterpart. The initial obstacles can be marked as
Ø restricted access to professional training
Ø limited scope for education
Ø obstacles of sexism
Ø discrimination
under racism
Ø make attempts to be the ablest
In
the words of Redwood (1996), the Executive director, Glass Ceiling Commission,
all these obstacles are actually very theoretical in nature. In her words;
"For people confronting these barriers,
it's discrimination plain and simple."
There are aspects that are much practical in structure
and severe in application. Redwood assures that the theoretical aspects of
glass ceiling are showing some of the superficial aspects of the professional
barriers faced by women in the workplace. There are many practical aspects that
need in-depth realizations from practical stand point. The declarations state
that women in workplaces face barriers, yet resolve them in no time. Though
they sometimes get set back due to family and children, still they recover all
the levels of efficiencies in a very short notice period. The employers take
the advantage of these rarely occurring personal responsibilities of women to
stop her from having professional rise. Even if they deserve, the employer
never think of them for a high profile position. It is through glass ceiling
that we can well estimate the practical barriers faced by women in different
and diversified workplaces. As declared by Redwood (1996) there are basically
three distinctive domains that create personal and professional barriers to
women in the workplace.
·
Societal Barriers: Social barriers are identified as supply barriers that are usually
related to practices of educational scopes and opportunities followed by level
and training sessions for job attainment. Women in many societies are
prohibited from education in certain domains and thus get limited in their
promotional opportunities.
·
Stereotyping and Bias: The second
barrier is related to the "difference" that gets discovered under
social norms. Through barrier manifested men to grow ego and women to get used
to stereotyping social structure under biased formulations. The formulation of
differentiating men from women is very much into the psychology of human
society. As such the social impression gets carried away to the workplace and
the discrimination continues.
·
Governmental Barriers: Regulations led by government for protecting women
from discriminations at workplace is definitely a strong step. However, this
same approach can turn as a kind of barrier to women. As these regulations will
demand for consistent and vigorous monitoring over professional behavior, the
employers will avoid appointing women in their companies, to prevent
governmental interventions. The process of enforcing laws and equality policies
for a workplace can create negative atmosphere in the company. As such the
initial process of taking women professional might come under risk.
These are the points that clarify the grass-root
causes for creating the discrimination against women in the workplace. The
participation of society and patriarchal formulation gets into human psychology
through conscious and unconscious levels. These levels get firm as the man and
the woman grow. In corporate life the discriminations are developed as a result
of dominating scopes for men and subdued stereotyped life for women. It has
been taken for granted. There is no space to provide women with career
opportunities, unless they are into some specialized company promotion
programs. As women can attract men, many companies take it as a chance to
explore different deals. When a woman indulges herself for these aspects she
faces day to day hurdles. Sexual harassments and abuses are common in such
cases. Women with good personalities and attractive features are always
preferred by the companies. This particular physical characteristic can be a
barrier to her promotional aspects if she denies to get exploited. Utilization
of women for the purpose of business benefits is illegal, but to avoid
governmental and legal proceedings in the company, many women opt not to speak
against it. For them their job turns up to be more important than any other
social welfare context.
Acceptance and tolerance thus can be counted as some
of the additional barriers to the oppositional mindset against the
discriminations. Women are used to tolerate frustrations to a great extent and
this is the basic hurdle that makes their workplace more suffocating. In terms
of promotions and monetary benefits women though want to have an equal share,
yet cannot express the same. She accepts whatever she gets from the authority.
There is no opposition from her. The main reason in such instances is related
to the sense of getting infamous in the company. By some ways if she gets fired
then again she has to find a job under another male dominated corporation. No
matter wherever she goes its all about being dominated by men and thus in many
phases, she decides t get stuck to the old job.
Role of Federal Government
Under the federal laws of US, gender discrimination in
workplace is declared through the following act-
Ø Equal Pay
Act of 1963 – this law
prohibits the circumstances that promotes wage or pay discrimination forwarded
by employers or some labor organizations on the basis of gender.[3]
It prevents all those aspects under which women are paid lesser than men in an
organization for same amount of work and responsibilities.
Ø Title VII
of the Civil Rights Act of 1964
– this particular regulation prohibits discrimination in the different
workplaces on broader domains. It is inclusive of all those instances that are
inclusive of hiring, workforce reduction, firing, addition of benefits and
bonuses and above all sexually harassing conduct especially over women
employees (Wilson, 2003). It is the regulation that supports all those cases in
which the victim reports the court about the sexually inspired mental or
physical harassments led upon her.
Ø Pregnancy
Discrimination Act – to provide
women with more specialized kinds of legislative scopes, the US federal
law amended ‘Title VII of the Civil
Rights Act of 1964’ by Pregnancy Discrimination Act . This is a section that
deals with all those organizations that act with discriminatory practices with
pregnant women. It has been made a part of ‘Title VII of the Civil Rights Act
of 1964’ to assure that pregnancy in any kind of workplace will be treated with
respect and special accommodations and preferences will be provided for the
benefit of the women.[4]
These
are the regulations that are places in reference to many cases that are dealt
and finalized for the abolition of discriminations from the workplace.
Conclusion
The facts, figures and the declarations shown in the
paper clarify the point of discrimination and obstacles against women in the
workplace. It has been established that women are definitely more competitive
than men, yet are deprived of their rights and promotional opportunities.
Despite of continuous implementation of gender equality legislation, the
positions of women in workplaces are still under huge suppression. There are
innumerable hurdles created for women to deny a career-oriented lifestyle.
Intervention of personal and social manipulations is the chief characteristic
feature that influences the discriminatory activities against women in the
workplace. Following points can be well collected from various declarations
made in the paper-
·
unequal
distribution and access to works done on overtime, performance bonuses and
various fringe benefits
·
practices
related to occupational and professional segregations, especially by employers
·
obvious habit of
undervaluing the quality and excellence of jobs that are done primarily by
women
·
stereotypical
and biased attitudes about al those things that get perceived as works done by
women and men.
The personal peripheries of woman have created
barriers in her professional lives. However, these are the challenges that she
can always face and solve without any regret. In spite of all kinds of
contributions to the society and family, women areas till not treated well in
the workplace. To exist in the labor market, a woman struggles to her best
possible strength. Women never ask for things that are not due to them. Just
like men they can also make right kinds of assessments about their performance
and roles in the profession. The undue advantages taken by authorities on being
under-performed are often challenged by women. To their frustrations, in most
of the instances they are not only denied, but also ignored by the
employers. The company policies and
regulations are meant for everyone and there is hardly any room for special
scopes for women. Part from the maternity issues, women usually do not have any
special preference in the corporate. As reported by Women & Work Commission
in 2006, under the heading of 'Shaping a Fairer Future', women are not much
into jobs that are different from stereotyped responsibilities. Women &
Work Commission (2006) made special recognitions regarding the problems created
within the occupational segregation against women. The process was inclusive of
extensive recommendations related to the means of encouraging women in taking
up different careers, especially non-traditional jobs. The purpose of these
inspirational proceedings is directly related towards the removal of
discrimination from all kinds of jobs and professions. As women will try to
participate in more and more non-traditional jobs, the employers will get
compelled to remove the discriminatory practices from all kinds of jobs. It has
been discovered that under theoretical, legal and legislative persuasions,
there are lots of regulations forwarded for the abolition of discrimination of
against women in workplace. There are acts and regulation to prevent such
practices. But when it comes to practical field the practices remain same with
very least difference with the shift of authority. It is important to make a
wide ranged approach to fight back these discriminatory practices. The support
from government and legal authorities are mandatory. Apart from that it is very
necessary to create consciousness among working women.
The basic derivations showed that
women do not want to mess up with their authorities regarding the acts of
discriminatory inside the office. It
will be also wrong to think that the employers are exploiting women. There are
cases where women chose to get exploited to have extra benefits. However, these
are very rare instances and are hardly come under notice. There is a regular
lack of collective oppositions among women regarding these discriminatory
practices and obstacles. Under personal responsibilities, women often take
leaves or could not manage with some of the official responsibilities. These
are very minor instances that the organizations see as big issues and on the
basis of these activities prefer to declare women as less responsible than men.
Whereas though men hardly take leaves yet seems to waste lots of official time
and resources for no reason. Women who are socially suppressed accept and
tolerate these discriminations and that makes their position weaker and
fragile. On the basis of these features, the employers consider women for
lesser wages than the male counterpart. Added
to these, women do not want to increase their stresses by looking for new jobs
in the male dominated professional world. Instead they prefer to stick on the
old job with all kinds of grievances. The employers take maximum advantage of
this condition of women and thus come forward with various discriminatory
practices. The habit to accept suppression in women is discovered as the main
obstacle in preventing them from promotional opportunities. Eventually, it can
be concluded that the discriminations against women in the workplace is a very
common international practice. Due to the lack of collective oppositions these
practices are unleashed in every profession and organization. It is thus
important to encourage women to join all kinds of job and to make the
difference against all the barriers, obstacles and above all discriminations.
Recommendations
In order to deal with the increasing cases of
discrimination against women in the workplaces and to remove the barriers and the
obstacles that women face, it is important to come up with some solutions. Recommendations
made by Redwood (1996) for
breaking discriminations detected under Glass Ceiling are very appropriate to
be followed. In reference to these aspects, the following
recommendations can provide effective solutions-
1. For
a better working environment, it is important that the CEO should communicate
through absolute visible as well as continuing process of achieving commitments
to the women workforce. This should be free of any diversity or gender
discrimination. This is an effective rule to manage corporate strategic
development business plans.
2. Assessments
regarding proficiencies and efficiencies of the employees should be based on
profits earned, stimulated capital investment, total amount of productivity,
participation in the market share and performance quality. Under this practice,
the organizational administration must consider the total fruitful
contributions made by each of the employees.
3. Promotions
regarding positive working atmosphere is a compulsion. The performances of the
employees must get scrutinised on the basis of performances and participations.
There should be enough space to understand personal hindrances and problems.
4. The
instances of discriminations should be opposed on collective way. These
oppositions are important and the entire staff should cooperate in omitting
such practices.
5. Trainings
for professional expertise should be provided to every employee without any
discrimination. Since women can perform in the best possible way and sometimes,
better than their male counterparts can. It is always profitable for a company
to utilise this intelligence without any inhibitions. The purpose is to get
better profits and thus the intelligence should not be ignored.
6. Identification
of objective performance, expert skills and upgrade knowledge and intelligent
criteria are very important. For overall advancement of the organization, it is
important to have balanced selection process in the promotional structure. The
management skills and levels of dedication should be the base for every
promotional opportunity. It is relevant to understand that people who can
provide the organization with more quality should get superior positions.
7. Instead
of professional and strict regulations, it is important that the authority also
provide some spaces for family of the employee. The women employees in
particular should be provided with more concerns about their families. This
adds the extra amount of dedication and sincerity in the performances of the
women employees.
8. Preference
should be provided for high performance employee participation, followed by
innovative compensation and reimbursement policies. There is also a need for
employment security, along with the provisions for IT information sharing and
continuous opportunities for learning. Equal growth and respect should be the
spine if the entire organizational environment.
9. Participations
from the organizations should be positive in declaring the norms followed under
governmental policies and regulations led by enforcement agencies. There is the
need to understand the moral and ethical points in dealing with the women
employees. Adding instances of frustrations by blocking professional growth
should be considered as an inhuman act.
10. Social responsibilities and cultural back ups
are also subjects to modifications. It is important that the society should
understand the value of preferring human resource rather than gender
discriminations. Efforts should be taken from the earlier days of brought ups
among girls and boys. The contribution of society in providing right kind of
motivation is an integral part of the entire system of revolting against
discrimination.
References:
Age Discrimination in Employment Act of 1967 - ADEA
- 29 U.S. Code Chapter 14 | find US law. http://finduslaw.com/age_discrimination_in_employment_act_of_1967_adea_29_u_s_code_chapter_14
[retrieved on 1st of March 2010]
Boland (2005)Sexual Harassment in the Workplace.
Sphinx Publishing
DeLaat, J acqueline (2007) Gender in the Workplace:
A Case Study Approach. Sage Publications, Inc; 2nd edition
English, Holly (2003) Gender on Trial: Sexual Stereotypes
and Work/Life Balance in the Legal Workplace. ALM Publishing/ALM Inc.
Gregory, Raymond F. (2002) Women and Workplace
Discrimination: Overcoming Barriers to Gender Equality. Rutgers University
Press
Herr, Lois Kathryn ()Women, Power and AT&T:
Winning Rights in the Workplace. Northeastern
Kessler-Harris, Alice. (2003) In Pursuit of Equity:
Women, Men, and the Quest for Economic Citizenship in 20th-Century America.
Oxford University Press, USA
O'Brien, Ruth (Edt. 2008)Telling Stories Out of
Court: Narratives About Women and Workplace Discrimination. Cornell University
Press
Parrilo, Vincent N. (2005) Strangers to These
Shores. Allyn & Bacon
Pregnancy Discrimination Act.
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Retrieved 2010-02-27.
Rapoport, Rhona. Bailyn, Lotte. Fletcher, Joyce K. and Pruitt, Bettye H. (2001) Beyond
Work-Family Balance: Advancing Gender Equity and Workplace Performance.
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Redwood, Rene (1996), The Glass Ceiling- The
Findings and Recommendations of the Federal Glass Ceiling Commission. Motion
Magazine, Washington, D.C. October 2, 1996
Riemenschneider, Cynthia K. Armstrong, Deborah J.
Allen, Myria W. and Reid, Margaret F. (Fall 2006) Barriers facing women in the
IT work force. ACM SIGMIS Database, ACM
New York, NY, USA. Volume 37, Issue 4, Pages: 58 – 78
U.S. Glass Ceiling Commission. "A Solid
Investment: Making Full Use of the Nation's Human Capital". 1995-11.
http://digitalcommons.ilr.cornell.edu/cgi/viewcontent.cgi?article=1117&context=key_workplace
Retrieved 2010-02-26 [retrieved on 27th Feb. 2010]
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[retrieved on 1st of March 2010]
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Women & Work - Shaping a Fairer Future.
Department of Trade and Industry. www.dti.gov.uk February 2006.
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United Nations CyberSchoolBus: What is discrimination?
[2] U.S.
Glass Ceiling Commission. A Solid Investment: Making Full Use of the Nation's
Human Capital.
[3] Age
Discrimination in Employment Act of 1967 - ADEA - 29 U.S. Code Chapter 14
[4]
"Pregnancy Discrimination Act". employment.findlaw.com
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