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Glass ceiling in gender
Summary of literature review : women empowerment
Summary of literature review : women empowerment
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Recommended: Glass ceiling in gender
We have seen in the past forty years significant changes in the structure of the UK economy, including the development of a knowledge economy and a rise in investment of human capital (Thompson, 2004). The accelerated process of globalisation and a shift in social attitudes and government policy has also influenced and shaped the UK labour market. This report will explore the structure of the UK Economy and the implications this has had on the labour market and Human Resources Management. It will argue that inequalities and disadvantage still exist for many demographic groups and will focus on female participation in the workplace through gender, segregation and the gendering of roles. Secondly, this report will focus more specifically on the …show more content…
Furthermore, Eagly and Carli (2007) identify a labyrinth which they suggest prevents women from attaining a senior position within an organisation. This includes family life, resistance to women’s leadership and pre-existing prejudices. Although Eagly and Carli acknowledge the barriers that make it almost impossible for women to travel up the career ladder, they conclude that now the barriers have been recognised women are at a better place to negotiate through the labyrinth and their positioning within an organisation. This also has implications for organisations and HR departments as they are now aware of where these issues lie and where action needs to be focused. Therefore, the idea of a “glass ceiling” becomes illusionary as although it can be difficult, women are given the opportunity to progress as outlined in the labyrinth model, however to some extent gender segregation is reliant on individual decisions both unexpected and expected that determine career outcomes (Hakim, …show more content…
Despite legislation which has been introduced to conquer inequalities and to protect certain groups, it is apparent that inequalities still exist for those who fall into a BAME group. Research has suggested that ethnic minorities groups have been consistently lower than the rate for white people in relation to employment. Ethnicity must also be considered alongside gender as individuals identities are built up around a range of demographics including, gender, ethnicity, religion etc. (Ramji,
Occupational segregation by gender is at the heart of stereotyped career choices and has shown a stubborn resistance to change in the labour market of the United Kingdom, despite women entering the labor market more highly qualified Clouds Work (2009).
Thesis: We were all born into a place with income inequality, but we have the power to make sure our children aren't.
Work and economy is a social institution that includes many inequalities. There can be inequalities based on gender or race. Ore believed that work and economy inequalities could either give a person new privileges and opportunities or hinder them (Ore, 227). In other words these inequalities could help them move up their career ladder or keep them stuck in one position without promotion. There is also racial discrimination involved within the hiring process or in the workplace itself. Also gender may play a role in how a person is treated on a job. I will use the articles “Discrimination in a Low-Wage Labor Market: A Field Experiment” and “Racializing the Glass Escalator: Reconsidering Men’s Experience with Women’s Work” to further explain.
When people are talking about CEO’s, Presidents or any other person in a high position, who comes to mind? For most people, the person that comes to mind is a white male. Even in one of the most progressive and modern countries in the world males are associated with positions of power. Gender inequality refers to the unequal treatment or perceptions of individuals based on their gender. Although we have made abundant steps in narrowing gender inequality, patriarchy still continues in society and thus women today have yet to gain the same opportunities in the workplace. Even with acts such as the Equal Pay Act that passed 35 years ago, today, half of the workforce is consists of women, but the average workingwoman earns only 80.9% of what the workingman makes. There is also a lack of promotion in high positions for qualified women in the work force. These are just a few of the work place inequalities that females are faced with. Even with the many steps taken to ensure equality in the work field, the gender discrimination continues to exist.
Income inequality has affected American citizens ever since the American Dream came to existence. The American Dream is centered around the concept of working hard and earning enough money to support a family, own a home, send children to college, and invest for retirement. Economic gains in income are one of the only possible ways to achieve enough wealth to fulfill the dream. Unfortunately, many people cannot achieve this dream due to low income. Income inequality refers to the uneven distribution of income and wealth between the social classes of American citizens. The United States has often experienced a rise in inequality as the rich become richer and the poor become poorer, increasing the unstable gap between the two classes. The income gap in America has been increasing steadily since the late 1970’s, and has now reached historic highs not seen since the 1920’s (Desilver). UC Berkeley economics professor, Emmanuel Saez conducted extensive research on past and present income inequality statistics and published them in his report “Striking it Richer.” Saez claims that changes in technology, tax policies, labor unions, corporate benefits, and social norms have caused income inequality. He stands to advocate a change in American economic policies that will help close this inequality gap and considers institutional and tax reforms that should be developed to counter it. Although Saez’s provides legitimate causes of income inequality, I highly disagree with the thought of making changes to end income inequality. In any diverse economic environment, income inequality will exist due to the rise of some economically successful people and the further development of factors that push people into poverty. I believe income inequality e...
Gardenswartz, Lee Ph. D., Rowe, Anita. Human resource focus, July 1998. V. 75 N7. PS1 (3) Why diversity matters.
Diversity in the workplace is very important in today’s global workforce because workers in the economy all over the world are currently made up of many different ethnicities, varied cultures, beliefs, and backgrounds. People that are involved in management such as managers, and supervisors could greatly benefit from being accustomed to diversity in the workplace because their job entails dealing with a multicultural work environment on a daily basis. Knowing how to handle diversity in the workforce and having the necessary skills for supervisors would be beneficial not only to them but also to the success of the company and economy because a strong, diversified workforce will create a more “creative, innovative, and productive workforce.” (Kerby, 2012).
Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity.
Managers need to be aware that certain skills are necessary. They need to fully comprehend the concept of discrimination and how its effects on the workplace. Managers must be able to recognize that they are not exempt to cultural biases and prejudices. Many managers fail to acknowledge that diversity is more about individual than it is about groups. Individual differences are to be considered separately since they often do not reflect the difference of a group. Managers must understand that managing diversity requires more than coercing employees to fulfill the required tasks. Successful training help both managers and employees understand the delicacy in each cultural
Additionally the text book Understanding and Managing Diversity also highlighted that we have to consider the multiple dimensions of diversity:
Barak, M. E. (2005). Managing diversity: toward a globally inclusive workplace. Thousand Oaks, Calif.: Sage Publications.
Schein in his book “Organizational Culture and Leadership” explains how different believes and behaviors start to be logical when we understand their cultures by stating “When we learn to see the world through cultural lenses, all kinds of things begin to make sense that initially were mysterious, frustrating, or seemingly stupid” (2010, p. 13). This kind of foresight should be the starting point in order to manage the tremendously growing diversity in the workforce nowadays. Leaders and administrators of both public and private organizations through their influence are responsible to promote and manage diversity in an ethical manner.
For the purpose of this paper, I will define what the term Diversity means, and then I will concentrate on the diversity as a result of geographic origin or ethnic diversity. I will look at how ethnic diversity is managed generally and then how my employer, deals with the diverse ethnic groups in its organization and what it needs to improve on.
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.