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Pay gap between genders essay
Wage gap between men and women introduction
Gender bias in the workplace
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Women face many obstacles as they climb their career’s hierarchy and for many different reasons their wage is comparably less than that of males. After the movements toward equality in the workplace, many think that sex discrimination isn’t present anymore. However, many still believe that the glass ceiling hasn’t shattered and still possesses a barrier for many women in the labor force. The glass ceiling and the wage gap exist for various reasons but, like many other women leaders, women can break the glass and abolish the gap. INTRODUCTION The glass ceiling is defined as the “unseen, yet unbreachable barrier that keeps… women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.” According to the Department of Labor, the glass ceiling is made up of “artificial barriers [that are] based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions.” Qualified women are continuously denied a promotion to the highest levels of corporate America and other professions. Once women reach a certain level at their career, they plateau and the glass ceiling prevents them from advancing any higher. The term Glass Ceiling originally appeared on an Adweek interview with Gay Bryant, editor of Family Circle, in 1984. However, she first put the term in paper on her book The Working Woman Report: Succeeding in Business in the 80’s. Women might be able to reach middle management in their company but reaching any higher might seem impossible due to the slow process and vast competition. This is “partly because corporations are structured as pyramids, with many middle managers trying to move up into the few av... ... middle of paper ... ...p/scspi/_media/pdf/key_issues/gender_research.pdf>. Powell, Jesse. "Marriage Is Masculinity and Coverture | Secular Patriarchy." Secular Patriarchy. N.p., 08 Aug. 2013. Web. 05 Mar. 2014. Salmon, Marylynn. "The Legal Status of Women, 1776–1830." The Gilder Lehrman Institute of American History. N.p., n.d. Web. 06 Mar. 2014. Soares, Rachel, Mark Bartkiewicz, and Liz Mulligan-Ferry. "2013 Catalyst Census Fortune 500 Women Executive Officers and Top Earners." Catalyst. N.p., n.d. Web. 13 Mar. 2014. Soares, Rachel, Mark Bartkiewicz, Liz Mulligan-Ferry, Emily Fendler, and Elijah Wai Chun Kun. "Statistical Overview of Women in the Workplace." Catalyst. N.p., n.d. Web. 13 Mar. 2014. United States. Cong. Joint Economic Committee. United States Congress Joint Economic Committee. By Carolyn B. Maloney and Charles E. Schumer. 111th Cong. Cong. Rept. 16 Dec. 2010. 03 Mar. 2014.
Salmon, Marylynn. “The Legal Status of Women 1776-1830” NYC. The Gilder Lehrman Institute of American History, 2009-2014. Web. March 2014.
In February 2015, Ellen Pao’s lawsuit against Kleiner Perkins, a venture capital firm, for gender discrimination went on trial. Pao alleged that she had been treated unfairly by her ex-bosses and passed on numerous times for promotion in favor of her male counterparts. While Pao did not win her lawsuit, the trial brought back to light the problem of gender discrimination and of the glass ceiling in corporate America. Since women started to enter the workforce, there always have been barriers and obstacles that prevented them from reaching the higher ranks on the corporate ladder. Public recognition that there was indeed a problem of discrimination helped giving women assurance
In “2014 and 2015… zero women were head coaches of Division 1 men… teams”(Price E.1). This shows that they thought that women could not be head coaches for men or thought they might be a distraction to them. In “2015, a women earn 80 cents” for every dollar a man earned (Zhai). Men are still give women lower pay. Female workers with the same college degree as men “earn an average hourly wage of $16.58” and the men earn $20.94 (Zhai). Women are still getting lower pay although they have the same degree. The”Women's Policy Research in september[of 2016] found that if [this] continue, women will not receive equal pay until 2059”(Zhai). This shows that women has a long way to go before they earn equal pay. It is clear that for women that they have a long way to go before the glass ceiling in Jobs is shattered for
The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.
Women face discrimination in the workplace. Discrimination is defined as a behavioral activity is exhibited in how people treat members of other groups and in the decisions they make about others. In chapter 3 Race and Ethnicity in the United States discusses how discrimination not only effects positions in companies it also affects pay rates. Income is drastically different when it comes to men and women and only gets worse for women who are minorities. These women have broken through the glass ceiling in their corporations. “In 1991 the Glass Ceiling Commission was formed to help women and minorities, fight their derrepresentation in the workplace”. With this article and with research that is being done women are starting to break the glass ceiling that is holding them down. Women account for only 2.2% of Fortune 500 companies CEO roles. The number is shockingly low, less than 15 companies have women CEO’s in the 500 companies we look at that best fit our country’s
Despite the ability of women to now enter into a variety of occupations and positions, men still dominant the power structure and make it much more difficult to rise. Within organizations men are given preferential treatment as a result of viewing women as the inferior gender. Men get promotions easier than women and women are expected to display exceptional behavior in order to receive any type of promotion at all for the same amount of effort. Often times, the presidency is considered the last glass ceiling, and one that is believed to likely be shattered by the election of the first women president. However, even if this glass ceiling is shattered, the existence of glass ceilings in a variety of organizations can still be seen. For example, the severe lack of women within congress (a meager 20) shows how difficult it is for women to be elected and hold their spot despite being just as qualified as their male counterparts. Similarly, Professor Redding provided examples of women within occupations such as lawyers and doctors. While the opportunities for them to get into these occupations has widened, there is still a gap within the occupations
The “glass ceiling” is a barrier to advancement that affects women when they work in
Also, the majority of women have been able to secure employment from traditionally female occupations such as teaching compared to male-dominated careers like engineering. Moreover, democratic country like the United States of America has recognized gender inequality as a fundamental issue and espouse equal right between men and women in contributing to social, economic and cultural life. Despite this improvement, gender inequality persists as women are not represented and treated equally in the workplace (Michialidis, Morphitou, & Theophylatou, 2012). The increasing number of women in the workplace has not provided equal opportunity for career advancement for females due to the way women are treated in an organization and the society. Also, attaining an executive position seem impossible for women due to the glass ceiling effects which defines the invisible and artificial barrier created by attitudinal and organizational prejudices, which inhibit women from attaining top executive positions (Wirth
Blau, F., & Kahn, L. (2007). The Gender Pay Gap: Have Women Gone as far as they can. Academy of Management Perspectives , 21 (1), 7-23.
Mink, Gwendolyn. "The Reader's Companion to U.S. Women's History: Legal Status." Houghton Mifflin Study Center. 19 Nov. 2005. http://college.hmco.com/history/readerscomp/women/html/wh_020600_legalstatus.htm.
The glass ceiling, in its simplest form, is the theory that women and minorities do not advance into senior management or executive positions within corporate America. (Although recent trends have shown that select women and minorities have advanced into senior management.) It is a barrier that has been in place since women started redefining their roles in the family since World War II when their husbands were forced to leave the home and go fight in the war. At this time the wife went to work while the husband was at war to support the family. At the end of the war this new trend did not cease. Women received this era as a time of choice. Although the majority of women, at this time, chose not to continue working when the war ended, a percentage remained in the workforce. This change in the culture and structure was not accepted on a positive note. Women and minorities faced multiple barriers to promotions.
This is when comparing employees where both genders spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents a woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace.
Described as the “glass-ceiling” effect, women, irrespective of where they are geographically, are facing various challenges in the work environment. According to the U.S. Department of Labor’s 1991, glass ceiling is defined as “ the artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions.” Factors like social norms, education, governmental policies, private and public sector policies, as well as gender role have a substantial effect on the disadvantages women face relative to men in the workforce. Although the reasons behind glass ceiling vary from one society to another, it is commonly the case that the impediment of women’s
Heathfield, Susan M.. "Women and Work: Then, Now, and Predicting the Future for Women in the Workplace." Human Resources - Business Management Development Jobs Consulting Training Policy Human Resources. N.p., n.d. Web. 5 May 2011. .
Despite government regulations to promote equality within the workplace, women’s salaries continue to lag behind males in similar career with similar experiences. According to research performed by Blau & Kahn (2007) “women salaries averaged about 60% of men’s until the 1970s and rose to nearly 80% by the 1990s” (as cited in Bendick, Jr. & Nunes, 2012, p.244). Today, women on average earn approximately $.81 for every dollar that men earn in the United States (Guy and Fenley P.41 2014).