It has been over a century, but negative gender stereotypes are still an issue that plagues the careers of many women. Gender discrimination is a global phenomenon and there are few effective steps taken in order to solve this problem (Kline, 2005)
Gender Discrimination in the Recruitment Process Gender discrimination in a human resource context refers to the factoring of an individual's gender in the decision-making process of recruitment, selection, appraisal and compensation. It is commonplace in both Asian and Western societies for men to be chosen for more lucrative designations and higher salaries than women (Atkinson, 1997)
Conversely, there are many cases which point towards reverse discrimination, with men complaining that the women in their firm receive greater favours and are treated more leniently -- a phenomenon perhaps in line with their stereotypical role as the "fairer sex." Over the years, there have been various laws and regulations internationally that govern the rights of an individual within a business (Warneryd, 1994)
Organisations are responsible if their methodologies of testing and screening in recruitment are found to be discriminatory or if application forms regarding the employment seek information which is meant to screen for gender preference. A strong indicator that a company engages in a gender discriminatory practices can be derived from a comparison of recruited personnel and their qualifications (Oliverio, 1999)
" There are two main classes of sexual harassment found in the workplace today, given different names in different cultures according to their laws and regulations. The first form of sexual harassment is the this-for-that exchange in which higher ranking managers offers their opposite sexed employee of lower rank a benefit such as a promotion or a rise in designation, authority or salary, or even threats to disassociate with the current benefits, upcoming benefits or disassociate with the job completely unless sexual favors are provided to the higher rank official (Hoffman, 1990)
It happens when a personnel or a group of personnel of the firm repeatedly and routinely make inappropriate comments, gestures, noises as well as making undesired sexual advancement or using sex in such a degree and manner that the overall actions disturbs the target personnel's abilities to perform her routine tasks, feels highly and thoroughly intimidated or, in some cases, threatened in the working environment. Laws, rules and regulations imposed by governments throughout the world assist in protecting the rights of employees (Williams, 1992)
"It is a practice which deeply affects the image of the company as new personnel who want to apply for job would look at this factor with a close eye and judge the organization greatly from this point-of-view." (Sims, 2003)
Measures to End Discrimination There are many methods by which employees of any organization can stop gender discrimination or any forms of it from happening at all from the first instance at the workplace, some of these steps are as follows: "The personnel of any department of any organization should adopt the policy of zero tolerance at any sort of action which is considered as discrimination." (Costa, 1998)
Kantian model of ethical evaluation "The Kantian model of ethical evaluation teaches us that in any sort of environment, either official or any other, we mush prohibit from certain types of actions." (Baron, 1995)
"This made them more attractive in appearance as compared to the male employee and as a result, they often got more customers than their male counterpart." (Ridder, 1994)
"When the case was taken to the courts, it was decided by the law that this is not the case here, so the judgment came in favor of the male employee who filed the complaint. " (Bobbin, 1996) Other cases Like the cases mentioned above involving male employees being discriminated in favor of the female counterparts, there are also many cases where discrimination is observed involving the cases of same-sex harassment
This creates a situation where women often lack the economic power to fight for their rights and issues in their interest. Essentially, the research suggests that "the degree of gender stratification is inversely related to the level of economic power women can mobilize and conversely, the less economic power can mobilize, the more likely they are to be oppressed physically, politically, and ideologically" (Bolender 1)
Essentially, women make less than their male counterparts do in the same positions. Thus, the research suggests that "many of the women entering wage employment have moved into jobs considered socially appropriate for women, contributing to a persistent pattern of occupational gender segregation," (Mutari & Figart, 2003, p 110)
(Kian and Clavio, 2011). This inappropriate and negative exposure of female athletes by media subsidizes and maintains hegemonic masculinity in western culture (Vincent and Crossman, 2008)
(Kian and Clavio, 2011). This inappropriate and negative exposure of female athletes by media subsidizes and maintains hegemonic masculinity in western culture (Vincent and Crossman, 2008)
She also discovered that Women were always allocated to soft lines (health/beauty, cashier, etc.) and those that were males always had positions that were high in pay the High such as electronics, auto and sporting goods (Barkhurst, 2012)
S. does not believe is the case (Love et al. v. Wal-Mart Stores, Inc
Sarasota Plaintiff Susan Midolo was a Sarasota resident who was originally deprived of the chance to work in the automotive section in spite of her experience as a mechanic. Midolo was later permitted once she established her ability to bench press 250 lbs (Musgrave, 2014)
Qualified women are blocked from upper-level managerial positions, but their absence at the very top skews the curve when they are clustered in the middle. It seems that it takes about 30% penetration of women managers to begin to more rapidly move the distribution effect, suggesting that now; women remain concentrated in workplace settings with lower wages -- in almost every industry (Cohen and Huffman, 2007, 699)
However, "within each of the six gender-tier categories, at least 75% of the workers are of one gender. In each tier, women's jobs pay significantly less than those of their male counterparts, even though both sets of occupations tend to require the same level of educational preparation" (Rose and Hartmann, p