To fully comprehend and examine society’s patriarchal rule and oppression, the concept of gender equality must be considered. There are many different ways to understand the concept of gender equality, but the majority of them are through the perspective of feminism (Radio). In the modern age, progress has been achieved in several sectors of society, including gender equality. Even while progress has been achieved, more has to be done to ensure equal pay and opportunity in the workplace. Gender norms, gender roles, and gender inequities must be eliminated from society to achieve equality. Given that gender parity seems to be focused on what should be completed in the community, it is probable that gender parity will not be realized in some circumstances due to intrinsic differences between men and women, for example.
The wage disparity between men and women has been a source of contention for many years, and it is still being debated today. A job evaluation method was established to reduce the wage discrepancy between men and women. Its purpose was to organize a list of vocations according to their characteristics or content. One of the job evaluation’s shortcomings was the use of the phrase “equal remuneration for equal work,” which reflects cultural beliefs. They arose from the concept that men were entitled to the family income and that women were second-class citizens who depended on their husbands, fathers, or brothers for financial support at home, among other things (Figart).
In many cases, men and women in the same position are paid differently and have different perks (Tomaskovic-Devey et al.). Even if women have shown themselves to be the most effective workers in the office, the issue of pay remains a key problem for the female gender (Tomaskovic-Devey et al.). Men may be paid more than women for the same work for various reasons. One of the causes is that males are the primary breadwinners in their households and shoulder more of the burden of providing for them. As a result, men will get higher wages than women because of the greater weight of their responsibilities.
On the other hand, while performing the same labor as men, women are nonetheless paid less than they were in most cases. The salary disparity between men and women is founded on the generally held idea that women cannot support themselves and their families solely on their abilities. Not every family is in the best of circumstances; for example, there are some families where there is no male role in supporting them and just a woman in the family. Therefore, the woman would be working equally as hard as a male, but she would only be bringing home a fraction of what he does in pay and benefits.
Both men and women have advantages and disadvantages, but they are not always on an equal basis. In the United States, the number of female faculty members in science and engineering has lagged behind the increase in the number of students enrolled in graduate programs. The areas of biology, chemistry, and physics saw a reduction in the proportion of job offers made to female candidates from 34 percent to 29 percent to 20 percent, respectively (Shen). Women discouraged are one of the primary causes of the low number of job openings. Scientists are working hard to level the playing field to encourage more women to pursue careers in science in the future. When smart women are unable to overcome their lack of self-confidence, they are forced out of the scientific field due to subtle prejudices in the scientific sector.
Another kind of prejudice is depriving women of privileges such as paternal leave and flexible work schedules that enable them to tend to their children. Organizations must recognize that women’s contributions to their families are just as important as their participation in the profession. As such, they ought to consider granting them family time. Additionally, they should be compensated well since they contribute to family obligations (Tomaskovic-Devey et al.).
Organizations may also have a gender bias in the roles held by their employees. Increasing numbers of women obtain advanced degrees, such as masters and doctorates. Consequently, they have become fierce competitors with males, sometimes surpassing them altogether. Women are now better able to compete for higher-level jobs in their employment due to this advancement in their educational attainment. Sadly, despite these advances, women continue to face discrimination in the workplace, particularly at the executive level. Despite their lack of formal education, they are nonetheless given lower-level roles like clerks, assistants, and supervisors to work in. To get to the top, women have to work their way up from the lowest levels of leadership, which may be a lengthy and arduous process. It is sexist since their male colleagues with identical educational degrees are more frequently and quickly promoted to senior positions (Graham).
Women often find themselves in situations and places detrimental to their well-being, both at home and at work. Sexism in the workplace, especially towards women, is prevalent and pervasive. The moral rot that has occurred in society has resulted in women being seen as mere persons expected to provide for their families. In addition, women are paid less than men for doing the same tasks; they do not get the same benefits as men; they are assigned to lower-paying positions regardless of their qualifications, and they have faced sexual harassment in their places of employment. Women are the principal victims of discrimination at work, and it is thus critical that the fight for workplace equality be waged aggressively. As a consequence of equality, they should be able to enjoy fulfilling lives both at home and at work.
Work Cited
Abendroth, Anja, Melzer, Silvia Maja, Kalev, Alexandra, and Tomaskovic-Devey, Donald. “Women at Work: Women’s Access to Power and the Gender Earning Gap”. ILR Review 70.1 (2017): 190-222
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Graham, Mary E., et al. “The View at the Top or Signing at the Bottom? Workplace Diversity Responsibility and Women’s Representation in Management.” ILR Review, vol. 70, no. 1, Jan. 2017, pp. 223–258, doi:10.1177/0019793916668879.
Radoi, Cristina. “THEORETICAL DEBATES ON THE CONCEPT OF “GENDER
Shen, Helen. “Mind the gender gap.” Nature 495.7439 (2013): 22.
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