Gender Discrimination in the Job Market in South Korea - Term Paper Example

? Gender Discrimination in the Job Market in South Korea al Affiliation Gender Discrimination in the Job Market in South Korea South Korea is among the fastest growing economies in the world. The economy of Korea has grown to a great extent over the past couple of decades. This is attributable to the reforms that the Korea government introduced that created a hospitable environment for doing business. The country has also made significant strides in technological advancements. Currently, Korea boasts to being the home of some of the leading electronic companies in the world. Some of the leading South Korean companies include Samsung and LG. Despite the achievements that the country has made in the past few years, gender discrimination remains one of the biggest challenges facing its labor market. Monk-Turner and Turner (2003) indicated that most companies in the country discriminate against the female gender. South Korean women face different kinds of discrimination in the labor market. This includes unemployment, low salary, promotion problems, and lack of consideration for managerial position. The aim of this paper is to explore the extent of gender discrimination towards South Korean women in the labor market. Gender discrimination in employment remains one of the major challenges that women still face to date. Bilkis, Habib, and Sharmin (2010) noted that most countries have made remarkable improvements in ensuring gender equality. However, women are still facing discrimination in employment. In most countries, men continue to receive favor in employment. The problem of gender discrimination in the labor market is particularly high in South Korea. Research shows a massive gap between the number of males and females in employment. Even though there may be justifiable reasons for the disparity, most South Korean women feel that companies discriminate against them in favor of their male counterparts. Gender discrimination in the job market takes various forms. The main form of gender discrimination in the labor market includes wage gap between men and women, the glass ceiling, and labor segregation. Gender Wage Gap Gender wage gap remains one of the major gender discrimination phenomena that women from most countries face. Women in all countries around the world report that they are paid lower salaries than their male counterparts are. According to the International Labor Organization ILO report, women earn about 20-30 percent less than what their male counterparts earn globally (Monk-Turner and Turner, 2003). Surprisingly, a survey conducted by ILO found that South Korean women as being the worst discriminated in the labor market. The ILO researchers found that Korean men have continued to enjoy a higher economic return than their female counterparts do. For instance, a survey conducted in 1988 by the ILO found that whereas Korean men earned an average salary of 2101 won, their female counterparts only earned an average wage of 1009 won. This indicates a huge wage gap compared to the average wage gap recorded I n other countries around the world. This wage gap implied that for every 48 won that a Koreans woman earned, their male counterparts earned 100 won. This translates to 48 percent wage gap. The ILO report also indicted that, early on in 1980, for every dollar that a Korean man earned, women early only 45 cents (Monk-Turner and Turner, 1994). This was the worst ever wage gap recorded in this time in the entire world. Despite the affirmative action and labor policies that have been enacted in South Korea, the labor wage gap between South Korean men and women and women have remained relatively higher that the global average. Factors Responsible For Gender Wage Gap in South Korean Labor Market Many people fail to understand why the gender wage gap has persisted in the Korean labor market despite the increased affirmative action going on in the country. However, a number of theories exist that may help in understanding the persistence of gender wage gap in the South Korean labor market and the world at large. These include the capital theory, occupational segregation, overt discrimination, dual role conflict, and statistical explanation. According to the human capital theory, most women invest less time in their human capital, such as work experience and education (Bilkis, Habib, and Sharmin, 2010). This makes them less valuable for work compared with their male counterparts that invest much in their human capital. According the theory, most women deliberately compromise their job market by valuing to stay at home attending to family matters. They noted that a majority of women give family needs priority over the needs of work. The role conflict that they face makes them less productive than their male counterparts who, apparently, do not face such role conflicts. In South Korea, for instance, there exist a huge gap in education levels between women and men. According to a research conducted in the country, the country has more educated men than women. This implies that South Korea has more experienced men in the labor market than women. As a result, more men have been able to get employed in better paying jobs than their female counterparts based on education level and experience. However, it is worth noting that unlike other Asian countries where women have been denied the right to education, the South Korean government has taken a leading place in promoting girl child education. Currently, South Korea ranks among the top countries with the most women graduates in the world (Monk-Turner and Turner, 2003). The increased level of education of South Korean women may soon help reduce the wage gap in the labor market. Dual Role Conflict/Glass ceiling The dual role conflict supports the human capital theory by maintain that women more than men take greater responsibility on matters to do with home affairs at the expense of job needs (Busse and Spielmann, 2003). This is certainly true in the contemporary society where women take greater responsibility in homes, including nurturing children, cooking and attending to other family chores. The fact that women over indulge in family affairs than the needs of the job makes them highly vulnerable to discrimination. This is because most employers understand that their commitment level to the attainment is relative to their male counterparts. Occupational Segregation Occupational segregation theory maintains that the job market is characterized by sex segregation (Tho, 2008). In other words, the theory posits that male and female are not employed in a similar job. In addition, it maintains that the occupations dominated by men are likely to be better remunerated than those dominated by women are. Therefore, men are paid higher wages compared to women because of the nature of work they do. In South Korea, for instance, women mainly work in informal sectors of the economy such as farming while are poorly remunerated. Most Korean men work in the sectors of the economy, which are fairly remunerated. This provides a good explanation for the gender wage gap between men and women in South Korea. The statistical discrimination theory maintains that employers will naturally discriminate against members of a group when they perceive the group to posses certain undesirable characteristics (Bilkis, Habib, and Sharmin, 2010). This theory, therefore, tries to imply that women are discriminated against in the labor market since most employers believe that they posses some negative characteristics. However, some people believe that overt discrimination exists in the labor market. Those who believe that overt discrimination is present in the labor market maintain that discrimination is present when equally qualified persons are not accorded similar treatments solely based on their gender. Bias in Recruitment and Hiring South Korea is currently raked the 15th largest economy in the world. The country also boast to having well-educated citizens in the South Asian region. However, the women participation in the workforce in South Korea is still wanting. Even though South Korea has made remarkable achievement in empowering women to take part in building economy of the country by seeking employment, they still face a challenge of gender discrimination. Most companies in South Korea still view women as being inferior to their male counterparts in places of employment. This has resulted in fewer women getting employment in South Korea than their male counterparts. Monk-Turner and Turner (2003) revealed that women participation in the South Korean workforce stands at only 56%. This is relatively low considering the fact that the participation of men in the country stands at 93%. One of the most obvious reasons for the gender disparity in employment rate of men and women in South Korea is that men have better education and skills required for most jobs in South Korea. In fact, most CEO’s in the country have maintained their preference of male employees to the fact that they have better education than their female counterparts do (Monk-Turner and Turner, 1994). However, the situation is destined to change in the next few years as more Korean women are increasingly venturing in the male dominated jobs. In spite of the fact that most decisions makings and leaders in the country’s businesses continue to be dominated by men, more South Korean women are rising to CEO and other top management positions. In addition, South Korea showed a change of attitude against women in December 2012 by becoming the first South Asian country to elect a female president. This is a remarkable achievement towards attaining gender equality in the workforce. Biasness as to Promotion Most women around the world face a lot of challenge when it comes to competing for equal opportunity in employment. Most women around the world face gender bias with respect to restricted access to productive resources (Busse and Spielmann, 2003). In most societies, girls are brought up in an environment where they are made to believe that they are inferior to boys, right from their childhood. In most cases, they end up growing with this mentality even up to their professional life. It comes out that in most developed world, just as in developing countries women are employed to work mostly in entry-level jobs. According to a research carried worldwide, very few women hold high-level managerial positions. Even when a woman has attained high level of education needed to run an organization, she is still deprived that chance to prove her worth. South Koreans women have faced such challenges for a very long time. Monk-Turner and Turner (2003) observed indicates that a majority of South Korean women work in entry-level jobs. This is attributable to the fact that most employers see them to be inferior to their male counterparts. It is surprising to observe that even the most educated South Korean women only get employment in low-level jobs. The gender gap is not only found in the private companies in South Korea, but also in public service. The South Korean government has been accused on several occasions for promoting gender bias against women. This is attributable to the fact that the government, like private sectors has been unlawfully denying South Koreans women promotion in their job positions (Monk-Turner and Turner, 1994). Even the most able and well-educated South Korean women find it had being promoted to a higher-level position. This form of gender discrimination explains why most South Korean women do not hold senior managerial positions. Nevertheless, it is worth noting that South Korean has achieved some level of affirmative action in recent past. Today, unlike what the situation has been in the last few decades, more South Korean women have began achieving some level of equality with their male counter parts. As earlier noted, the people of South Korean demonstrated to the entire world that they are breaking away from gender bias by electing a woman president. This was a remarkable achievement considering the fact that most countries, including the developed countries still find it hard electing a woman president. The same move to elevate South Korean women to high-level positions was seen following the appointment of a number of women to the position of Supreme Court judges. Personal Bias Sexual harassment is one of the worst forms of personal bias that is alive in most organizations around the world. Tho (2008) observed that most employers tend to take advantage of female workers by demanding sex in exchange for favor in the workplace. Sexual harassment of the female gender comes in different forms, including physical touching, verbal statements, as well as engaging in actual sex with the female employee. In most cases, women who turn down sex appeal from their managers fail to get employment or forced out of employment by their employers. South Korea is one of the South Asian countries with the highest incidences of sexual harassment in employment. Monk-Turner and Turner (1994) revealed that most South Korean women have faced sexual harassment from their employers in order to be favored for employment or promotion. In fact, a research conducted in the country shows that a majority of companies seeks for sexual favors from South Korean girls in order to get employment. In this regard, girls who turn down sex offer from their employers ends up being chased away. Most women employees also find it hard getting promotion from their employers. In most companies, employers seek sexual favor from their women employees before awarding promotion. As a result, women who are not willing to give in to their employers end up staying at a low-level position for a very long time. Reasons Why South Korean Women Deserve Equal Treatment in Employment Reducing gender gap in South Korea should be a priority for the government and other stakeholders. It is strongly believe that South Korean could have made tremendous strides in development if employers were to embrace the contribution of women in the development of the country. Currently, South Korea ranks the 15th largest economy in the world (Monk-Turner and Turner, 2003). However, the economy would have larger if it were to encourage the contribution of its women in various sectors of the economy. As a fact, women play a big role in ensuring the security and survival of poor households. Women, unlike men, are dedicated to ensuring that their household escapes from poverty. However, South Korean women cannot achieve this with the high level of gender discrimination in workplace in the country. As such, it is high time that employers consider awarding fair remuneration packages for women. Awarding a fair remuneration package to women will enable them adequately attend to the needs of their children and families (Busse and Spielmann, 2003). For instance, awarding South Korean women a fair salary will enable them to pay school fees for their children and dependants. This is important for the economic development of the country. The companies will also benefit significantly from the motivational effect of a fair remuneration package. Research has shown that one effective way to motivate employees is to award a fair remuneration package that is commensurate with the nature of the job. Employment gap between male and female in South Korea is huge (Monk-Turner and Turner, 1994). As such, it is important for policies to be initiated by the South Korean government to ensure equal opportunity for both male and female. As earlier stated, many South Korean women remain unemployed compared to their male counterparts due to gender discrimination. Therefore, to ensure equal employment opportunity, the South Korean government will have to introduce measures that bar any employer from discriminating against women in awarding employment. Government Intervention to Reduce the Gender Gap Discrimination against women in employment is rife in South Korea. This happens at the backdrop of reforms and clamor for equality in the country. However, this only points that the South Korean government has not done enough to reduce or eliminate gender bias in employment in the country. Based on the level of gender bias in workplace in South Korea, it becomes clear that, the South Korean law has failed to achieve any meaningful gender equality as regards equality in employment opportunity, recruitment, and promotion. This is attributable to the fact that managers in South Korea have continued to demonstrate impunity by disregarding the law that prohibits discrimination of any person based on gender (Monk-Turner and Turner, 1994). However, South Korean government has been trying much it can to ensure that the country achieves gender equality. This has been seen through past government efforts in the 1980’s, which have resulted in the introduction of legal reforms to promote gender rights and equality. One such effort aimed at achieving gender equality was seen in 1984 following the government’s move to ratify the Convention of Elimination of All Forms of Discrimination Against Women, as well as the enactment of the Equal Employment Act in 1987. For instance, the Equal Employment Act banned any form of gender discrimination in employment and recruitment (Amsden, 1990). The Equal Employment Act has since been revised on several occasions to conform to the changing needs of women in the country (Monk-Turner and Turner, 2003). The Act was first revised in 1989 in which a number of clauses were introduced, including a clause that required equal remuneration package for equal work, equal treatment in hiring, recruitment, promotion and training, as well as recognition of unpaid maternity leave for at most one year. Another clause was introduced later on that provided a maternity leave even for men whose wives are pregnant. Even though the Equal Employment Act has created awareness among women, it has made minimal achievement in bringing equality in employment. This is because gender discrimination still highly visible throughout South Korea’s labor market. In fact, the Equal Employment Act has only managed to enhance protection of female workers, but has failed to provide them with equal opportunities and job security, which they are yarning for in the country’s labor market. Conclusion Gender discrimination in employment remains one of the major challenges that most women face in the present day society. Even though most countries have made significant achievement in empowering women to participate in the country’s development by attaining better education and getting good jobs, women are still discriminated against in employment in many countries the world over. This is particularly so in South Korea where most employers still see women as being inferior to their male counterparts. However, it is high time South Korean employers start according women equal treatment by giving them an equal opportunity as their male counterparts. This is because women too are productive just as men. In addition, the South Korean government needs to promote the involvement of women in employment without bias. The involvement of women in employment will certainly help boost the South Korean economy. References Amsden, A. H. (1990). South Korea’s record wage rates. Industrial Relations, 29(1), 77–93 Bilkis, A., Habib, S. B., & Sharmin, T. (2010). A review of discrimination in employment and workplace. ASA University Review, 4(2), 137-150. Busse, M., & Spielmann, C. (2003). Gender discrimination and the international division of labor. HWWA Discussion Paper 245. Hamburg Institute of International Economics. P. 2-34. Monk-Turner, E., & Turner, C. (1994). South Korean labor market discrimination against women: estimating its cost. The American Journal of Economics and Sociology, 53(1), 433–442. Monk-Turner, E., & Turner, C. (2003). The gender wage gap in South Korea: how much has changed in 10 years? Journal of Asian Economics 15(1), 415–424. Tho, R. F. (2008). Recognized discrimination: A study of sexual harassment and the disparity between law and practice in the South Korean workplace. University of Oslo, 3-67. Read More