Gender-Related Issues in the Business Disciplines - Literature review Example

The study d “A Comparison of Gender and Gender-Related Issues in the Business Disciplines conducted by Patricia A. Lanier, DBA, John R. Tanner, PhD, and Brandi N. Guidry, DBA [2009] examined the state of female faculty members within the field of management, accounting, marketing and economics in relation to their experiences with gender concerns. The study focused on handing out questions that concerns itself with instances of discrimination particular to their gender. Its primary aim is to determine whether or not there is still a presence of prejudice in the academe which ironically is supposed to be one of the most liberal in terms of acceptance to diversity. The researchers have found that gender inequality is still rampant in educational institutions. An important information to note is that the augmentation in the number of women faculty members has only increased by 24.3% in total. The questionnaires yielded an affirmative answer in relation to the women’s experiences of discrimination. They have also found that a mere 36.5% compose the faculty of the business faculty seniors. This is a significant factor when it can be noted that almost 60% of the workforce is made up of women since 2003. Before the dawn of the new millennium, over 45% of managers are women and this continues to increase by the minute in all disciplines [Lanier, Tanner, & Guidry, 2009]. The Association to Advance Collegiate Schools of Business (AACSB) published that women in the United States business colleges make up 24.3% in accredited schools dated in 2004. The study is vital in the recognition of the reality of the state of women in college institutions. This profession is no more something that is much known to be a man’s world. Yet, though this may be true, gender inequalities is a serious problem which hinders the career growth of women in the workplace. In addition, most of these faculty are only ranked as instructors. Furthermore, the majority of female business faculty members held only the rank of instructor. Between the year 1999 and 2000 the percentage of women professors is at 11.9%, while 22.8% were associate professors, 31.3% are assistant professors and 44% are instructors. This proves that it is quite difficult for women to rise among the ranks as almost half of the percentage is at the lowest ranking within the academe [Lanier, Tanner, & Guidry, 2009]. The Global Gender Gap Index is conducted by the World Economic Forum to analyze the disparity among men and women which is categorized into four major categories, these are; first is economic participation and opprtunity, second is educational attainment, third is political empowerment and fourth is health and survival. The research encompasses many different levels and divisions which aims at a comprehensive measurement of gender gap in different areas of society among different countries. It included for consideration 200 countries and ranks Iceland as the country with the least gender discrimination while Yemen is ranked at 134 among the countries who were included in the study. This is important as it is apparent that the population of a country determines a country’s performance. The productivity, education and skills of those who are vital parts of the workforce accounts for a country’s economic growth. Women make up half of this coffer for talent and their conpetitiveness and role in development is integral for any nation. Gender equality should be among the nation’s primary goals because it directly and integrally affects a country’s economic performance and development. An interesting discussion is the hypothetical question that perhaps women’s known attribute of engaging in carefully assessing situations first and being very cautious and informed before executing a decision would have prevented the current economic crisis felt around the globe [Hausmann, Tyson, & Zahidi, 2009]. A review of related studies indicate that there is actual disproportion of women in teaching institutions. A report by the American Association of University Professors (AAUP) found that there is considerable discrepancy in rank, tenure and salary among female and female faculty memebers. Specifically, female faculty takes longer to be promoted, it takes an average of a couple years before they become regular employees and they receive less in salary. To deal with this issue, those in the position attempts to work out rules and guidelines to avoid this predicament. Motivations, fortified by U.S. court decisions urge schools to promote gender equality in their conduction of labor relations. The primary methodology of the study is survey form where participants were asked to answer questions that examine the background to those who participated and their perceptions and experiences of gender discrimination. About 27% of them were from the accounting department, less than 20% came from the economics field, over 16% from management and finance and a little above 21.96% came from marketing. Cases of discrimination is primary because of compensation according to 33% of the respondents and over 23% complained about promotion caused by gender-related bias [Lanier, Tanner, & Guidry, 2009]. The research methodology lacks other important variables that should also be considered for a more comprehensive study. Other that rank, age, experience and degress, other aspects should also have been considered. Because the study focused on questionnaires, specifics of these inequalities were not expounded. The conclusion is substantial in relation to the study but the researchers could hae included more precise recommendations for the problems that they have unraveled. They should have also considered other more wide-ranging studies such as the Global Gender Gap Index which was previously cited and used it in relation to the study and the country it was conducted in. As much as with anything, an organization and a country is only as good as its weakest link. It is apparent that women make up for a great number of productivity in the population. Their rights and their welfare should be given importance since they are fundamental for the harmoniuos relationship that prompts a number of connective necessities for maturity and acceptance. We are no longer within a world that looks at women as the weaker sex than those of their male counterparts. Equality in every aspect is something that at times is being taken for granted. There has been this notion that gender inequality is no longer a dilemma among organizations. This is not always true as the study has proven. It may not be as rampant as it was before but it is still happening. Our vigilance in continuing to look at relations in a more in-depth sense is important in determining whether or not equality has been achieved. Not just because there are women present in the workplace does not mean that equality is already achieved. It has to be looked at in a more substantial perspective which analyzes all angles and not only focuses on what is easily seen. Much like the study, the simple fact that there are now more women faculty members than there were years ago does not necessarily signify gender impartiality. There are a number of things to be considered before such a conclusion can be made. The question now becomes what happens next. After there is the recognition of gender inequality in the workplace, what becomes of those who are perceived as victims of it. In a field such as education where it should be immdeiate that acceptance should be integrated, what more in other institutions especially in industrial ones where men are considerably more favored than women. This issue should not be disregarded because women make-up a large number of the population and their importance in society cannot be subordinated. Bibliography BBC NEWS. October 2009 BBC News, accessed 25 November 2009 CANADIAN INTERNATIONAL DEVELOPMENT AGENCY. 1999 Gender Equality & Business Development/Management Training: In Brief for Canadian International Development Agency Quebec, Canada. Ernst & Young 2009, ‘Groundbreakers: using the strength of women to rebuild the world economy,’ Ernst & Young Global Limited United Kingdom. Hausmann, R., Tyson, L. D., & Zahidi, S 2009 Global gender gap report for World EconomicForum Geneva,Switzerland. Lanier, P. A., Tanner, J. R., & Guidry, B. N. 2009, ‘A comparison of gender and gender-related issues in the business disciplines,’ Public Personnel Management , pp. 51-70. Read More