Women in the Workplace - Coursework Example

Women in the Workplace The society has regarded women as mothers and homemakers who do not deserve any remuneration for a long time. Socialization and cultural stereotypes place women in the subordinate positions in the workplace. The employers perceive that women deserve the traditionally perceived feminine jobs while men execute the masculine jobs. The employers use the perception as a basis to offer women a lower remuneration and keep them in the subordinate ranks. Employers tend to invest little on the women’s skill training, and learning institution advance gender stereotyping by encouraging female students to chose the art subjects and leave the science careers to the men. Upon completing studies, women will seek the feminine jobs while men tend to go for the masculine duties. It is significant to foster equality in the workplace because each employee has a distinct set of skills that can benefit the organizations Introduction Women comprise approximately fifty percent of the potential workforce in the United States. Despite such high percentage, the number of women in the senior position and the traditionally perceived male-dominated professions is remarkably low. The society has regarded women as mothers and homemakers who do not deserve any remuneration for a long time. In effect, the perception of the society about the women’s employment was an option as opposed to a necessity. Such perceptions have rendered the efforts to realize gender parity in the workplace a futile endeavor. A section of women has tried to secure the senior managerial positions in the workplace, but the statistics is dismal compared to that of the men. In spite of the existence of many charters and code of ethics to champion for the equality, cultural and gender stereotyping has continued to place the women in the inferior position. The allocation of duties, job descriptions, and remuneration depict the deep-rooted gender stereotypes and discrimination against women. Women execute the “feminine” roles while men work on the masculine tasks. Socialization and cultural stereotypes compel women to pursue feminine roles in workplace. Research Question To what extent does socialization, cultural stereotypes, achievement-related experiences, and differential aptitudes explain why women tend to pursue the traditionally feminine occupations? Methodology The research used secondary data to examine the extent to which socialization, cultural stereotypes, differential aptitudes, and achievement-related experiences lead women to pursue the traditionally perceived feminine occupation. Specifically, the study explored the previously published information for comprehensive analysis of the topic. The retrieval of the secondary data was from scholarly journals, books, contemporary reports, and newspaper articles that contained rich information about gender discrimination and cultural stereotyping in the places of work. Using the data and sociological theories, the research analyzed the topic and made a comprehensive conclusion. Findings and Discussion Roles of Women in Workplace The workplace offers men more demanding and critical jobs that result in their advancement than women do. The majority of the employers tend to give women the traditionally perceived feminine duties regardless of their education and experience. The attempt to assign the women the feminine roles is in line with the deep-rooted gender stereotypes that perceive females cannot execute certain roles. The gender socialization theory can offer a plausible explanation regarding the tendencies to delegate the feminine jobs to the women. Notably, the theory holds that the society wires men and women to assume distinct responsibilities. Hence, both men and women will seek jobs that reflect the roles, which the society dictates. Consequently, the employers inflate the gender stereotyping by offering job description that is suitable for either women or men. Estevez-Abe contends that gender stereotyping in the workplace is a challenging endeavor that requires a concerted effort (145). The implication is that the workplace environment does not acknowledge that women can execute the male-dominated roles with a lot of precision, as well as, professionalism. The disregard of the women’s contribution in various tasks to advance the productivity of organizations renders the fight against discrimination and cultural stereotyping a difficult pursuit. Scientific Skills and Women in Workplace The underrepresentation of women in the tasks that require the application of technology, engineering, and science skills is an advancement of gender inequality in the workplace. Statistics shows that women comprised 2.6 percent of the total number of 7.1 million Americans working in the construction companies (Crary). It is possible that the majority of the women did not apply for the jobs in the construction firms. However, compelling evidence indicates that the selection of the workforce considered gender to determine the number that secured the employment. Seemingly, a large number of the employers assume that the demanding construction work is a preserve of men. Thus, it is hard for women to get jobs in the traditionally male-dominated industries despite the fact that they possess the relevant skills to execute such roles. In essence, gender stereotyping has deep roots in the organizational culture, and it negatively affects the women regardless of the educational capabilities. A recent research by Obiomon, Tickles, Wowo, and Holland-Hunt on the percentage of women in the labor force revealed a remarkable underrepresentation. The study revealed that women constitute 56.8 percent of the potential workforce in the United States. However, the percent of working women in the engineering career is a mere 8.5 percent. In this regard, men have a higher percentage in the engineering profession as compared to that of the women. According to the statistics, men comprise approximately 87 percent of all the engineers in the United States (Obiomon, Tickles, Wowo, and Holland-Hunt). The dismal percentage of the women in the male-dominated field faces numerous challenges. Notably, exclusion in the formal networks, salary disparities, unfair promotions, and gender stereotyping characterize the life of women in the workplace. The implication of the statistics and challenges is that it is becoming challenging to actualize the gender parity in the workplace. The workplace subjects women to unfair treatment that segregate them and places men in the superior positions. Despite the existence of the United Nation Charter that prevents all forms of discrimination because every person has equal freedom regardless of gender, the perpetuation of gender stereotyping is arguably strong in the places of work. The institutions of learning have attempted to widen the gender inequality. The choices of the majors in colleges depict occupational gender segregation. Oswald contends that the colleges undermine the technical capabilities of the female students, especially the women of color (196). A study by Oswald revealed that women constitute a mere 29 percent in courses such as the computer and mathematics. Those women in physical sciences and engineering are less than fifty percent of the total students. The research underpins the discriminatory role the colleges execute when selecting women in the major science degrees. Such selection along the gender lines prepares women to secure the traditionally perceived feminine tasks in the job market upon completing their studies. Thus, the propensity of women to seek the feminine occupations is attributable to the differential selection of courses in the colleges. The colleges have affected the confidence levels of the women. Cech, Rubineau, Silbey, and Seron assert that women do not have the capability to handle the jobs that require engineering and science skills (641). Majorly, the institutions of higher learning deserve the blame by socializing women to believe that the science-based tasks are a preserve of men. In the situations where the women lack professional confidence, the execution of the duties and any jobs related to science becomes a responsibility of the men. The employers will recruit men in the jobs because they have enough confidence to execute them with precision and professionalism. The human capital theory that centers on the experience, skills, and productivity supports the blatant failure of the colleges to equip both women and men with skills ranging from the art to science. In essence, lack of relevant skills renders the women unemployable in the science-based jobs. Hence, differential attitude and achievement-related achievement might offer a precise explanation of the reason the women pursue the traditionally prescribed feminine jobs. Feminine Jobs in the Workplace The notable feminine jobs in the workplace encompass secretaries, childcare workers, hairdressers, cosmetologists, receptionists, information clerks, preschool, as well as, kindergarten teachers. Estevez-Abe argues that the representation of the women in the above occupations is arguably high (147). The jobs are low-status, and the gender norms and cultural stereotyping tend to influence the women to pursue the non-manual jobs. Consequently, the deep-rooted workplace stereotypes compel the employers to recruit a high number of women in the low-status and feminine jobs. Women can challenge such stereotyping by adopting managerial roles and other traditionally perceived masculine occupations. In effect, women can seek for jobs such as engineering in order to challenge the existing assumption that the science-based jobs are a preserve of men. It is evident that women have been on the receiving end of all forms and mannerisms of the men’s behavior. Patriarchy dominates virtually all the indigenous and marginalized societies. Men perpetrate all forms of discrimination against the women. Women suffer because they are voiceless in the presence of male-dominated societies. The United Nations stepped forward to save the women from the wrath of the patriarchal nature of society that has extended to the workplace. Through the signing of various treaties that recognizes the rights of the women, the international body has been instrumental in advancing the equal rights of women in the workplace (General Assembly). Notably, the United Nations is replete with regional commissions, specialized agencies, programs, and other instruments to address the plight of women. In effect, various nations have presented entities that seek to recognize the women’s rights. However, the efforts of all the above-mentioned stakeholders have not yielded well. Women continue to experience differential treatment and unequal promotions in the workplace. Challenges of Women in Workplace Frustrations coupled with the nurturing responsibilities of women in the workplace affect the productivity. Uggen and Blackstone contend that men make sexual advances such as uninvited touching, as well as invasion of their space (64). The Convention for the Elimination of All Forms of Discrimination against Women (CEDAW) has not solved the challenges the women face in the workplace. Although the purpose of the convention was to devise strategies to eradicate discrimination against women by stipulating that the nations that signed the Treaty were to report periodically on issues centering on discrimination against women, the measures have not been effective in addressing the plight of the women in the places of work. A section of the managerial division will attempt to frustrate the women for their selfish gains. Sexual advances are common in the workplace, and women find it challenging to execute their roles. In effect, women have to factor in the decisions of whether to leave the full-time employment and pursue part-time jobs. The employers have tended to discriminate the women’s job applications because they perceive a high tendency to leave jobs for family-related endeavors (Cech, Rubineau, Silbey 651). The notable assumption is that the nurturing responsibility compels women to sacrifice employment in order to care the elderly and the children. Hence, the childbearing responsibility is attributable to the employers’ reluctance to recruit and promote women. It is costly on the part of the employers to employ the women and quit before the end of the contract term (Estevez-Abe 144). In essence, the biological nature of the women coupled with the gender stereotypes disadvantages them. Promotions and Salary Disparity Statistics depicts a dismal number of women in the managerial position in the United States. The implication is that the rate of promoting women to assume leadership position in the workplace is arguably low. Hence, the majority of the women execute the subordinate roles despite their high percentage of the employable workforce. Partially, the disparity in the employment promotion reflects the poor protection systems to cushion the women from gender discrimination. The vocational institutions advance gender segregation in the workplace by promoting only the men (Estevez-Abe 154). Article 2 of the International Covenants of Human Rights provides policies that eradicate discrimination against women, but the promotion mechanisms violate it. The Article demands all the states to take appropriate actions eliminate favoritism that disadvantages women. This Article calls for states to move beyond limits in order to protect women against discrimination. The Article called for respect for women in sectors, whether in governmental or non-governmental. Article 2 of the Convention required nations to pass equality laws and incorporate in their constitution to curb the discrimination against women (General Assembly). The gross violation of the Article places women in a precarious position in the society. Notably, the employers do not respect even the UN articles because they assume that women have different skills from that of men. Gender becomes a basis for the employers to calculate risk of human capital in the workforce. The biological differences between women and men disadvantage the females. Fundamentally, the risk-averse employers do not promote women in the managerial positions for the fear of propensity to quit jobs. Similarly, the employers perceive that the women will reduce the working hours in order to attend to the child rearing responsibilities. Notably, the employers tend to assume women have greater uncertainties than the men do. Taking leave to care for the children affects the output. Hence, the women encounter gender-specific risks such as job termination due to pregnancy, forsaking returns on skill investment, and risk of missed opportunities (Estevez-Abe 151). The employers will thus invest less in the women for training programs seeking to equip the workforce with current skills needed in the job market. The gender stereotyping, as well as, the biological differences between men and women influence the employers’ decisions to promote women to the positions of higher responsibilities. Women make a few transitions from the lower positions to higher ranks in the workplace. A study on the United States workforce revealed that women constitute 25 percent of senior officers, 13 percent in managerial position, 3 percent in executive ranks, and 15 percent in board positions (Warner). Notably, the majority of the women are in subordinate positions. The positions allude to the women’s positions at home. The human capital theory appears to disadvantage the women because the exclusionary strategies have facilitated the advancement of occupational segregation. The gender organization theory can explain the evident division of the workforce along gender lines. Gender organization theory holds that interactions in the workplace involve gender-related prospects that benefit either women or men (Godwyn and Gitell 511). In this regard, the prospects promote the male chauvinism in the workplace while undermining the significant contribution of women in the labor force. In essence, the employers will endeavor to maintain women in the subordinate ranks as dictated by the gender and cultural stereotypes. Earnings in Workplace Majorly, the earnings of the women tend to be less than that of men in the workplace. A study on the women’s earnings in the male-dominated careers indicated that the earning of women in the engineering jobs was thirteen percent less than the remuneration of men (Obiomon, Tickles, Wowo, and Holland-Hunt). Uggen and Blackstone perceive that gender inequality contribute to the harassment of women in the workplace and differential salaries (67). The implication is that women will be under men as long as the society does not solve the gender stereotypes. Conclusion Socialization and gender stereotyping has affected the efforts of the women to attain equality in the workplace. Women encounter many challenges in the pursuit of attaining the gender parity in the workplace. The deep-rooted stereotypes continue to disadvantage the women and place them in the subordinate positions in the workplace. Employers allocate women the traditionally perceived feminine jobs, which tend to have low remuneration. Likewise, women earn lower salary even in the jobs that require the same skills as that of men. The educational institutions deserve a blame for advancing gender stereotypes through encouraging the female students to chose the art subjects instead of science. It is important to foster equality in the workplace because each employee has distinct set of skills that can benefit the organizations. Works Cited Cech, Erin, Rubineau, Brian, Silbey, Susan, and Seron, Caroll. “Professional role confidence and gendered persistence in engineering”. American Sociological Review 76.5 (2011): 641-666. Print. Crary, David. “Few women in construction; recruiting efforts rise”. USA Today. Web. 8 Apr.2015 http://www.usatoday.com/story/money/business/2014/09/01/few-women-in-construction-recruiting-efforts-rise/14870787/ Estevez-Abe, Margarita. “Gendering the varieties of capitalism: A study of occupational segregation by sex in advanced industrial societies”. World Politics 59.1 (2006): 142-175. Print. General Assembly. Convention on the Elimination of All Forms of Discrimination against Women. Web. 8 Apr. 2015 http://mineaction.org/downloads/Emine%20Policy%20Pages/HR%20Law/CEDAW.pdf. Godwyn, Mary, and Gittell, Jody. Sociology of Organizations: Structures and Relationships. Thousand Oaks: Pine Forge Press, 2012. Print. Obiomon, Pamela, Tickles, Virginia, Wowo, Adrienne, and Holland-Hunt, Shirley. “Advancement of women of color in science, technology, engineering, and math disciplines”. Faculty Resource Network. Web. 8 Apr.2015 www.nyu.edu/frn/publications/advancing.women/Adv. Women in Stem Tickles.html Oswald, Debra. “Gender stereotypes and women’s reports of liking and ability in traditionally masculine and feminine occupations”. Psychology of Women Quarterly 32 (2008): 196-203. Print. Uggen, Christopher and Blackstone, Amy. “Sexual harassment as a gendered expression of power”. American Sociological Review 69.1 (2004): 64-92. Print. Warner, Judith. “Women’s leadership gap by numbers”. Center for American Progress. Web. Read More