Gender Equality in the Workplace - Research Paper Example

It is arguable that the corporate sector still practices some form of prejudice against women in the workforce despite advancements in female empowerment. Indeed, there is a glass ceiling for women in the workplace.

It is essential to highlight that most corporations have only allowed female empowerment out of pressure. This is visible in Newsweek’s magazine case whereby young female employees rose against the company’s treatment of women (Bennett and Ellison 1). When companies submit to such pressures, they are least likely to internalize the sense of having an equal workplace. The rise of corporate branding has led companies to participate in noble activities for profits and image purposes. This mode of corporate thought system overrides the real sense of having gender equality in the workplace (Connolly 78). Corporations have realized that having an image of gender balance in their workforce reinforces the corporate responsibility tag. In turn, such corporations do not examine the details involved in the meritocracy of work.

Women have unsolved problems in their homes that constrain their career advancement goals (Nemko 1). It is essential to note that nurturing and caregiving have been primarily bestowed upon women. This does not accord them enough capacity to advance in their careers. For instance, because women hold the burden of pregnancy and give birth to children, they naturally receive the responsibility of caregiving. An empowered woman, at the motherly level, does not possess the empowerment to debate nurturing balance roles with their husband. This is because women are incapacitated by a societal attitude that exclusively bestows nurturing roles upon women.

Firms, unfortunately, have not placed such considerations when giving promotions and awarding management positions to employees. On the other hand, despite social advancement, men are still free from caregiving duties that consume a significant time of for women. “Men, therefore, gain an upper hand in acquiring pay raises and promotions because they are constantly in the workforce,” (Gregory 96). The modern workplace has not placed adequate mechanisms to place this consideration when evaluating women. Besides, watchdog groups are least likely to pay attention to such details when assessing gender imbalance in workplaces.

In addition, men have flipped the workplace gender debate to reflect their needs. Denial of gender imbalance in pay and work conditions is akin to denial of racism in contemporary society. In this sense, most men feel that they have given enough for women not to complain. In turn, most men do not look at the glass ceiling as a real phenomenon. Besides, men do not recognize that equality in pay and promotions is an entitlement rather than a privilege for women. The idea of liberal markets, democracy, and meritocracy proposes that a person, regardless of one’s sex or gender, should earn commensurately to one’s skills and efforts. Men, however, do not recognize this entitlement in women.

The workplace should realize that women’s attitudes emanate from the society where they have grown. Quast mentions given myths that individuals hold on gender equality. “According to studies throughout Europe, women in most European countries still prefer to “marry up” to a man who is better educated and earns more money,” (Quast 1). These attitudes explain why even highly educated women are highly likely to choose low-end jobs in companies. Such women believe that they are incapable of providing for themselves. It is unfair to blame women for possessing such lackluster attitudes even though they grow up in real societies that instill the notions in them. Most scientific research shows that individuals are products of their nurturing. “When people highlight women’s attitudes as products of their biological predispositions, the society abandons the role of helping the woman rise the corporate ladder,” (Giele and Stebbins 124).

In essence, the existence of the glass ceiling in the workplace is real. This is demonstrable in the wage gap between women and men of equal skills. Despite notable advancements in women's empowerment, corporations still need to pay attention to details as regards gender imbalances. It is crucial to emphasize that the modern workplace has not integrated the biological and social differences between men and women in awarding promotions and pay raises. This is because most women are constrained from the domestic front. Despite their educational advancement, society still needs to pay attention to cultural attitudes instilled in women, which bar them from effectively competing with men. Read More