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There are laws that govern against discrimination based on gender, civil partnership or marriage, gender reassignment, Maternity leave and pregnancy, sexual orientation etc. In the UK, it is an offence to discriminate any individual. However, discrimination is still prominent at the workplace.
Gender segregation in the work place according to functionalist’s theory, explains that it occurs due to increased responsibility of women. Women are seen to have less commitment, training and expertise in the job market. Most employers end up paying them less salary as compared to their male colleagues at the same level (Klein, 1985, p.80). Gender ideologies always prevent gender equality in the labour market. The block diagram bellow explains the cycle of the inequality perspective leading to negative perception on women by the employers.
There are more ways by which discrimination is experienced in the work place in the UK. Direct inequality happens when employer for instance offer driving job to only male applicants while indirect discrimination cases occur where given work condition only favour one group of people. Women are forced to work until late and even overtime irrespective of any domestic responsibility that they have.
Harassment of any kind is a way of reflecting inequality at the work place. This mainly takes place in the offices or dinners held by the company for the employees. Most of which are sexual harassment. In addition, victimization at work place is rampant. The employer usually may favour one person of the opposite sex based on personal interest. Treating a person unfairly also amounts to discrimination at work (Klein, 1985, p.67). This mainly happen the employees who are ignorant of their rights. With this, inequality based on gender or race is felt in Some UK companies.
Britain had formed a commission referred to as
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Embrick (Embrick 2011)argues that diversity “has become virtually a sacred concept in American society today as people differ only in their degrees of enthusiasm for it.” He states that previous literature is inconclusive, with some scholars alleging that the US has already achieved equality because of legal guarantees, but others arguing that the reality is that there are still informal barriers.
One form of discrimination that is often practised in the corporate hierarchy is known as Glass Ceiling. This means creating invisible barriers for women to prevent them from rising to the top level of the company. These are the intangible barriers such as psychological factors or socio-cultural factors.
Any organization which wants to make increased profits while having successful operations has to maintain diversity in the workplace. However there are certain issues and problems related to it which needs to be figure out in order to maintain sound working environment.
This study also found that organizations in states where gender equality have a long and sustained history of advocating for equal treatment of women in the workplace have a greater tendency to treat women differently than they treat men. On the other hand, organizations in countries where gender equality has no history or a short history are more likely to practice gender equality.
This essay describes that The Equality Act covered: the creation of the Commission on Equality and Human Rights, anti-discrimination in the provision of goods and services on the grounds of religion, belief and sexual orientation, and for the first time placed a duty on public authorities to promote equality of opportunity between men and women.
From then on, EU incessantly addresses the issues pertaining to the equality between men and women. As a result, the scope of the activities of the EU on this ground has developed broadly, thus, directly influencing women's day-to-day lives ("EWL and the European legislation on equality for women and men" 2004).
The focus is on understanding the impact of state, market and family arrangements and how this affects women in the UK and elsewhere. The welfare systems are analyzed here and the aim is to assess UK's social policies that meet the welfare needs of women, in particular.
The United Nations Charter (1954) declared in article 55 that the UN will promote human rights and freedoms for all, "without distinction as to race, sex, language, and religion." Later in 1958, the Universal Declaration of Human Rights added eight further grounds for possible discrimination, which were colour, political or other opinion, national or social origin, property, birth, or other status (Sparrow, 2000, pp.
The Institute for Employment Studies (IES) examined the trends with regards to female employment. In so doing, it has determined that the number of women in the workforce has systematically and continually risen over the course of the past two decades while the number of men in the workforce has progressively declined.
This reality is a dual battle that most all women face in the workforce thereby forcing them to double their efforts to obtain and then retain employment. Societal stereotypes that reflect past attitudes of women’s role as subservient to men still
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