Gender and Work in Sociology - Essay Example

Gender and Work Case Study Introduction Work is one way human beings engage in so as to generate resources needed for their sustenance. It is one very important aspect of our socio-economic facet that enables us to produce resources we need for our survival. Overtime, gender concerns have risen pertaining to segregation f particular genders in certain duties and jobs. Gender in Sociology is defined by the social roles and responsibilities associated to a person of a particular sex. Sex on the other hand is the biological identification based on reproductive organs. Working means to direct some energy towards an activity with an aim of achieving a positive outcome. Segregation is the act of side-lining an individual or thing from being a participant in an activity or relationship. Gender segregation is, therefore, the act of keeping of a person from engaging and participating in some activity or work they aim to earn an income from on grounds of their gender as they are expected to take up different roles (Dubeck and Dunn, 2006:23). This study seeks to explore extensively the magnitude of gender segregation at work and uncover the underlying factors behind it, analyse and discuss these factors and recommend possible solutions to this problem as in reference to the existing theoretical. The society is socially dynamic and many changes are witnessed in the working field. Although many gender activists have struggled and battled out to minimise and eradicate this biasness sand the segregation at workplaces that are associated with gender, this trend has continued and seems like it is deep engrained in our socio-economic world and one major drive for this is the culture across the world that socially provides for and condemns certain genders from participating in certain work since they are for a particular gender and not the other. Traditionally, women have been skewed toward engaging in less physical and more expressive roles while men are authenticated to work in areas that require great physical energy and man-power. The society has unwritten laws and chores like cooking and maintaining the home and generally being a home person but on the other side men are given roles of providing security, going out to the field and indulging in physical activities to earn income for the family. They are charged with instrumental duties unlike women who are expressive. These expectations have not only affected their behaviour at workplace but in every aspect in their life. They way men construe and handle situation, therefore, have greatly changed owing to these social expectations. Types of Gender Segregation Horizontal Segregation This kind of work segregation involves the distribution of particular genders across certain jobs or profession in the economy. It has been promoted by the industrial revolutions witnessed in different economies where women who were traditionally home-keepers have been absorbed into the work system but they are pushed towards certain unattractive, low paying professions because of the traditional beliefs that such jobs are what the deserve and qualify for. Women have become victims of these seems it looks like a ‘favour’ to them to be recruited in at last some job regardless of how low the job is in terms of status and payment (Beckman, 2004:67). Owing to the growth and augmentation of industries in the economy, women have been offered a slot but the spaces given to them are restricted to professions such as nursing teaching, clerking, catering among other low status jobs. Vertical Segregation Vertical segregate refers to the domination of a particular gender in higher positions and high ranks at workplace. Women have been below men in terms of ranks and position in jobs Owing to the belief that men should be the one to lead and escalate at the work category. This is a belief that has its roots in traditional arrangements where men would capture top leadership and governing positions and women would accept to be led as they pledged loyalty and allegiance to their men. The notion that it is men who are the head of a family have literally been translated at the workplace that regardless of the qualification, a woman should not lead where men are available. This today has been seen in the leadership struggles by women in the political arena and other male dominated careers such as military where women are restricted from rising up past a particular rank or completely deterred from holding certain high position offices (Beckmann, 2004:38). Causes of Gender Segregation at Work According to Dubeck (2004:98), genders bigotry does not happen in vacuum as it is driven and propelled by different factors. Interplay of several factors may eventually make men or women be vertically or horizontally be segregated from engaging in certain jobs owing to beliefs that are sourced from a number of factors. The factors include: Cultural Beliefs There are deep-rooted and entrenched cultural suppositions about the abilities of men and s women across many cultures. Some cultures hold it close that men are better than women in certain areas of specialisations and subjects. Men have been given the first priority in scientific fields Owing to the belief that they excel than women in sciences and mathematics. These cultural schemas have affected the career path that both men and women take in an attempt to live up to the expectation of the culture and society in general (Dubeck and Dunn, 2006:100). Not so many women have risen up above cultural ties to break these chains and prosper in the areas segregated for men although the rate of cultural resilience is growing in the modern world. Socialisation has been a significant agent of this mentality where as children grow up, they are integrated into norms and cultural traditions that advocate for gender roles and gender norms. They, therefore, grow up knowing certain roles and jobs are for a particular gender and not the other. The cultural socialisation process has great impact on a child as he/she grows up as the continued teachings about gender roles and norms shapes their career choices that they make in future. The choices that they eventually make in future once they grow up as they’re ‘gendered’ in nature depending on the lessons and teachings they received during their socialisation. For example, girls who were taught that management is a thing for men and not women will grow pursuing a different line of career different from management so that she cannot cross the red line of the cultural provisions. This is the reason why an evaluation of the spread of gender across the working space will reveal women are highly distributed in certain works while men on the other. Also the cultural schema has limited women’s motivation to rise up in rank Owing to the belief management and senior ranks are for men (Beckmann, 2004:43). Gender Essentialism Men have been segregated and sidelined from operating and working in certain capacities Owing to the belief that it is women who perfectly excel in those areas. Industries like hotels, house-keeping , care-giving among others have overtime pushed away men away from working Owing to the belief that a certain gender are naturally predisposed to handle such duties although these have not been proved scientifically from a biological perspective( Charles and Grusky, 2004:119). Midwifery, nursing , customer-care among other jobs also are secluded for women with the credence that it is them who flourish in such profession and any male who tries to pursue and join these careers are socially condemned and discriminated against. If men are lucky to get a chance to work in these areas, they suffer vertical segregation as they are restricted from moving up the position in these female dominated careers (Charles and Grusky, 2004:121). Self-Segregation There are situations where some genders especially women decide and choose certain roles and jobs that can give them time to handle and take care of their duties and responsibilities back at home. They go for less demanding jobs that can make them attend to these filial obligations that they have at home. For example, more women would opt to work as a junior staff than senior management roles that would see them move away from the family most of the time. Certain positions and job types come with myriad responsibilities that would demand the woman in position to fly out of the country for official business trips leaving the family behind and this is what most women cannot stomach. They, therefore, end up being in low status and low paying jobs as long as they can maintain contact with their families. If this needs cuts across many women, then the outcome becomes the evidenced segregation (Charles and Grusky, 2004:122). Education and Work experience Disparities The differences in education pursuit for men and women in the last years explain gender segregation witnessed at workplace. Socio-cultural demands of women that pile pressure on women to be married at some age range and bear children has seen most women abandon school especially in the traditional times to respond to these demands. Women, therefore, do not complete their studies or complete but do not pursue further so as to be at the same level ground with men in their career qualifications and this, therefore, gives men an advantage in rising above women at workplaces (Beckman, 2004:98). Experience at work comes with age and time. Women have been seen to bow out of their professional careers early enough so as to bear children and take care of their families. There are positions and ranks that require an extensive and considerable amount of experience and it can only be gained when one stays in the profession long enough. Women get disadvantaged in such because those who could have gained the experience retired or resigned from their duties to attend to other personal issues. Lack of significant experience, therefore, pushes women away from taking up some offices. Gendered Division of Labour and Specialisation The unconscious division of labour and specialisation based on gender that is done at workplaces with no motives of discrimination has significantly contributed to the current gender segregation. The fact that team leader delegates different tasks to different genders based on their intricacy and complexity have evolved into a culture where certain duties that are simple and low paying are assigned to women and those that are highly rewarding but complicated are given to men. This practice has revolutionised work industry thereby leading to a consistent habit and culture of awarding men and women different jobs (Fluckiger, 2004:29). Possible Solutions to Gender Segregation at Work Gender segregation at workplace is still being reported today and women particularly continue to suffer. Therefore, quick remedy should be provided to counteract this menace. One of the things that need to be done is to change the perception of the society starting from women themselves to the employers and the society in general. Psycho-education needs to be staged to change the flawed perceptions and thoughts about the ability of women at workplace. This will make people understand that anyone can work anywhere as long as they are qualified (Fluckiger, 2004:33). Also, the cultural socialisation should be changed in terms of teachings regarding to career choices so that children are left to choose their own preferred career paths without any restriction or coercing. They should be allowed to grow knowing that gender equality is a virtue and not a vice. This will enable them have rational thoughts and perceptions at tender ages and grow up as liberal persons (Fluckiger, 2004:40). Conclusion In conclusion, gender segregation at workplace is a practice that has paralysed the career success of many people and limited the full exploitation of potentials (Dubeck and Dunn, 2006). Quick and radical measures as suggested above must be put in place to curb this threat as its spread will see a community which is divided and a lot will be lost when other people are restricted from entering certain professions. It also demeans human effort when one is qualified but cannot receive the right pay owing to their gender. This is, therefore, a serious concern that requires response. References Andersen, M.L. & Taylor, H.F. (2011) Sociology: the essentials, Belmont, CA,Wordworth Cengage Learning. Beckman, J.A. (2004) Affirmative action: an encyclopaedia Vol. 1 Vol. 1. Westport, Conn. [u.a.], Greenwood Press. Charles, M. & Grusky, D.B. (2004) Occupational ghettos: the worldwide segregation of women and men, Stanford, Calif, Stanford Univ. Press. Dubeck, P. & Dunn, D. (2006) Workplace-women's place: an anthology, Los Angeles, California, Roxbury. Fluckiger, Y., Reardon, S.F. & Silber, J. (2009) Occupational and residential segregation, Bingley, UK, Emerald Group. Read More