Group Project: Gender Equality in a Workforce
Group Analytical Paper: Gender Equality in a Workforce
OL690_G3063 Responsible Corporate Leadership
Instructor:
Students:Dr. Katrina Elta Kerr
Dzenana Hanjalic-Zimic
Jieming WuTerm: 11TW3
Date: June 7, 2011.Table of ContentI. Introduction
II. Cultural Stereotypes
III. Access to Education
IV. Access to Special and Professional Opportunities
V. Recommendations
VI. Conclusion
References
I. Introduction
The perception according to which all human beings are free to
develop their individual abilities and make choices without
restrictions set by harsh gender positions and approving different
manners where objectives and desires of women and men are
considered, appreciated and privileged on equal basis is defended
as gender equality. From the other side, some illustrate gender
equality through justice in treatments on the basis of gender,
which may possibly indicate either equal treatment or treatment
that deviates but considered comparable in terms of human and civil
rights, commitments, settlements or chances given to individual.
Main purpose of this paper is concerning issues on gender equality
in a workforce with focus on developed countries having in mind
most of those nations around the world are facing with a noticeable
gap in separating women from men at the labor market. Generally
women have bottom level entrance to resources and opportunities in
certain community. Women rarely have the opportunity to participate
in decision-making processes in order to have certain effect on
their lives and surroundings. The discrimination against women
remains a common occurrence in todays society. Women are under the
category with longer unemployment status and when it comes to
recruitment , their employment rate and salary is lower.
Gender inequity is still at large extent in culture, education
and professional opportunities especially targeting younger
population of women. Even though this younger population of women
are gradually giving more preferences to ` male occupations, they
stay overrepresented in conventionally 'female' occupations, like
teachers, secretaries, nurses and underrepresented in jobs with
responsibility and the career oriented profession.
In the new and imminent working divisions there is a
disproportion in the demonstration of women and men. A good example
is use of new information and communication technologies where,
regardless of their fast expansion, where women in general, take up
positions at the bottom of ranking scale. In female dominated
working divisions like health care, women work as nurses but a
greater part of hospital managers and directors are men.
II. Cultural Stereotypes
Diversity in the workforce allows us to value and connect with
other and different cultures in all places. It provides us with
knowledge and testing our tolerance to anything that is different
from our own world. Although there are many widely accepted and
perceived definitions for a culture, the one that is commonly used
and relevant to this topic is to explain beliefs and practices of a
different nations predominantly where those values are strongly
connected with customs and religion. According to UNESCO Mexico
City Declaration on Cultural Policies (1982) more comprehensive
approach was proposed defining a culture as a " whole complex of
distinctive spiritual, material, intellectual and emotional
features that characterize a society or social group. It includes
not only the arts and letters, but also modes of life, the
fundamental rights of the human being, value systems, traditions
and beliefs "(p. 1).Commonly raised issues about gender equality
initiatives are in close relation to culture. Ethical values
incorporated with a working place are bringing up generally
accepted opinion that enforcement of gender equality in a workforce
should congregate with local culture. However, some cultural values
in certain areas may bring some restrictions to that extent any
effort done in actions for gender equality is considered very
complicated and almost impossible to overcome. All over the world
gender relation is shaped by a culture in a way that many
characteristics describing women or man only. Differences and
connections between genders are serious issues in a various
cultures because they form not an individual daily life approach
but also in the public or in the workforce as well. Certain
cultural connotations are given to being a female or male and could
be manifested in the workforce (Schalkwyk, 2000). Although some
particular gender relations differ among nations and change over a
time, in general, women have limited authority over a decision
making process of their own existence in societies and consequently
to these less independence and lower earnings. A meaning of gender
differences is variable in accordance to many cultural change
factors. Heller (2008) declared " low level of participation
induces a widespread belief that women have a comparative advantage
in housework rather than on the labor market"(p.2) but many recent
studies has proved that there is their possible on 'equal basis'
engagement in previously male-dominated positions such as law
enforcement , medicine, engineering, military or professional
sports. Wallace and Leicht (2004) argued that social equality,
social freedom, multiculturalism, and gender equality over the
years have been infiltrated into the discussion about workplace
politics and have changed employees awareness of their rights.
Since many communities and families act in response to societal and
economic changes connected to new technologies advancement,
globalization effects or environmental pressures due to these
cultural adjustments take place. Heller in his research (2008) have
tried to prove the fact that certain cultural transformation could
have a long-term effects on economic development and gender
inequality. These cultural transformations are consequences of
intentional efforts to achieve adjustments in policies assigned by
governments, legalizations and laws enforced and are frequently
made by civil society hassle. Wallace and Leicht (2004) also
declared "connection between religiously-based cultural values and
societal attitudes is more complex and multidimensional"
(p.5).There are various patterns of endeavor to influence attitudes
about different cultural issues. In order to restructure cultural
stereotypes about women the overall efforts made are focused on
issues regarding total number of girls having opportunity to
pursuit education in public schools, admission to regularly paid
work and public approach to domestic violence. As we could see from
the above stated discussion cultural values are constantly being
redesigned in response to new requirements and circumstances of
society.
Transformations in gender relations are frequently disputable,
since they have instantaneous connotation to every person . The
Lancet (2010) published "tackling gender equality is complicated
because it involves challenging many cultural norms and
stereotypes". In certain positions in gender relations especially a
role of wife and mother could be perceived as strong symbol of
cultural permanence. Wallace and Leicht (2004) found "gender
constitutes perhaps one of the most public arenas of cultural
conflict between conservatives and progressives. Conservatives
generally endorse traditional gender roles forwomen that center on
domestic duties in the household and a subordinated economic role
to men " (p.10). In order to eliminate or at least decrease the
negative effects of discriminatory social structures keeping gender
equality issues to be recognized a global challenge is to recognize
and support more culturally sensitive and rights-based movements to
gender equality (The Lancet,2010).
There are political movements focused on roles of women and
trying to weaken resistance to western influences as result of
blind devotion to cultural or religious values. On the other hand,
national identity and religious values are important to many women
and it is manifested by different groups in opposition. Those
groups are focused on explanation of holy sacred citations and in
order to reiterate principals supporting dignity and sovereignty of
women. The observations concerning role of women and gender
equality are usually supported by one person or a group and not
immediately followed by others. Potential gender equality
initiative involves plenty discussions with those involved in the
issue, but also counting those working on this project as well
(Schalkwyk, 2000). Gender equality initiators support women in the
labor market to look for better opportunities and fairness in job
rewards with man (Wallace and Leicht, 2004). Gender and cultural
stereotyping is a problem that women involved into working force
should deal with and being able to come across a number of
complexities that could affect their performance in the workplace.
Research has shown that women could deal with very stressful
situations at working place and incorporate into their
'multitasking' efforts to become adequate leaders and negotiators
(Jacobs and Schain, 2008). There should not be any cultural
restrains for women in a labor force. Family friendly procedures
introduced by employers would make significant advancement of
working lives to a large number of women.
Jabos and Schain (2008) also claimed: "the issues that affect
working women also affect working men. Employers now understand
that remedying these problems would; therefore, benefit their
entire workforce and increase productivity. This is especially true
of family management issues. Family management is becoming the job
of both parents. Workplace policies are beginning to reflect this.
Various companies are attempting to apply flexible work
arrangements to men as well as women. Men opting for flex-time;
however, may have to overcome some perceptual problems which could
affect their career advancement " (p.10).
The labor force would be better served by the less significant
conduction of male-dominant cultures, instead stressing to
diversities and possibilities that women are being capable to
establish, often as its advantage.
III. Access to Education
As an essential social and economic resource in society,
education corresponds to significant life opportunity for everyone.
United Nations Population Fund (2010) published :
"Education is also critical as it is investment into developing
a future generation that is capable of problem-solving, has
appropriate social and occupational competencies and has the
breadth and depth of knowledge to build a dynamic and innovative
society" (p.57).
Disparities in education between women and men are considered as
one of the largest limitation in gender equality. Differences
between boys and girls at early stage are could make in return some
negative consequences in area of education closely related to
gender discrimination. Due to this unequal treatment of children in
families certain social forces in some communities could provide
better access of girls to schooling, making possible to them to
catch up with boys in an significant aspect of life chance given by
education. (Subrahmanian,2005). Melnick (2005) stated "Education is
imperative for expanding ones horizons, for entrepreneurship, and
to move away from dependency. Education is the cornerstone for
overall development" (p.61,62).
In some rural areas, most often women do not have any
alternatives and access to education and they are very economically
dependent on men (United Nations Population Fund, 2010).
In those regions girls are expected to do household and farming
everyday jobs. This factor is limiting education of a females to
greater extent. Cocking a food, cleaning a house, looking after
siblings or in some cases after sick and old family members are
some of their on regular basis responsibilities that consequently
keep them from schooling. Other obstruction for girls to pursue
their education in rural areas is concerning their physical safety
in particular when they travel a long distance to school. In the
urban regions although there is a noticeable difference in the
chances that females obtain for education or employment, statistics
for girls are still low as compared to boys.
Two key indicators of possible womens achievement are education
and employment. They are presenting current women's path way to
gain economic power that is strongly connected to gender equality.
However, Berik, Rodgers and Seguino (2009) stated "educational and
employment equality are good for growth, there remains a
possibility that this does not ensure equality in other dimensions
of material well-being, including wages and security of income
stream"(p.23). According to Subrahmanian (2005)" measuring gender
equality in education is conceptually demanding, and will
necessitate focus on a far wider range of indicators than may be
suggested by focusing on education alone, or defined in a narrow
sense "(p.396).
According to Federal-Provincial/Territorial Ministers
Responsible for the Status of Women in Canada (1997) , "education
has very positive returns for women and is particularly important
for their future economic well-being" (p.10); while Wach and Reeves
claimed (2000) "if female workers have less education than male
workers their earnings would also be lower" (p.20). Denying
education to girls put social and economic development in the
backward position while investing in those, pays off to large
extent because consequently, well educated women invest more in
their children's health and education (United Nations Population
Fund,2000).
There are certain methods has to be introduced in order to
promote gender equality to become meaningful in developed societies
closely related to education process. One of them is the commitment
of government to ensure the national, regional and local approach
to educational institutions and establish social mobilizing
programs of that will promote importance in education on an ongoing
basis. Good example of this could be compared with China, a fast
developing nation. Historically, being a highly patriarchal society
there are some significant distinctions In China, in the parent's
objectives for daughters versus sons. Status of women and their
access to education in as China was unjust for centuries. Formal
education was required only for boys. Significant change has been
made by implementing 'one child policy' providing equal urban
family investments in education for girls as well (Veeck,
A.,Flurry, L.A, & Jiang N. ,2003).
Having gender inequality in modern societies should be avoided
in the education system and not only female but even male pupils
and students should be treated on same conditions regardless the
culture of community and teachers. Gender equality is also
necessary in education in order to establish societal and national
prosperity. According to United Nations Population Fund (2010) " In
the longer term, young people, once reintegrated and given the
benefits of education and training, have the best chance of
insuring that their communities and countries can develop in peace
" (p.48). IV. Access to Special and Professional Opportunities
Generally, these issues are covering differences in career
opportunities, enclosure or segregation in the events organized by
employers and any dissimilarity in the behavior toward daily
activities of employee, based on their gender ( Piderit and
Ashford, 2003, p. 1478).
Many research studies published are illustrating examples of
women being underrepresented in higher level jobs in relation to
men. Escriche and Pons (2009) demonstrated a two-level job
hierarchy, dividing a working career of individual to two types:
family and work oriented employees. The basic distinction between
them is that family oriented employees experience a greater
disutility from effort on the job at the beginning of their working
careers. In order to gain great professional outcome and loyalty by
their employees the organizational support in establishing good
work/family policies is highly recommended. In their study they
have shown that "women are less likely to apply for jobs with
promotion possibilities, but when they do, women are just as likely
to succeed as men" (Escriche and Pons,2009, p.1).
Younger population of women in most cases are those that
compensate the cost of job market elasticity. Being young, in the
complicated phase of change between education and working life,
this age group usually has jobless rate two times higher than older
workers group. This younger age group is also under the additional
stress of their employers that take advantage of their weak working
practice under the excuse of enabling them to obtain necessary
professional experience.
Efforts to improve access and opportunities to better working
conditions and increasing women's wages in developed countries are
important family wellbeing. Since there are more single mothers
every day, being underpaid and provided with lowest type of jobs at
the labor market from the other side, could have a direct impact to
child poverty. Everyone should be given chance to explore and
pursuit for career options based on her own abilities, education
and expertise. Many gender related barriers prevent women from
accessing the highly paid jobs.
Tyson (2011) wrote in her article that education in a time of
global recession possibly will not anymore provide a clear
direction to economic success. Tyson (2011) have compared
statistics of U.S. labor market in connection to higher education
of women and its relevance to increased wages within a period of 40
years "In 1970 only about 22 percent of female workers had attended
some college or had a college degree. By 2010, that figure had
increased threefold to nearly 67 percent of all women in the work
force, while the percentage of women with less than a high-school
degree had declined to less than 7 percent from about 34 percent"
(para.2) and regardless of remaining discrimination and gender
inequality, nowadays, women are able to considerably advance their
incomes through higher education (Tyson, 2011) .
Please refer to Figure 1. ((Bureau of Labor
Statistics,2010,p.4)
Figure 1. Percent change of constant-dollar median usual weekly
earnings, by educational attainment and gender 19792009
In accordance to above stated discussion, statistics reported,
average earnings for women with full-time employment in 2009 was
approximated to $657, or 80 percent out of $819 earnings what is
estimated to their male counterparts. Since the first year that has
been taken in this research, was 1979, data available estimated 62
percent of average earnings of women as compared to men. (Bureau of
Labor Statistics,2010)Please refer to Figure 1. (Bureau of Labor
Statistics,2010,p.3)
Figure 2. Womens earnings as a percent of mens, full-time wage
and salary workers, 19792009 annual averages
" The occupational distributions of female and male full-time
workers differ considerably. Compared with men, relatively few
women work in construction, production, or transportation
occupations, and women are far more concentrated in administrative
support jobs" (Bureau of Labor Statistics,2010, p.2).
Please refer to Figure 1. (Bureau of Labor
Statistics,2010,p.4)
Figure 3. Distribution of full-time wage and salary employment,
by gender and major occupation group, 2009 annual averages
Society should be aware of the fact that the labor market have
certain benefits from educating women by growing their knowledge
and expertise desirable for entry into the more productive and well
paid professions. Organization for Economic Co-operation and
Development (OECD) (2011), in its report on Womens Earnings and
Income, noted that gaps in earnings between females and males vary
from country to country.
Please refer to the following Figure 4. which observes earnings
of women compared to wages of men. Sample is taken for age group
from 30 to 44 years old for all educational levels (Catalyst,2011,
p.7).
Figure 4. Earnings of women (ages 30-44) as a percentage of mens
earnings
An important step in the process of attaining gender equality
and decent work is to introduce and promote positive policies by
employers in order to help workers to get fairly wages and maintain
normal family life (Bureau for Gender Equality,2005). According to
them positive policies and practices "include part-time working,
flexible contracts, job sharing, working from home, enhanced
maternity leave and pay, paternity leave, parental leave, and
childcare provision" (Bureau for Gender Equality,2005, p. 9).Main
reason for gender disparity is that organizations are most commonly
responsible for nominating female candidates to serve on higher
ranked positions.
As with governments and employers initiatives and good practices
these gender issues also have well-known arrangements in unions and
have expected support from union leaderships. Above plenty positive
examples of country's good practices given in this study, we choose
Canada where " the Auto Workers Union has a long-established Womens
Department which leads on gender equality throughout the union,
plus several other structures to help women become active in the
union (e.g. local union womens committees, womens networks, and the
CAW Council Womens Committee)" . (Bureau for Gender Equality, 2005,
p. 14). Globally, women have insignificant influence in public
policies decision making process at the local, regional or national
level and it is usually at large extent affecting their lives and
living
conditions (Melnick, 2005). Women are now graduating from
college and graduate school in larger numbers than men and entering
the labor market in equivalent numbers. But at each stage of
advancement, males are at least two times as likely as females to
move forward. '"Only 11 chief executives of Fortune 500 companies
are women, down from 15 in 2010, according to Catalyst Inc. a
nonprofit women's research group" (Blumenstein,2011, p. R.1).
One Chinese survey also has showed in 1994, there are 12 million
women government officials which are 32.59% of the total; but only
10.69% of women can become to the higher posts above the county
level (Chinamoves toboost status, 1995) .
"Marginalization of women is unethical on several counts.
Excluded from political power, women are unable to participate in
decisions that shape the consequences of their own lives, thus
precluding them from a full exercise of their humanity as members
of society" (Thompson, 2008, p.93).
Even though laws are equal to everyone but have small effect in
practice in some nations because of their mainstream cultures an
awareness of womens right is insignificant and make women feel
helpless particularly in some developing countries where the
judicial system has not completed and is constant subject to
change. (In the Public Interest, 2009).
Please refer to Table 1. which demonstrated, according to
International Comparison website (2011) results of different
surveys on gender equality by country and focuses on each countrys
promotion of not only womens rights, but women in positions of
power . Retrieved from
http://international-comparison.quarryvillage.org/intl_comp_files/sheet008.htm
Table 1. Overall international comparison statistics on gender
equality in developed countries around the world
Society does not give importance of women, their involvement in
communities, or the kind of job that they do. The employment
hierarchy often prepared by men to provides males with the utmost
occasions. Treating females in a same way as men appear to be
relevant in written documents but it is not effective in practical
sense, because of the fact that both begin to work and contribute
from uneven positions. Altering societal approaches could assist to
pass valid gender equality to both sides concerning society and the
labor force.
Although both females and males may perceive and address gender
equality issues due to accessibility to higher ranking positions
and opportunities at labor market it is considered that women's
actions meant to raise equality concerns may have diverse
connotations in male dominated society. According to Piderit and
Ashford (2003) "people may be more likely to ascribe self-serving
motives to women selling gender-equality issues than they would to
men selling these issues on behalf of women" (p.1479).
The role of corporate strategies should be incorporated with
implementing the gender equality in order to provide identical
opportunities in the workforce. Generally speaking, widely accepted
dedication to gender equality is deficient, because of continuous
modifications in the market place and its environment, although
strengthening the position of certain group of women, might be
unfavorable to others. V. Recommendations
Gender equality all over the decades is considered as an
ambition, a vision, and maybe a soon to become a reality
apprehended by many working women. Gender equality is the objective
that can be accomplished neither by public in general nor by the
individual, in order to initiate proper gender equality in the
workplace, there is an assignment that must be commenced by both
sides functioning on mutual interests.
As stated above, gender equality and the renovation of gender
standards, is requiring total participation. Implementation of laws
and policies promoting anti-discriminatory practices are
significant but still in most of cases not as much as necessary.
Renovation of gender standards requests to take place on individual
involvement, within communities and families. This also strive for
a local national but also an international institutions involvement
at large (United Nations Population Fund , 2010).
Legislative principles of equal rights for men and women and
protection of women's special roles and interests including rights
to give equal contribution in politics, culture and education,
labor market, property, personal and family life should be
established in legal system and constitution of a country. A good
example of developing country that was affected by transition to
market oriented economy is China, with establishment of a legal
system with the Constitution as its basis and the Law of the
People's Republic of China on the Protection of Women's Rights and
Interests as its main part; it includes some 10 pieces of
legislation, more than 40 administrative laws and regulations and
over 80 local laws and regulations guaranteeing women's rights and
interests. (China publishes white paper on human rights, 1995).
While legal framework for gender equality in developed countries
is reasonably well-developed, accomplishing fairness in practice,
particularly in cost-effective conditions, has demonstrated as very
complicated task. Gender equality requires most suitable and
reasonable treatment in relationships between women and men, taking
into consideration all positive and negative aspects, differences
and similarities in order to achieve the best solution for this
universal problem.
Non-governmental organizations are an significant instrument for
identifying and alleviating troubles concerning gender
discrimination at the grassroots level. Their effort are important
in providing adequate mechanisms for information sharing, network
establishment and implementation of the gender advocacy. Since the
situation of women has been historically measured against
predominated male standards proposals concerning gender equality
with influence of NGO's in a socially responsible environment
are:
1. Improvement of access of women to spheres of influence
traditionally dominated by men and persuade them to allocate
responsibility in female dominated region. This also engages
overcoming different stereotypes and prejudices eliminating
discriminatory obstructions which stop individuals from recognizing
their own potentials in all aspects of life. 2. Correction of
underestimated activities where females prevail. It calls for equal
assessment of the customs in which women diverse from men, with
high respect to their own rights and alternatives given to every
human being. A good practice of this will help in supporting a
better sharing of society's costs and benefits
(Federal-Provincial/Territorial Ministers Responsible for the
Status of Women ,1997).
3. Each corporation could be considered as ethical instrument
with the responsibility to approve gender equality as priority to
their corporate citizenship and social responsibility.
It could be also useful to look alternatives for some new
cost-effective partnerships between large companies and small
businesses that provide women with desirable flexibility and
legitimacy in a workforce (Thompson, 2008).VI. Conclusion
Gender equality lead to the idea that all human beings, both men
and women, are free to build up their personal capabilities and
make different individual choices. All these is possible but there
are most common limitations in attaining this idea, settled by
cultural stereotypes, inflexible positions due to access to
education and many prejudices in the area of professional
development. The purpose of this group paper was to explore those
limitations in developed countries and find the best possible
recommendation for gender equality.
Legal protection of womens equal rights is essential, and should
be the most basic way for the society to respect women. Especially
in the developing countries legal protection can lead social and
working communities to recognize the importance of gender
equality.
Beside establishing well performing legal system there are many
other steps women individually or group oriented could obtain in
order to become successful and provide the best opportunities for
themselves. Gender equality leads to an increased numbers of
females in the workplace. The influential role of gender equality
on economic growth is most directly demonstrated in the involvement
of women in the labor force. Gender equality within a workforce is
a process that requires a lot of time and cannot be attained
overnight but in modern society and developed countries there are
well defined actions particularly focused on reducing the
discrimination between women and men. Beside crucial stance
following legislatives and laws against discrimination, our
recommendations were involvement of non government organizations,
improved access to education, correction of overall societal
behavior and corporate responsibility and sensibility towards
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GREEN: Countries ranking first or second in statistic RED:
Countries ranking last or second to last in statistic
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