Guide Careers in Writing (McGraw-Hill Professional Careers (Paperback))

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Women in the workforce

Women who are born into the upper class rather than the middle or lower class have a much better chance at holding higher positions of power in the work force if they choose to enter it. As gender roles have followed the formation of agricultural and then industrial societies, newly developed professions and fields of occupation have been frequently inflected by gender. Some of the ways in which gender affects a field include:.


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Note that these gender restrictions may not be universal in time and place, and that they operate to restrict both men and women. However, in practice, norms and laws have historically restricted women's access to particular occupations;civil rights laws and cases have thus primarily focused on equal access to and participation by women in the workforce.

These barriers may also be manifested in hidden bias and by means of many microinequities. Many women face issues with sexual abuse while working in agriculture fields as well. Many of the women who work in these fields are undocumented and so supervisors or other male workers may take advantage of that.

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These women may suffer sexual abuse in order to keep their jobs and they cannot report the incident to the police because the fact that they are documented will be brought up and may be deported. A number of occupations became " professionalized " through the 19th and 20th centuries, gaining regulatory bodies, and passing laws or regulations requiring particular higher educational requirements.

As women's access to higher education was often limited, this effectively restricted women's participation in these professionalizing occupations. For instance, women were completely forbidden access to Cambridge University until , and were encumbered with a variety of restrictions until when the university adopted an equal opportunity policy.

Even where access to higher education is formally available, women's access to the full range of occupational choices is significantly limited where access to primary education is limited through social custom. Women's access to occupations requiring capital outlays is also hindered by their unequal access statistically to capital;this affects occupations such as entrepreneur and small business owner, farm ownership, and investor.

The idea that men and women are naturally suited for different occupations is known as horizontal segregation. Statistical discrimination in the workplace is unintentional discrimination based on the presumed probability that a worker will or will not remain with the company for a long period of time.

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Specific to women, since employers believe that women are more likely to drop out of the labor force to have kids, or work part-time while they are raising kids, this tends to hurt their chances for job advancement. They are passed up for promotions because of the possibility that they may leave, and are in some cases placed in positions with little opportunity for upward mobility to begin with based on these same stereotypes. Women continue to earn less money than men, despite establishing equal pay laws. According to the textbook Race, Class, and Gender: An Anthology , women are at a higher risk of financial disadvantage in modern-day society than men.

Statistical findings suggest that women are under paid for similar jobs men complete despite having the same qualifications. The statistical data collected by the U. Department of Labor suggests that women are discriminated against in the workforce based on gender. Anderson clearly demonstrates a significant difference between men and women in the workforce in regards to pay. Women are left more exposed to financial devastation and unemployment. The textbook also mentions that women are often give public positions versus private or leadership positions despite having appropriate work experience, higher education, or necessary skills to qualify.

In other words, unmarried women who are the head of household are more vulnerable to financial disadvantage than married men or women. The unemployment rate of women compared to men suggests that single women are discriminated against based on gender. The statistical information illustrates the dramatic difference between men and women in regards to finances. It can be inferred that men are favored in the workforce over women. Women are discriminated against based on their gender and thus are more likely to struggle financially because of discriminatory employers.

Sex differentiation focuses on separating men and women in the workplace from different settings and duties, and it leads to the idea of sex segregation. Cultural beliefs about gender and work emphasize sex stereotypes. Certain cultures value these sex stereotypes, assumptions about individuals based on sex, which leads to stereotype thinking about the genders. Jobs become labeled male or female when these sex stereotypes relate to the sexes.

Cultural beliefs for sexes lays out the inequality at work women face. In Western and Eastern cultures, men are believed to be superior to women, leading to sex inequality in job duties, authority, and pay. Women are seen as requiring protection and care, and it takes away their opportunities at many jobs. Another explanation of sex inequality is that the dominant group will preserve their position, such as men's efforts to preserve their advantages in the workplace. Women gaining equality in the workforce threatens undermining men's privileges in any other realm they wish, such as authority, family, or political life.

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Through a process known as "employee clustering", employees tend to be grouped throughout the workplace both spatially and socially with those of a similar status job. Women are no exception and tend to be grouped with other women making comparable amounts of money. They compare wages with the women around them and believe their salaries are fair because they are average.

Some women are content with their lack of wage equality with men in the same positions because they are unaware of just how vast the inequality is. Furthermore, women as a whole tend to be less assertive and confrontational. One of the factors contributing to the higher proportion of raises going to men is the simple fact that men tend to ask for raises more often than women, and are more aggressive when doing so.

School-age boys and girls have been noted as enacting the same aggressive and passive characteristics, respectively, in educational settings that we see in adults in the workplace. Boys are more likely to be pushed competitively in school, and sports, to be dominant.


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When a woman in this scenario re-enters the workforce, she may be offered a smaller salary or a lower position than she might have merited had she remained in the workforce alongside her colleagues both male and female who have not interrupted their careers. A form of discrimination in the workplace is sex segregation. Men and women are separated to do different tasks, same tasks in different settings or at different times. Historically, most men did agricultural work while women managed the household, however within time women eased their way into employment, but the segregation they experience remained.

Males identify with the masculine identity and their authority are considered appropriate. Male dominated industries do not leave a chance for women to prove possible history in the role, leaving the job identified as a male way of working. Women's segregation in the workforce takes form of normative masculine cultural dominance. Men put on the image of macho physical toughness, limiting women in their careers. Women's standpoint of men's behavior sheds light on mobilizing masculinity.

With the feminist standpoint view of gender in the workplace, men's gender is an advantage, whereas women's is a handicap. Descriptive gender stereotypes emphasize the characteristics a woman possesses. The prescriptive component focuses on the beliefs about characteristics a woman should possess. The descriptive component is expected to lead to workplace discrimination, while the prescriptive component is expected to lead to discrimination against women.

In other words, if a women is able to perform a job that generally requires stereotypical male masculinity they receive the discrimination that punishes women for violating the prescriptions of feminine characteristics. In the last 50 years there have been great changes toward gender equality in industrialised nations such as the United States of America.

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With the feminist movement of the s, women began to enter the workforce in great numbers. Women also had high labor market participation during World War II as so many male soldiers were away, women had to take up jobs to support their family and keep their local economy on track.

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Many of these women dropped right back out of the labor force when the men returned home from war to raise children born in the generation of the baby boomers. In the late s when women began entering the labor force in record numbers, they were entering in addition to all of the men, as opposed to substituting for men during the war. This dynamic shift from the one-earner household to the two-earner household dramatically changed the socioeconomic class system of industrialised nations in the post-war period.

The addition of women into the workforce was one of the key factors that has increased social mobility over the last 50 years, although this has stalled in recent decades for both genders. Female children of the middle and upper classes had increased access to higher education, and thanks to job equality, were able to attain higher-paying and higher-prestige jobs than ever before.

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Due to the dramatic increase in availability of birth control , these high status women were able to delay marriage and child-bearing until they had completed their education and advanced their careers to their desired positions. In , the survey on sexual harassment at workplace conducted by women's nonprofit organisation Sakshi among 2, respondents in government and non-government sectors, in five states [ clarification needed ] [ citation needed ] recorded 53 percent saying that both sexes don't get equal opportunities, 50 percent of women are treated unfairly by employers and co-workers, 59 per cent have heard sexist remarks or jokes, and 32 percent have been exposed to pornography or literature degrading women.

In comparison with other sectors, IT organisations may be offering equal salaries to women, and the density of women in technology companies may be relatively high, but this does not necessarily ensure a level playing field.