This document discusses discrimination against women in the workplace. It notes that discrimination arises from societal norms that promote male superiority. Women often face subtle discrimination, such as being passed over for promotions if pregnant. The document also discusses how discrimination prevents women from achieving high-ranking positions and affects their performance and motivation. It argues organizations should adopt reforms to remove barriers against women and promote diversity.
Group e bsba-3-a_module-5_presentationChuckieYBIAS
This document discusses gender concepts including gender identity, sexual orientation, gender expression, and gender roles. It defines these terms and differentiates between them. It also discusses gender bias and how it manifests through stereotyping, subordination, marginalization, and violence against women. Gender equality aims for equal rights and opportunities between men and women, while gender equity recognizes different needs and calls for redistribution of power and resources.
This document provides an introduction and literature review for a paper examining the disproportionate suspension of Black boys from schools through the lens of Critical Race Theory. It begins by outlining data showing Black boys are suspended at much higher rates than white boys, even when controlling for similar offenses. It then discusses several theories that provide context for this problem, such as how schools reproduce social inequalities. Next, it introduces three key aspects of Critical Race Theory in education - the lack of rights for Black students, negative perceptions of Black boys, and their exclusion from equitable treatment and opportunities. The document argues these CRT frameworks can help explain why Black boys continue to face disproportionate suspension despite evidence they are no more disruptive than white students.
This document provides an analysis of affirmative action programs. It defines affirmative action as policies created to favor groups that faced historical discrimination. It discusses the need for affirmative action to promote equal opportunity and dismantle barriers. While affirmative action aims to eliminate discrimination, it can also lead to reverse discrimination against majority groups and preferential treatment of unqualified candidates. Overall, the document examines the complex issues around affirmative action and debates whether there are better approaches to fighting discrimination.
This document discusses changing gender roles in Ireland in 2012. It notes that women have increasingly taken on the role of "Generals" by controlling household spending and responsibilities due to factors like male unemployment and larger family sizes. However, women's roles within the home have not diminished and birth rates remain high. The inverse trend is the emergence of "Invisible Men" as unemployed men take on new roles at home. These men face struggles adapting to changed circumstances and lack strong role models. Brands are advised to specifically target both groups to effectively communicate and provide support.
The document discusses the history and origins of affirmative action in the United States. It began under President Kennedy to promote quotas for hiring minority groups. While supporters see it as promoting equality, critics argue it amounts to reverse discrimination against white males. There is ongoing debate around the policy, with some states passing laws against affirmative action in areas like government hiring and university admissions. Public opinion surveys on these issues show mixed views.
Job discrimination involves making adverse employment decisions against individuals based on group membership rather than merit. It can take various forms, from intentional prejudice to unconscious bias to institutional policies that disadvantage certain groups. Discrimination is determined by whether group membership rather than individual merit was the basis for the decision, and whether it harms the targeted group. Studies show discrimination against racial minorities and women in hiring, pay, and job status even with equal qualifications and experience. The debate over how to address discrimination through affirmative action considers arguments about compensating past harms versus claims of reverse discrimination.
This document summarizes a study that explored factors that contributed to women reaching senior policymaking positions in Israel. The study used in-depth interviews and questionnaires with 20 high-ranking women in Israel and a comparison group of 60 other women.
The findings identified diverse factors at multiple levels - including organizational properties that supported work-life balance, familial features like support at home, and personal attributes such as androgynous personality traits - that contributed to the advancement of women leaders. The researchers aimed to understand the obstacles women faced and how some overcame barriers to provide recommendations for promoting more women to positions of influence.
The PPT states how discrimination is done in jobs between men and women and deals with various other matters that an individual may deal with during their career and also actions that firms can take to avoid such problems
Group e bsba-3-a_module-5_presentationChuckieYBIAS
This document discusses gender concepts including gender identity, sexual orientation, gender expression, and gender roles. It defines these terms and differentiates between them. It also discusses gender bias and how it manifests through stereotyping, subordination, marginalization, and violence against women. Gender equality aims for equal rights and opportunities between men and women, while gender equity recognizes different needs and calls for redistribution of power and resources.
This document provides an introduction and literature review for a paper examining the disproportionate suspension of Black boys from schools through the lens of Critical Race Theory. It begins by outlining data showing Black boys are suspended at much higher rates than white boys, even when controlling for similar offenses. It then discusses several theories that provide context for this problem, such as how schools reproduce social inequalities. Next, it introduces three key aspects of Critical Race Theory in education - the lack of rights for Black students, negative perceptions of Black boys, and their exclusion from equitable treatment and opportunities. The document argues these CRT frameworks can help explain why Black boys continue to face disproportionate suspension despite evidence they are no more disruptive than white students.
This document provides an analysis of affirmative action programs. It defines affirmative action as policies created to favor groups that faced historical discrimination. It discusses the need for affirmative action to promote equal opportunity and dismantle barriers. While affirmative action aims to eliminate discrimination, it can also lead to reverse discrimination against majority groups and preferential treatment of unqualified candidates. Overall, the document examines the complex issues around affirmative action and debates whether there are better approaches to fighting discrimination.
This document discusses changing gender roles in Ireland in 2012. It notes that women have increasingly taken on the role of "Generals" by controlling household spending and responsibilities due to factors like male unemployment and larger family sizes. However, women's roles within the home have not diminished and birth rates remain high. The inverse trend is the emergence of "Invisible Men" as unemployed men take on new roles at home. These men face struggles adapting to changed circumstances and lack strong role models. Brands are advised to specifically target both groups to effectively communicate and provide support.
The document discusses the history and origins of affirmative action in the United States. It began under President Kennedy to promote quotas for hiring minority groups. While supporters see it as promoting equality, critics argue it amounts to reverse discrimination against white males. There is ongoing debate around the policy, with some states passing laws against affirmative action in areas like government hiring and university admissions. Public opinion surveys on these issues show mixed views.
Job discrimination involves making adverse employment decisions against individuals based on group membership rather than merit. It can take various forms, from intentional prejudice to unconscious bias to institutional policies that disadvantage certain groups. Discrimination is determined by whether group membership rather than individual merit was the basis for the decision, and whether it harms the targeted group. Studies show discrimination against racial minorities and women in hiring, pay, and job status even with equal qualifications and experience. The debate over how to address discrimination through affirmative action considers arguments about compensating past harms versus claims of reverse discrimination.
This document summarizes a study that explored factors that contributed to women reaching senior policymaking positions in Israel. The study used in-depth interviews and questionnaires with 20 high-ranking women in Israel and a comparison group of 60 other women.
The findings identified diverse factors at multiple levels - including organizational properties that supported work-life balance, familial features like support at home, and personal attributes such as androgynous personality traits - that contributed to the advancement of women leaders. The researchers aimed to understand the obstacles women faced and how some overcame barriers to provide recommendations for promoting more women to positions of influence.
The PPT states how discrimination is done in jobs between men and women and deals with various other matters that an individual may deal with during their career and also actions that firms can take to avoid such problems
the ethics of job discrimination
,
definition of discrimination
,
types of discrimination
,
discrimination and the law
,
controversy over forms of discrimination
,
arguments against discrimination
,
utilitarian argument for affirmative action
,
equal justice argument for affirmative action
,
other types of discrimination
,
discrimination in the united states
,
increasing problems for women and minorities
,
moral objections to sexual harassment guidelines
,
legal status of affirmative action
This chapter discusses intersectionality and how various identities like gender, race, class, and nationality intersect and contribute to discrimination in the workplace. It examines how work is a gendered institution that maintains systems of sexism and racism. Some key topics covered include off-ramping and on-ramping for women, the small number of stay-at-home dads, pregnancy discrimination, emotions in the male-dominated workplace, global inequality issues, care work intersectionality, and sexual harassment. The chapter argues that understanding these intersections is important for analyzing power dynamics and gender relations in organizations.
Black males and the opportunity gaps closing the dividemacheop
This document discusses opportunities and opportunity gaps for black males. It begins with an introduction asking participants to reflect on opportunities they have been afforded or denied and the impact. The document then outlines the following training goals: 1) Frame opportunity gaps for black boys and discuss solutions 2) Develop a shared understanding of what impacts work with black boys 3) Build critical questions to inform continued work with black boys. It goes on to discuss specific opportunity gaps such as discipline, achievement, experience and training, resources, curriculum, and innovation gaps. It discusses causes of disproportionate discipline of black boys and best practices to address these issues.
The document discusses affirmative action, including its definition, arguments for and against it, and its history and current status. It provides background on how affirmative action originated from the civil rights movement to promote equal opportunity and address past discrimination. It now faces controversy as some argue it amounts to unfair racial preferences, while supporters see it as a way to promote diversity and compensate for historical inequalities.
A definition and proposed solution for the problem of Toxic Leadership in the business world by establishing consequences for all licensed managers, CEO\'s and the like.
This document discusses the need for leadership development programs designed specifically for women in higher education. It summarizes that while women now earn over half of college degrees, they hold significantly fewer top administrative positions than men. Gender-specific leadership programs can help advance more women by addressing barriers like unconscious biases, lack of mentors and networks, and challenges balancing career and family responsibilities. The document examines differences in typical leadership styles between men and women, and argues leadership training should consider reinforcing women's tendency toward transformational leadership styles.
i make this file to upload . this file take the organization behaviour about diversity.diversty and discrimination on an organization that make male and female in an organization.
The Role of Men and Boys in Challenging Gender in the Context of HIV and othe...UNDP Eurasia
This document discusses the role of men and boys in challenging gender norms in the context of HIV and gender-based violence. It finds that gender norms that promote inequitable power dynamics between men and women increase vulnerability to HIV/STIs. Changing these norms through gender-transformative programming with men and boys is an important part of prevention. Effective approaches include group education to promote reflection on gender socialization, as well as community mobilization campaigns combining multiple intervention levels. Evidence demonstrates that such interventions can positively impact gender attitudes and behaviors.
The document discusses Erik Erikson's stages of psychosocial development and how childhood trauma can impact development, learning, behavior, and relationships in educational settings. It describes the effects of trauma on brain development and functioning and outlines strategies for maintaining trauma-informed schools, including recognizing adaptive behaviors in traumatized students and avoiding coercion, restraint, and other retraumatizing practices.
The document discusses managing diversity in the workplace. It defines diversity and lists different types of diversity including gender, age, disability status. It discusses challenges of managing a diverse workforce like communication problems and lack of cohesiveness. It also discusses the benefits of diversity including attracting employees and innovation. Managing diversity aims to value differences while affirmative action focuses on past discrimination.
The document discusses how media portrays and defines gender roles and identity. It outlines how media stereotypes men as masculine and dominant and women as sexual objects that are valued based on their physical appearance. Both genders are subjected to unrealistic standards of beauty and narrow definitions of masculinity and femininity. The media also influences behaviors and perceptions of gender from a young age. While women face objectification and lack of representation in powerful roles, there is also a need for more gender equality in the media industry itself.
This document discusses gender differences in leadership styles and effectiveness. It notes that while men and women can be equally effective leaders, women are more likely to use democratic and transformational leadership styles, whereas men are more likely to use negative incentives. The document also examines the "glass ceiling" and "labyrinth" metaphors for the barriers that women face in advancing to top leadership positions compared to men, despite gaining more education and experience. It analyzes potential explanations like gender differences, human capital factors, and prejudice, as well as strategies for closing the gender gap at both the individual and societal levels.
The document discusses gender identity and its relationship to sex. It makes three key points:
1. Gender identity is shaped by both biological and social factors, and influenced by stereotypical masculine and feminine traits associated with gender categories.
2. Sex refers to biological classification as male or female, while gender includes the social and cultural attributes associated with each sex in a society.
3. Recent research views gender as a complex, continuous variable rather than a binary category, and that both men and women can demonstrate masculine and feminine characteristics.
This document summarizes gender stereotypes in media. It defines sex and gender, explaining that gender refers to socially constructed roles rather than biology. It then defines gender stereotypes as beliefs about personal attributes of females and males. Common female stereotypes presented include that women are gentle, belong in "clean" jobs, and are nurses rather than doctors. Common male stereotypes include that men do "dirty" jobs and are not caregivers. The document discusses how media, like magazines and advertisements, influence perceptions of gender through stereotypical portrayals and the "male gaze." It provides examples of negative effects of gender stereotypes like impaired performance and increased stress.
McCormick CURRENT CHALLENGES WITH TRADITIONAL DIVERSITY MANAGEMENT 12.8Dustin McCormick
The document discusses challenges with traditional diversity management approaches in international corporations. It argues that companies often fail to fully understand diversity and focus too narrowly on race and gender, overlooking other important aspects of diversity. This leads them to misinterpret the implications of diversity programs and fail to effectively implement them. As a result, in-groups and out-groups form among employees, fostering negative stereotyping and undermining individual talents and skills. The document examines potential solutions to remedy flawed views of diversity management.
This document presents a proposal for a professional development advocacy plan called "YES, WE CAN" aimed at providing support and education to men with a history of domestic violence in Mauritius. The program would use an interactive group format to teach emotional intelligence and communication skills. It discusses the prevalence of domestic violence in Mauritius despite existing interventions. The proposal argues that current programs have not fully addressed the root causes of violence by examining male socialization and development from a young age. A developmental approach is needed to understand how boys are discouraged from emotional expression which may later manifest as domestic violence in intimate relationships as adults.
Affirmative action policies aim to promote equal opportunity and representation in education and employment by giving preferential treatment to minority groups that face discrimination. The document discusses the origins and arguments for and against affirmative action. Proponents argue it has increased opportunities and representation, while critics argue it leads to reverse discrimination and hiring based on attributes other than merit. A Supreme Court case found affirmative action programs at UC Davis Medical School violated anti-discrimination laws.
1. The document provides an overview of a training session that aims to support staff in delivering consistent messages based on an informed approach to equality.
2. Participants will learn about language and disablism, the power of individuality, legislation, the social model, and implementing learning to promote consistency.
3. The training covers topics like respectful language, discrimination, the medical vs social models of disability, and putting social model ideas into practice through language.
Newman Research proposal Final Draft (1)Ryan Newman
Women continue to face gender inequality and barriers to career advancement in the workplace. Research has shown that industries tend to model the policies and practices of other similar organizations, resulting in increased homogeneity and barriers for women seeking leadership roles. Women experience obstacles such as the glass ceiling effect where an invisible barrier prevents advancement, as well as higher rates of sexual harassment compared to men. While having more women in leadership roles within an organization can help create opportunities for other women, simply having women on corporate boards does not guarantee greater equity or reduce the gender wage gap. Further research is needed to better understand and address the ongoing issue of gender inequality faced by women in the workforce.
Essay about Sex Discrimination
Essay about Job Discrimination
Discrimination And Diversity
Discrimination Speech
Reflection On Discrimination
The Four Types Of Discrimination
Essay on Racial Discrimination
Essay on DISCRIMINATION
Prejudice and Discrimination Essay example
the ethics of job discrimination
,
definition of discrimination
,
types of discrimination
,
discrimination and the law
,
controversy over forms of discrimination
,
arguments against discrimination
,
utilitarian argument for affirmative action
,
equal justice argument for affirmative action
,
other types of discrimination
,
discrimination in the united states
,
increasing problems for women and minorities
,
moral objections to sexual harassment guidelines
,
legal status of affirmative action
This chapter discusses intersectionality and how various identities like gender, race, class, and nationality intersect and contribute to discrimination in the workplace. It examines how work is a gendered institution that maintains systems of sexism and racism. Some key topics covered include off-ramping and on-ramping for women, the small number of stay-at-home dads, pregnancy discrimination, emotions in the male-dominated workplace, global inequality issues, care work intersectionality, and sexual harassment. The chapter argues that understanding these intersections is important for analyzing power dynamics and gender relations in organizations.
Black males and the opportunity gaps closing the dividemacheop
This document discusses opportunities and opportunity gaps for black males. It begins with an introduction asking participants to reflect on opportunities they have been afforded or denied and the impact. The document then outlines the following training goals: 1) Frame opportunity gaps for black boys and discuss solutions 2) Develop a shared understanding of what impacts work with black boys 3) Build critical questions to inform continued work with black boys. It goes on to discuss specific opportunity gaps such as discipline, achievement, experience and training, resources, curriculum, and innovation gaps. It discusses causes of disproportionate discipline of black boys and best practices to address these issues.
The document discusses affirmative action, including its definition, arguments for and against it, and its history and current status. It provides background on how affirmative action originated from the civil rights movement to promote equal opportunity and address past discrimination. It now faces controversy as some argue it amounts to unfair racial preferences, while supporters see it as a way to promote diversity and compensate for historical inequalities.
A definition and proposed solution for the problem of Toxic Leadership in the business world by establishing consequences for all licensed managers, CEO\'s and the like.
This document discusses the need for leadership development programs designed specifically for women in higher education. It summarizes that while women now earn over half of college degrees, they hold significantly fewer top administrative positions than men. Gender-specific leadership programs can help advance more women by addressing barriers like unconscious biases, lack of mentors and networks, and challenges balancing career and family responsibilities. The document examines differences in typical leadership styles between men and women, and argues leadership training should consider reinforcing women's tendency toward transformational leadership styles.
i make this file to upload . this file take the organization behaviour about diversity.diversty and discrimination on an organization that make male and female in an organization.
The Role of Men and Boys in Challenging Gender in the Context of HIV and othe...UNDP Eurasia
This document discusses the role of men and boys in challenging gender norms in the context of HIV and gender-based violence. It finds that gender norms that promote inequitable power dynamics between men and women increase vulnerability to HIV/STIs. Changing these norms through gender-transformative programming with men and boys is an important part of prevention. Effective approaches include group education to promote reflection on gender socialization, as well as community mobilization campaigns combining multiple intervention levels. Evidence demonstrates that such interventions can positively impact gender attitudes and behaviors.
The document discusses Erik Erikson's stages of psychosocial development and how childhood trauma can impact development, learning, behavior, and relationships in educational settings. It describes the effects of trauma on brain development and functioning and outlines strategies for maintaining trauma-informed schools, including recognizing adaptive behaviors in traumatized students and avoiding coercion, restraint, and other retraumatizing practices.
The document discusses managing diversity in the workplace. It defines diversity and lists different types of diversity including gender, age, disability status. It discusses challenges of managing a diverse workforce like communication problems and lack of cohesiveness. It also discusses the benefits of diversity including attracting employees and innovation. Managing diversity aims to value differences while affirmative action focuses on past discrimination.
The document discusses how media portrays and defines gender roles and identity. It outlines how media stereotypes men as masculine and dominant and women as sexual objects that are valued based on their physical appearance. Both genders are subjected to unrealistic standards of beauty and narrow definitions of masculinity and femininity. The media also influences behaviors and perceptions of gender from a young age. While women face objectification and lack of representation in powerful roles, there is also a need for more gender equality in the media industry itself.
This document discusses gender differences in leadership styles and effectiveness. It notes that while men and women can be equally effective leaders, women are more likely to use democratic and transformational leadership styles, whereas men are more likely to use negative incentives. The document also examines the "glass ceiling" and "labyrinth" metaphors for the barriers that women face in advancing to top leadership positions compared to men, despite gaining more education and experience. It analyzes potential explanations like gender differences, human capital factors, and prejudice, as well as strategies for closing the gender gap at both the individual and societal levels.
The document discusses gender identity and its relationship to sex. It makes three key points:
1. Gender identity is shaped by both biological and social factors, and influenced by stereotypical masculine and feminine traits associated with gender categories.
2. Sex refers to biological classification as male or female, while gender includes the social and cultural attributes associated with each sex in a society.
3. Recent research views gender as a complex, continuous variable rather than a binary category, and that both men and women can demonstrate masculine and feminine characteristics.
This document summarizes gender stereotypes in media. It defines sex and gender, explaining that gender refers to socially constructed roles rather than biology. It then defines gender stereotypes as beliefs about personal attributes of females and males. Common female stereotypes presented include that women are gentle, belong in "clean" jobs, and are nurses rather than doctors. Common male stereotypes include that men do "dirty" jobs and are not caregivers. The document discusses how media, like magazines and advertisements, influence perceptions of gender through stereotypical portrayals and the "male gaze." It provides examples of negative effects of gender stereotypes like impaired performance and increased stress.
McCormick CURRENT CHALLENGES WITH TRADITIONAL DIVERSITY MANAGEMENT 12.8Dustin McCormick
The document discusses challenges with traditional diversity management approaches in international corporations. It argues that companies often fail to fully understand diversity and focus too narrowly on race and gender, overlooking other important aspects of diversity. This leads them to misinterpret the implications of diversity programs and fail to effectively implement them. As a result, in-groups and out-groups form among employees, fostering negative stereotyping and undermining individual talents and skills. The document examines potential solutions to remedy flawed views of diversity management.
This document presents a proposal for a professional development advocacy plan called "YES, WE CAN" aimed at providing support and education to men with a history of domestic violence in Mauritius. The program would use an interactive group format to teach emotional intelligence and communication skills. It discusses the prevalence of domestic violence in Mauritius despite existing interventions. The proposal argues that current programs have not fully addressed the root causes of violence by examining male socialization and development from a young age. A developmental approach is needed to understand how boys are discouraged from emotional expression which may later manifest as domestic violence in intimate relationships as adults.
Affirmative action policies aim to promote equal opportunity and representation in education and employment by giving preferential treatment to minority groups that face discrimination. The document discusses the origins and arguments for and against affirmative action. Proponents argue it has increased opportunities and representation, while critics argue it leads to reverse discrimination and hiring based on attributes other than merit. A Supreme Court case found affirmative action programs at UC Davis Medical School violated anti-discrimination laws.
1. The document provides an overview of a training session that aims to support staff in delivering consistent messages based on an informed approach to equality.
2. Participants will learn about language and disablism, the power of individuality, legislation, the social model, and implementing learning to promote consistency.
3. The training covers topics like respectful language, discrimination, the medical vs social models of disability, and putting social model ideas into practice through language.
Newman Research proposal Final Draft (1)Ryan Newman
Women continue to face gender inequality and barriers to career advancement in the workplace. Research has shown that industries tend to model the policies and practices of other similar organizations, resulting in increased homogeneity and barriers for women seeking leadership roles. Women experience obstacles such as the glass ceiling effect where an invisible barrier prevents advancement, as well as higher rates of sexual harassment compared to men. While having more women in leadership roles within an organization can help create opportunities for other women, simply having women on corporate boards does not guarantee greater equity or reduce the gender wage gap. Further research is needed to better understand and address the ongoing issue of gender inequality faced by women in the workforce.
Essay about Sex Discrimination
Essay about Job Discrimination
Discrimination And Diversity
Discrimination Speech
Reflection On Discrimination
The Four Types Of Discrimination
Essay on Racial Discrimination
Essay on DISCRIMINATION
Prejudice and Discrimination Essay example
Bullying in the workplace negatively impacts both targets and witnesses. A 2010 survey found 35% of workers experienced bullying, most often by same-gender perpetrators who are often in positions of power like managers. Bullying is enabled by power imbalances and deficient workplace cultures, and motivated by perceptions of personal gain. While reasons are complex, prevention requires strong policies, training, and potential legislation like the Healthy Workplace Bill to protect employees from abusive environments.
Women have faced significant barriers in securing formal employment and advancing to leadership positions, known as the "glass ceiling". Factors such as gender stereotypes that associate leadership with masculinity, and the perceived incompatibility of women's family responsibilities with demanding careers, have contributed to the glass ceiling. Organizational practices such as limited recruitment and training of women have also perpetuated barriers to women's advancement.
The Main Post needs to be 3-5 Paragraphs At a minimum, each stud.docxSUBHI7
The Main Post needs to be 3-5 Paragraphs
At a minimum, each student will be expected to post an original and thoughtful response to the DB question and contribute to the weekly dialogue by responding to at least two other posts from students. The first contribution must be posted before midnight (Central Time) on Wednesday of each week. Two additional responses are required after Wednesday of each week. Students are highly encouraged to engage on the Discussion Board early and often, as that is the primary way the university tracks class attendance and participation.
The purpose of the Discussion Board is to allow students to learn through sharing ideas and experiences as they relate to course content and the DB question. Because it is not possible to engage in two-way dialogue after a conversation has ended, no posts to the DB will be accepted after the end of each unit.
Many organizations have established policies to remedy discrimination when hiring women and minorities. Discuss whether you feel that affirmative action programs, reverse discrimination, and criteria of comparable worth are appropriate forms of remedy.
You should conduct research on this topic before making your posts.
Using the textbook, course materials, and Web resources, research affirmative action, reverse discrimination, and comparable worth and answer the following questions:
Do you feel that these concepts are appropriate forms of remedy in the workplace? Explain.
What else do you think could be done to eliminate discrimination in the workplace?
You must use at least one credible source from either the Library's full-text database or the Web. Include your reference(s) that you used in APA format with your Discussion Board post. Post a new topic to the Discussion Board that contains your answers to the questions, and respond to 2 other students' posts on the Discussion Board. Be sure to explain to them why you agree or disagree with their arguments.
Your submitted assignment (
60 points
) should include the following:
40 Points Your Discussion Board topic containing your responses to the questions and your listed reference(s) in APA format
20 Points Your responses to two other students' Discussion Board posts
In your own words, please post a response to the Discussion Board and comment on other postings. You will be graded on the quality of your postings.
Response to Classmates posts:
Classmate #1 post:
Attempt at Eliminating Discrimination
After the civil war, the African American, Hispanics and minorities suffered great discrimination in the workplace in particular and life generally. Precisely during the 1960s these groups went through denial of employment or appropriate wages irrespective of their standard of education being higher than that of their majority counterparts. There was a great debate about discrimination on the basis of color, race, gender or religion. Over the years, some programs have been developed in order to handle or to try and e.
GENDER EQUITY AND LEADERSHIP IN EDUCATION GROUP ASSIGN FINAL DOC.pptxKibet Fredrick
The document discusses the effects of interactions between gender and the structures of education institutions on leadership, the economy, and academic achievement. Some key effects mentioned include discrimination, low academic achievement for female learners when teachers favor boys, negative influence on the subject choices of male and female students, maltreatment of different genders in educational institutions, workplace prejudice against particular genders, uneven access to education between males and females, lack of employment equality and legal protections for women, and societal mindsets impacting gender inequality. Gender is also shown to influence decision making, time management, and self-confidence in leadership positions. Interactions between gender further impact the economy through higher unemployment rates for women during economic downturns.
Running head PROTECTION OF WOMEN1PROTECTION OF WOMEN6.docxjeanettehully
Running head: PROTECTION OF WOMEN 1
PROTECTION OF WOMEN 6
Undue (Undeserved) Protection Of Women In The Workplace
Author’s Name
Institutional Affiliation
Date
Undue (Undeserved) Protection Of Women In The Workplace
Introduction
The discussion focuses on the undeserved protection of women at different workplaces with the notion of being gender-sensitive. In the current century, women are favored over men to satisfy the statement of gender equality, which is far from the meaning of the ethics that all the people are standing for. The sex protected class should go head to head with their male counterpart to ensure that the best are chosen for the jobs. Women should learn to manage the heat in the kitchen by allowing the male and the female to fight it out and allow for the survival of the fittest so weak one can be phased out.
Moral Imagination
The fact of the moral imagination we will see there arise the many possibilities in the resolution of the challenge that is at hand to come up with the definite answers to the many questions. The handing of work to women by the workforce as a way of meeting gender equality is locking out most of the best persons from accessing jobs. When the best from limiting sex protection policy recruitment is not selected, it sees the company lose the deserved skills that are required to meet the objectives of the organization. When considering the sex protected class makes the company liable to be accused of sexual discrimination when either of the genders feels that they are not treated fairly within the corporation Women should come ready to fight the fact that society was just never meant to be equal unless the immoral injustice is used to favor one into the positions of power majority in the workplace. The promotions at work should be promotions of merit rather than the sense of fixation of people to meet the gender balance as per the requirement of the sex protected class. The fact that women can withstand the pressure from men means that women can deal with the pressures that arise in the workplace, making her the most capable: not just a woman handpick with little understanding of stress and the job environment.
The Kew Garden Principles
The Kew garden principles work under extreme need, proximity, capacity, no one else will work, and they won't suffer the excessive loss. The laws work on the use of the design, making hierarchy in the conservation and preservation within an organization. The principles also recommend the usage of the ethical approach in handling all the matters of operation in any organization. The focus of the policy is on ethical leadership and integrity (Desmarais, 2018). Women working on honesty and good leadership will not get the underserved protections as their work will allow them to compete effectively at the workplace. The principles will enable the woman the competitiveness required for the success of the organization.
Ethical Theories
As Gališanka (2019) on ...
Running head PROTECTION OF WOMEN1PROTECTION OF WOMEN6.docxtodd581
Running head: PROTECTION OF WOMEN 1
PROTECTION OF WOMEN 6
Undue (Undeserved) Protection Of Women In The Workplace
Author’s Name
Institutional Affiliation
Date
Undue (Undeserved) Protection Of Women In The Workplace
Introduction
The discussion focuses on the undeserved protection of women at different workplaces with the notion of being gender-sensitive. In the current century, women are favored over men to satisfy the statement of gender equality, which is far from the meaning of the ethics that all the people are standing for. The sex protected class should go head to head with their male counterpart to ensure that the best are chosen for the jobs. Women should learn to manage the heat in the kitchen by allowing the male and the female to fight it out and allow for the survival of the fittest so weak one can be phased out.
Moral Imagination
The fact of the moral imagination we will see there arise the many possibilities in the resolution of the challenge that is at hand to come up with the definite answers to the many questions. The handing of work to women by the workforce as a way of meeting gender equality is locking out most of the best persons from accessing jobs. When the best from limiting sex protection policy recruitment is not selected, it sees the company lose the deserved skills that are required to meet the objectives of the organization. When considering the sex protected class makes the company liable to be accused of sexual discrimination when either of the genders feels that they are not treated fairly within the corporation Women should come ready to fight the fact that society was just never meant to be equal unless the immoral injustice is used to favor one into the positions of power majority in the workplace. The promotions at work should be promotions of merit rather than the sense of fixation of people to meet the gender balance as per the requirement of the sex protected class. The fact that women can withstand the pressure from men means that women can deal with the pressures that arise in the workplace, making her the most capable: not just a woman handpick with little understanding of stress and the job environment.
The Kew Garden Principles
The Kew garden principles work under extreme need, proximity, capacity, no one else will work, and they won't suffer the excessive loss. The laws work on the use of the design, making hierarchy in the conservation and preservation within an organization. The principles also recommend the usage of the ethical approach in handling all the matters of operation in any organization. The focus of the policy is on ethical leadership and integrity (Desmarais, 2018). Women working on honesty and good leadership will not get the underserved protections as their work will allow them to compete effectively at the workplace. The principles will enable the woman the competitiveness required for the success of the organization.
Ethical Theories
As Gališanka (2019) on .
This document discusses organizational diversity and the challenges of managing a diverse workforce. It begins by defining key terms like diversity, stereotyping, prejudice, and discrimination. It then outlines demographic shifts showing increasing diversity and challenges like the glass ceiling that have historically faced women and minorities. Specific challenges discussed include avoiding negative effects of affirmative action, addressing sexual harassment, and balancing work and home responsibilities. The document concludes by discussing how organizations can both manage and celebrate cultural diversity through various programs and initiatives.
This document summarizes a report on incorporating diversity into the workplace. It will first identify current programs targeting gender diversity and how they are working to address issues. Second, it will explain how business performance relates to workplace diversity. Third, it will discuss cognitive bias and how this influences the work environment. Finally, it will provide any reflections or recommendations. The report aims to show the benefits of a gender diverse workplace as well as the challenges and rewards of achieving diversity.
A Review Of Discrimination In Employment And WorkplaceLori Moore
Gender discrimination in employment continues to be a widespread problem. While laws have been passed to promote gender equality, discrimination persists in many forms such as unequal pay, lack of opportunities for promotion, and hostile work environments. Several factors contribute to the failure to eliminate gender discrimination, including social and family pressures, lack of government oversight, and an organizational culture that is not conducive to women participating equally. More empirical research is still needed to fully understand the nature and extent of gender bias facing women in the workplace.
This document discusses gender inequality in the workforce. It summarizes that society structures expectations based on gender, with masculinity expected to be assertive/dominant and femininity expected to be nurturing/caring. This leads to two major barriers - occupational segregation, where men and women cluster into traditional gender-typed careers, and a sex gap in pay, where women typically earn less than men. While changes are occurring, gender stereotypes still influence career choices and perpetuate inequality between men and women in the home and workplace.
The document outlines a workshop on incorporating a gender perspective in the workplace, including defining key terms like sex, gender, gender sensitivity, and gender mainstreaming. It discusses concepts of gender socialization and the different roles of men and women. The workshop aims to provide insights into approaching gender equality and assessing organizational performance on gender issues.
Qiang 6Gender NormsIntroductionAs human beings, we have a.docxmakdul
Qiang 6
Gender Norms
Introduction
As human beings, we have assigned ourselves roles in society that typify our different genders. Women have been assigned specific roles within society while the men have been assigned different set of roles as well. + Examples? Whereas this separation of roles between genders may be beneficial and accepted in some instances, it has worked to alienate a particular gender from various spheres of life in general. This paper argues that women have been disadvantaged by these accepted gender norms and as a result, stereotypes that are detrimental to women have been developed, women have been stifled when it comes to certain work industries such as the media and the portrayal of women in different media has as well worked to enhance these detrimental stereotypes (O’Brien, 14). It is important that these negative aspects of norms are considered (addressed and tackled) so that gender equality as envisaged by a majority of the world’s governments is achieved.
Gender norms refer to what society views as the correct male or female behavior. These expected norms of behavior are what would normally lead to the development of different gender roles for the males and females. The gender norms differ from one culture to another. The Middle East for instance is known for having their women solely dedicated to household and family duties, with minimal say in the affairs of government or anything beyond the family life. Women in these parts would as well have limited access to an education. Men in these areas, such as Pakistan for instance, have a greater say in the affairs of the country and in development as opposed to women.
Thesis Statement
Gender norms that have been accepted by society have had a detrimental effect on the females, with women being stereotyped in negative ways, their portrayal in society being negative and their progress in various job industries stifled as a result of these assigned norms.
Gender norms pose gender stereotypes on females, leading the public to view them with biased opinions and preventing them to make progress in their careers.
Discussion
Gender norms lead to the development of gender roles which normally develop in human beings from as early as childhood. This is normally as a result of the interactions we have with our parents, peers and teachers as well. + Evidence. These adults will normally reinforce the gender norms through education or the clothes they buy for their children, the colors they decorate rooms with or the different toys they provide to their children. It is these different roles that will normally lead to the development of stereotypes associated with either gender.
Stereotypes are generalizations and assumptions about what ought to be male or female characteristics. In most instances, these assumptions are inaccurate and hence they tend to have a negative impact. The stereotypes that are associated with women have worked to affect their progress in various s ...
DBA 7420, Organizational Behavior and Comparative Mana.docxmadlynplamondon
DBA 7420, Organizational Behavior and Comparative Management 1
Course Learning Outcomes for Unit VIII
Upon completion of this unit, students should be able to:
7. Analyze how organizations manage diversity effectively.
7.1 Assess management strategies when implementing diversity.
Course/Unit
Learning Outcomes
Learning Activity
7.1
Unit Lesson
Chapter 2, pp. 42–46, 50–70
Unit VIII Essay
Reading Assignment
Chapter 2: Diversity in Organizations, pp. 42–46, 50–70
Unit Lesson
Introduction
Diversity is one of those overused and highly nebulous words
that people typically say without really understanding or
considering what it entails (Wingard, 2017). In this unit, we plan
to not only define diversity and explain what it entails, but we
also will introduce you to some pros and cons of diversity within
an organization. It should give you plenty to consider as you
weigh the value of diversity in your workplace and beyond.
Definition
Let’s begin by having you look to those around you, whether
this includes other family members, coworkers, or neighbors.
Are we all the same? The answer is unequivocally no. In fact,
we are all unique. Even identical twins are different in some
ways. They may be similar in appearance, but there can be so
much more. For instance, they may have very different personalities and views depending upon their own life
experiences. In its broadest sense, diversity can be described as characteristics that differentiate us from one
another (Robbins & Judge, 2019).
Characteristics
Initially, people tend to focus on gender, race, or ethnicity (Robbins & Judge, 2019). Still, diversity can include
all of that and more. Some people may opt to concentrate on physical characteristics. This could include hair
color, eye color, height, weight, or build. Even if one chose to focus on other areas, there are a phenomenal
number of characteristics from which to choose. For instance, diversity includes such things as age, religious
affiliation, disability status, military experience, sexual orientation, educational level, culture, language spoken,
marital/partnered status, and political affiliation.
UNIT VIII STUDY GUIDE
Managing Diversity
(Robwilson39, n.d.)
DBA 7420, Organizational Behavior and Comparative Management 2
UNIT x STUDY GUIDE
Title
Pay Disparity as an Example
When we think about diversity, a common example that comes to mind is men and women in the workplace.
Women are taking on a greater presence in the workplace, but at what cost? Are men making similar
sacrifices to get to where they want to be? There is a definite pay gap between the earnings of men and
women. This is something about which many, both men and women alike, are left wondering. In our textbook,
you will find a number of important statistics specific to this wage gap. Although the number of women in the
workforce is increasing, the pay gap remains. It is narrow.
What are the primary barriers to womens leadership? 7 Best Points | CIO Women...CIOWomenMagazine
Here Are 7 Best Points What are the primary barriers to womens leadership?; These are the primary barriers to womens leadership. SOLUTIONS TO LEADERSHIP BARRIERS, Overcoming Structural Obstacles,
The document discusses racial discrimination faced by 74 African American former employees at Hillshire Brands Company. The Equal Employment Opportunity Commission investigated claims of racist graffiti and slurs used by supervisors and coworkers. The EEOC found the claims to be substantiated and Hillshire Brands was ordered to pay $4 million to the employees. The company was also required to implement anti-discrimination and harassment prevention programs. The case highlights the racial discrimination that still exists and the importance of regulatory bodies like the EEOC in addressing workplace discrimination issues.
Having diversity in the workplace is a very smart idea. A diverse.docxsusanschei
Having diversity in the workplace is a very smart idea. A diverse workforce combines workers from different backgrounds and experiences that together breed a more creative, innovative, and productive workforce (Kerby, 2012, para. 2). One of the major reasons why organizations are recruiting a more diverse workforce is so there are more options for candidates. By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person (Rice, 2014, para. 1). Another reason is that there are more perspectives within the organization to create bigger and better view of how the organization is operated. It is good to have people with different backgrounds working together because it enables more creative views and thoughts. It also helps organizations because they aren’t accused of discrimination.
In order for recruiters to be able to bring on a more diversified workforce, they should understand diversity in general, they should also be more open when putting up ads for hiring. Not let them be geared towards certain individuals. They could also attend college fairs to get more people. For women, they can make sure that their policies cover things such as maternity leave.
There shouldn’t be any differences when it comes to training African Americans, Hispanics, and women. The training should be equal in all aspects. There should be no special treatments and everyone has the same training. The organization should add diversity training, sexual harassment training, cross-cultural training, and any other type of training to make sure that everyone knows that prejudices and discrimination is prohibited.
Kerby, S. and Burns, C. (2012). The Top 10 Economic Facts of Diversity in the Workplace. Retrieved from https://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/
Rice, E. (2014). The Importance of Recruiting A Diverse Workforce. Retrieved fromhttp://www.innovativeemployeesolutions.com/articles/the-importance-of-recruiting-a-diverse-workforce/
Werner, Jon M., Randy DeSimone. Human Resource Development, 5e, 5th Edition. Cengage Learning, 02/2008. VitalBook file.
C H A P T E R 3
Diversity and
Multiculturalism
HIRING MULTICULTURAL
On a Tuesday afternoon, as you are getting ready to go to lunch, you receive an e-mail from your human resources
(HR) manager about the need to hire a new project manager, and there is a $500 bonus for referring a friend who
successfully joins the company. Immediately, you e-mail your friend Daniel, because you know he would be great
for the job. Daniel is eventually hired for the position, and a few months later a new e-mail goes out asking for
friend recommendations for a new position. You and Daniel both recommend someone, and eventually that per-
son gets hired. Over the next year, hiring notices are not advertised externally as the organization has had good
luck with .
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Designing and Sustaining Large-Scale Value-Centered Agile Ecosystems (powered...Alexey Krivitsky
Is Agile dead? It depends on what you mean by 'Agile'. If you mean that the organizations are not getting the promised benefits because they were focusing too much on the team-level agile "ways of working" instead of systemic global improvements -- then we are in agreement. It is a misunderstanding of Agility that led us down a dead-end. At Org Topologies, we see bright sparks -- the signs of the 'second wave of Agile' as we call it. The emphasis is shifting towards both in-team and inter-team collaboration. Away from false dichotomies. Both: team autonomy and shared broad product ownership are required to sustain true result-oriented organizational agility. Org Topologies is a package offering a visual language plus thinking tools required to communicate org development direction and can be used to help design and then sustain org change aiming at higher organizational archetypes.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
A team is a group of individuals, all working together for a common purpose. This Ppt derives a detail information on team building process and ats type with effective example by Tuckmans Model. it also describes about team issues and effective team work. Unclear Roles and Responsibilities of teams as well as individuals.
Colby Hobson: Residential Construction Leader Building a Solid Reputation Thr...dsnow9802
Colby Hobson stands out as a dynamic leader in the residential construction industry. With a solid reputation built on his exceptional communication and presentation skills, Colby has proven himself to be an excellent team player, fostering a collaborative and efficient work environment.
2. DISCRIMINATION AGAINST WOMEN 2
Identification of Discrimination
Discrimination is a situation where certain categories of people are exposed to unjust and
prejudicial treatment on the grounds of sex, age or race (Krieger, 2014). In most cases, people are
discriminated based on the category in which one belongs rather than basing it on an individual
attribute. Sometimes discrimination may entail differential treatment of a given group of people or
an individual based on their perceived membership, especially in a particular social category.
Discrimination is based on societal norms, rules, and roles, which instructs and encourage
men to feel superior to women. This is the reason why men devalue women even in developed
economies such as the US where there are laws, which discourage such behaviors (Krieger, 2014).
For instance, use of language that is entirely meant to demean feminine gender. It is common
knowledge that calling a man or relating them to women is termed as abusive due to stereotypes
that society attaches to females. According to Lazear & Rosen (1990), violence against women is
another form men devalue women. They reduce them to objects, plot devices or even an extension
of someone else. In this sense, when men attack women it does not appear to many people that
they are human beings with dignity to protect both rather objects at disposal of men. This universal
misunderstanding should be condemned by all means necessary. Thus, discrimination against
women prevents them from having certain rights and opportunities like the ones enjoyed by other
members of the group. This in turn ends up causing the exclusion of a given entity based on
potentially illogical as well as irrational decisions.
Discrimination against women is also evident in corporate and work places in our modern
society. For example, in the contemporary world, many companies are fond of using
discriminatory policies, ideas, traditions as well as laws which in turn affects a specific portion of
the members of staff (Dipboye, 2013). As a result, many companies have recognized the need to
3. DISCRIMINATION AGAINST WOMEN 3
take some affirmative actions when addressing the issue of discrimination. Some of these policies
have been instituted to offer more opportunities to underrepresented groups such as women and
people with disabilities. This is because women have experienced discrimination in the workforce
for many years in terms of hiring, pay, and promotions.
Discrimination against Women
In the US it is a common practice for women to be subjected to subtle discrimination by
men in the workplace. This kind of discrimination arises due to societal norms, rules, and laws
which make men feel superior to women. Sometimes, women may be subjected to both pregnancy
discriminations as well as gender discrimination. Under pregnancy discrimination, qualified
women may be passed over for promotions just because they are pregnant (Krieger, 2014).
Sometimes organizations especially banks deny women job opportunities and even
promotions based on pregnancy issues. In such cases, there are high chances that the said jobs
will be offered to their male counterparts who are less qualified. This is despite the fact that the
selected people lack the required competencies and skills to accomplish that particular task. This
kind of behavior has been witnessed in the US for many years although this country has anti-
discriminatory laws which are designed to reduce discrimination against women. There are also
instances where women are judged based on their dress code (Hoffman et al., 2017).
Therefore, it is unethical for a person to discriminate others based on their gender. The idea
behind the introduction of many reforms in organizations is to ensure that those who are hired to
perform some tasks are ethically and competitively selected. This strategy will readily remove
some barriers which tend to favor men against women in taking new roles within organizations.
Once all the barriers are removed women will be able to take on new function to achieve the
4. DISCRIMINATION AGAINST WOMEN 4
highest ranks in different organizations (Dipboye, 2013). As a result, they will be able to take new
roles, which were fundamentally taken by men. Initially, “glass ceiling” policies were viewed as
discriminatory in many ways. Firstly, they prevented women from achieving the highest ranks in
“organizations”, especially those concerning top-level management. Most of these ranks are only
meant for men. The glass ceiling concept includes many invisible and powerful factors that create
barriers for women to ascend to high ranks in corporate management (Saloner, 1985). Walmart is
among the US companies where glass ceiling is common. Majority of executive officials in the
company, the largest retails in us is predominantly comprised of men. In addition, pregnancy
discrimination among us banks has to a great extend limited women from ascending to high ranks
in management due to the assumption that they fall pregnant anytime thus plunging company into
management crisis (Lazear & Rosen 1990). These policies are also known to award men better
pay as well as extra off days as compared to women. Some of these policies are usually based on
unmerited gender partiality and tend to make women suffer more than men (Ragins & Scandura,
1994). Discrimination against women has also been proliferated by some of the management
practices which tend to favor advancement for men as opposed to women.
Organizations must learn that violence against women affects all members of the
organization (Dipboye, 2013). This is because once women are discriminated they cannot deliver
their mandates fully. Also, organizations which discriminate women should know that they are
violating human rights. Therefore, women should be given a chance to live a life free of violence
and discrimination. Organizations must also know that discrimination against women is one of the
most expensive things they will encounter. Some of the costs associated with this type of behavior
include the loss of productivity as well as medical costs in case one needs the attention of a
healthcare practitioner (Dipboye, 2013).
5. DISCRIMINATION AGAINST WOMEN 5
There is the need for both the general public and employers to recognize the importance of
diversity in all their activities. For instance, during the employee selection “process”, the
management of the hiring organization should ensure that there is logic and rationality when
making such decisions. During recruitment, human resource department should select employees
from both sexes in a bid to increase diversity. Diverse workforce brings with it a wide pool of
experts with different skills that are crucial in soaring the organization into to high heights (Ragins
& Scandura, 1994). In addition, women have been recognized as good managers when compared
to men thus upload diversity in management enhances the organization’s competitive advantage
and profitability (Lazear & Rosen, 1990). Besides, it has become practically impossible to end
sex-based discrimination due to invalidation. This process usually affects women since it makes
them feel invalidated as compared to male counterparts. As such, it makes them perform less
actively hence most of them stand a risk of being fired. For an elongated period of time, many
organizations have failed to communicate or address some of the challenges women go through in
the hands of men in the workplace environment. Some of these failures arise due to lack of an
effective system of communication (Dipboye, 2013).
Organizations should come up with valid ways of reducing discrimination against women
as well as improving both gender collaboration and boosting teamwork. Once necessary measures
are put in “place”, many companies will readily overcome some of the prominent obstacles which
prevent teamwork in a given workplace environment. In the contemporary world, many companies
have started recognizing the importance of creating diversity in teamwork. This is because most
of them have realized the pertinent role played by women. As a result, giving women a chance to
actively engage themselves in teamwork will translate to increased productivity. Companies
should, therefore, acknowledge the presence of women rather than discriminate them based on
6. DISCRIMINATION AGAINST WOMEN 6
their gender. They should engage them in open discussions to make them more productive rather
than diminishing them in favor of their male counterparts.
Part 2
Analysis of the Problem
The gender of a person is identified immediately after birth (Bielby & Baron, 2016). There
are those who go to an extent of identifying gender when a child is being conceived. In this case,
a person can either be identified as male or female. In many societies’ boys are highly regarded as
compared to girls. This is because boys are perceived to hold important positions in society. This
is despite the fact that boys and girls possess similar strengths and height during infancy. As time
goes by girls are seen as inferior creatures. This is because boys seem to be engaged in every
undertaking within the society. The scenario where boys are favored to girls is also eminent in
schools. At this juncture you find teachers giving boys more attention as compared to girls. As
boys proceed into adulthood they usually have this notion that girls are always inferior to them
(Bielby & Baron, 2016).
It is quite amazing that even developed countries such as America has witnessed many
cases of discrimination amongst women (Bielby & Baron, 2016). In this country, it is difficult to
find women in senior management levels. Those who have managed to get promotions have fewer
authorities than their male counterparts holding similar positions. The issue of discrimination
against women also extends to married couples who are working. In this case, you will find that
the woman are assigned extra roles such as doing house chores as well as predominantly taking
care of the children.
7. DISCRIMINATION AGAINST WOMEN 7
Research shows that gender revolt was stalling or slowing down in 1990s. This trend was made
possible after several attempts by American women to seek recognition since 1970. Therefore,
there seems to be some social processes, which are responsible for the perseverance of gender
inequality in modern legal systems as well as the era of economic processes (Melki & Farah, 2014).
Using the cultural frame women can now easily interact with their male counterparts. This move
will in turn lead to the coordination of the interaction process within many companies.
When women are discriminated in organizations, they tend to lower their performance. For
instance, most of them tend to lose their morale and motivation, especially when performing
various tasks, which require some degree of specialization (Bielby & Baron, 2016). On the other
hand, stereotypical views leveled against women in the organization tend to hinder promotions as
well as forcing the management of the organization to engage themselves in illegal discriminatory
hiring practices. Some of these practices are the ones, which cause women to be passed over for
promotions. In addition, women may fail to get promotions due to the preconceived notion about
gender.
In conclusion, for an elongated period men have considered themselves superior to women.
This trend is also witnessed in develop economies such as America which condemns this kind of
behavior. As such, women are victims of untold discrimination by their male counterparts in many
organizations. Organizations should, therefore, come up with new reforms, which ensure there is
a level playing ground between men and women in all aspects of the organization. This will further
lead to improved productivity as well as collaboration between members of different sexes within
the company.
8. DISCRIMINATION AGAINST WOMEN 8
References
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(2010). The impact of diversity and equality management on firm performance:
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Bielby, W. T., & Baron, J. N. (2016). Men and women at work: Sex segregation and statistical
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Dipboye, R. L., & Colella, A. (2013). Discrimination at work: The psychological and
organizational bases. Psychology Press.
Economics 3(3), 255-267
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Melki, J., & Farah, M. (2014).Educating media professionals with a gender and critical media
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media workplace. Media and gender, 74-78.
9. DISCRIMINATION AGAINST WOMEN 9
Ragins, B. R., & Scandura, T. A. (1994). Gender differences in expected outcomes of mentoring
relationships. Academy of Management Journal, 37(4), 957-971.
Saloner, G. (1985), 'Old boy networks as screening mechanisms', Journal of Labor of Labor
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