Gender inequality persists in the workplace. While women now make up around half the workforce, they remain underrepresented in leadership positions and continue to earn less than men for similar work. This pay gap can be partially explained by women more often taking on lower-paying jobs and prioritizing family responsibilities over career advancement. However, gender biases and stereotypes also contribute significantly to inequality. Studies show women are judged more harshly than men and face barriers when breaking from traditional gender norms. Overcoming inequality will require addressing its deep-seated structural and societal causes, not just individual factors.
Gender Inequality is one of the most common topics given in presentations in schools and colleges. this ppt can be used to explain the content and analyze the causes of gender Inequality.
Gender Inequality is one of the most common topics given in presentations in schools and colleges. this ppt can be used to explain the content and analyze the causes of gender Inequality.
this ppt is about the presence of women in politics all over the globe, mostly the ways of women entering in politics, its effect and the empowerment of women in politics
this ppt is about the presence of women in politics all over the globe, mostly the ways of women entering in politics, its effect and the empowerment of women in politics
Race, Gender, and Institutional Differences in Engineering Persistence. By Ma...ADVANCE-Purdue
Using whole-population student records data from multiple institutions for cohorts matriculating in engineering from 1988-1998 and graduating through 2005, the extent to which institutional variation exceeds variation by gender and race discovered in earlier work is explored graphically and using multiple measures of persistence. A powerful new graph design illustrates the intersectionality of race and gender, the importance of institutional variation, and the diversity of pathways that can lead to the same overall rate of persistence. The results make it clear that some underrepresented racial groups can succeed while others do not succeed at the same institution, emphasizing the importance not only of disaggregating race and gender, but of disaggregating various races rather than considering underrepresented minorities as if they were a homogeneous group.
156488 Workplace Gender and Racial BiasWorkplace Gender and Ra.docxdrennanmicah
156488 Workplace Gender and Racial Bias
Workplace Gender and Racial Bias
Name
Instructor
Date
Introduction, problem statement, and purpose
Introduction
Historically, the rates of participation of Black women in the labor force have been studied. Many studies have found high labor force participation in this category. Despite the high number, Women of color have not reached economic equity with other ethnic and gender groups as they have to bear the burden of gender and racial discrimination in the workplace. The discrimination represents a considerable potential source of problems such as job-related stress and low income compared to their peers. As a result, the discrimination is reflected in other areas such as the inequities, personal and financial advancements.
Workplace discrimination manifests itself in multiple ways that may range from intentional and overt to subtle and ambiguous, as well as from institutional to personal whether through organizational processes, profiling or statistical discrimination. It operates differently in different domains and may cumulate with time across or within domains. Regardless of which form workplace racial and gender discrimination takes, it creates barriers to opportunities and equal treatment and can have negative effects on a range of outcomes. Due to the nature of the problem, historical and ethnographic studies on African American Women provide important textural details about the impact that the practice may have on individuals, organization and the economy. As a result, organizations have implemented policies to prevent discriminatory practices in the workplace against minority groups. Additionally, the current law prohibits discrimination on the basis of a range of characteristics. Due to these changes, there is a need to determine whether workplace discrimination against African-American Women still persists despite the measures available. This research work will make an important contribution to this field by assessing the level of discrimination against women of color in today’s workplace.
Problem statement
Despite evidence that workplace discrimination has significant impacts on the lives of the victims and well as the organizations that allow it, little is known about the level of discrimination following anti-discrimination policies and laws. Additionally, only a few researchers have assessed the level of workplace discrimination against African-American women. A lot of studies aim to explain racial differences in women's employment such as occupational mobility, earnings, and labor force participation rates. Although these studies serve their purposes, they tell us little about the actual level of workplace discrimination or factors that influence it.
Hence, the empirical knowledge about how conditions at work influence job experiences among African American women is inadequate. For example, studies of job conditions such as low decision-making authority, low task var.
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This is the film link
https://www.youtube.com/watch?v=nGQaAddwjxg
This is a critical analysis of the film Birth of a Nation; the analysis must answer the following questions:
What was the film about?
What do you think was the director’s main goal in making this film?
How does it help us to understand the history of racism in the U.S. at that time and today?
What problems do you see with the film especially the ways in which the film portrays African-Americans and the Ku Klux Klan?
Crucial: your critique must be analytical, critical, and not only descriptive.
Grading of the Critique:
The review will be graded according to the quality of content, composition, and critical analysis. I will examine whether you have addressed the assignment, answering the four questions posed above.
The finished review must be in typewritten form, (5 pages) double spaced, the typed size must be 12 pt. Times New Roman font is required. Bold lettering is not acceptable. A cover page is required. It must include the title, your name, the date, and the name of the course. You do not need to use other sources for your critique but you may use them. If you use other sources aside from the film, you must include a bibliography. All sources must be cited according to the Turabian Style Manual. Outside sources not allowed.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
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Foodservice Consulting + Design
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
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Foodservice Consulting + Design
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
1. Running head: GENDER INEQUALITY IN WORKPLACE 1
Gender Inequality in Workplace
Name
Institution
2. GENDER INEQUALITY IN WORKPLACE 2
Gender Inequality in Workplace
Over a recent couple of years, the world has experienced the biggest recession in
approximately a century. Therefore, it is clear that its revival would be amongst other
measures; need best of ideologies, innovation, and talent. It’s therefore more vital than earlier
for countries and companies to be keen on one of the essential foundations of economic
growth to them which are the talent and skills of female human resources. From being clients
to voters, employers, and employees, women play a significant part of the worldwide
economic recovery. Indeed, it’s not just restricted to an economic and financial system that is
the necessity of rethinking, reforming and reconstructing. Women constitute to an
approximately half the inhabitants and without their empowerment, involvement, and
engagement one cannot anticipate to efficiently attain rapid economic recovery nor meet
these recent challenges. The worldwide gap between women and men is persisting as there
are several efforts to be carried out regarding legislation, politics, health and education before
women can be capable of counted in authority with men.
Gender equality is a term used to explain the equivalent balance between women and
men in every life’s field. However, it does refer to the equivalent treatment got by both
women and men. It’s also called equality of genders. Each country and individuals of the
country have a different perspective towards gender equality. Gender roles and gender
equality go together in the economy of today. These two ideas complement one another to the
level in which one has to understand about both to completely comprehend the capability of
either. The roles of gender are roles every sex is provided with. These are stereotypical kinds
of stuff. For instance, things like males work, and women cook. In the economy of today,
men and women aren’t equal. Gender roles and gender inequality are one of the biggest
issues in our countries. Gender is how individuals are seen by the public. This is engraved in
3. GENDER INEQUALITY IN WORKPLACE 3
the mind at a tender age and is molded and formed via childhood, puberty, adulthood, as well
as late adulthood. Every stage comes with diverse thoughts concerning gender and power.
This analysis will be focused on the theory of feminism. The key point feminists have
emphasized about gender imbalance is that it’s not a personal matter, but is profoundly
instilled in the societies’ structure. Gender inequality is developed into marriage organization
as well as families, the economy and work, religions, politics, the art and various cultural
outputs, and the very dialect we talk. Equalizing women and men, therefore, requires social
and not personal solutions. Considering other theories, the conflict theory, and the structural-
functional theory go together when handling gender equality. It is a power dispute, but only
since this is the way society is arranged and maintained.
Literature Review
Existing cultural favoritisms deny both females and males equivalent opportunities in
the place of work. Cultural favoritism has been ascribed to test research in which similarity
between females and males was made (Foshi, 2000). Studies demonstrate that when women
break traditional gender standards by showing to be knowledgeable leaders, evaluators
viewed them to be less agreeable and less inclined to be suggested for promotion or hiring
(Heilman, et al., 2004). According to Reskin (2000), minorities and women will probably be
employed when gender is not known in the process of selection. Williams and Bornstein
(2008) recognized three main sources of favoritism in the women’s evaluation compared with
men. To start with, women are judged via stricter principles as opposed to men making it
harder for them to seem competent. Secondly, men need to give a persuading demonstration
of inadequacy to be judged inept. Thirdly, men have a tendency to be judged based on their
potential for achievement, while women are judged based on what they have previously
achieved.
4. GENDER INEQUALITY IN WORKPLACE 4
In their study on gender inequality in the place of work, Parcheta et al. (2013) utilized
information from past studies to analyze the cause disparities’ cause in the place of work.
They found that, even though current constitute of the work power is 48 percent female and
52 percent male. Women are too represented nearly equal with men in the labor force. With
regards to low as well as middle level administration positions women and men are also
represented nearly equal. However, this isn’t the reason with top administration positions and
women to make a smaller amount of dollar as compared to men for similar positions and
obligations. Parcheta et al. (2013) examines conceivable reasons as to why women earn a
smaller amount. In their study, the discovered that one reason why women earn a smaller
amount and don't get what they need is due to the fact that women brought up to believe that
pleasant girls do not ask. Women regularly earn a smaller amount and don't get what they
need for the basic reason of not negotiating or speaking up.
According to Sara Laschever and Linda Babcock, they highlight about women’s
observation that their situations are more fixed and less debatable than they truly are. This
states that, with the assumption made with some women, something or somebody else is
under control (Babcock and Laschever, 2003). Babcock carried out a survey analysis, where
respondents rated every query on a 7 point scale on the extent to which they either concurred
or couldn't concur with every statement. The answered questions of the respondents, for
example, "there are several things available to individuals, if only individuals request them."
The outcomes are allied with what might be accepted. Women were 45 percent more possible
to attain lower as compared to men on the point scale. Hence demonstrating how men
recognize the significance of inquiring what they need. Overall men only ask what they need
with higher frequency than women (Babcock and Laschever, 2003).
In an analysis to experiment two possible clarifications for constant income disparity
between female and male self-employed experts, Mueller (2007), uses a career motivation
5. GENDER INEQUALITY IN WORKPLACE 5
model/gender role to develop a series of theories that clarify observed gender-based income
inequality among self-employed experts. To start with, men are more probable as compared
to women to be encouraged by capability for big income to set up an expert practice.
Secondly, men are more probable as compared to women to take on a thinking-over-feeling
conscious decision-making method. Mueller experimented hypothesis utilizing multivariate
regression study with information drawn from a large-scale nationwide review of female and
male veterinarians in private exercise. The study discovered that male veterinarians
demonstrated less sympathy toward their customers and will probably utilize a thinking-over-
feeling decision-making method than were female veterinarians. Additionally, practice
income was higher for feeling-over-thinking decision-making style and male veterinarians
with thinking-over-feeling decision-making style and high customer empathy (CE) than for
male veterinarians with low consumer endplay.
The feminine style of administration also utilizes a feeling approach in decisions
making. This implies the feeling forms “prefers decisions making based on sympathy,
allowing emotion, subjective values, and the aspiration for harmony get into the equation"
(Mueller, 2007). The manly style of management utilizes a thinking approach in decisions
making. The thinking approach "prefers principles, laws, standards, logic, and objective
values decision making" (Mueller, 2007). Research demonstrates that a bigger number of
men do prefer the thinking approach of masculine, where more women incline toward the
feminine style of feeling in decision making. Self-employed individuals who utilize the
feminine methodology earn less since often emotion may come into play in decision making,
which prompts making a sympathetic choice not in the support of increased incomes and the
main issue. This prompts the conclusion that "self-employed experts who are profoundly
sympathetic in their trading with customers will earn a little level of profit than self-employed
experts who are less sympathetic" (Mueller, 2007). While this study was restricted towards
6. GENDER INEQUALITY IN WORKPLACE 6
American veterinarians, future examination on income disparity ought to be expanded to
incorporate other self-employed experts or other countrywide settings.
In another analysis to investigate gender inequality, particularly females and
economic discrimination, Kelsey (2013) used the date from United States Census Bureau,
American Association of University Women and National Center for Education Statistics to
investigate gender inequality. Kelsey made a focus on different gender discrimination,
economic discrimination, and court rulings. As far as economic discrimination is concerned,
Kesley discovered that the male-to- female median normal week per week incomes ratio was
0.82 in the year 2011. This ratio depends on women who are employed for a full time in
salary and wage jobs having a median normal week by week incomes of $684.00 contrasted
with men with a normal middle week by week income of $832.00. The gender wage gap has
been explained as a false feminist perception that doesn’t take into account variables instead
of wage discrimination. As per this hypothesis, women make a little amount of money due to
the decisions they make, for example, lower-paying occupations, less education, and
prioritizing the obligations of being a female parent (Farrell, 2005).
In a study conducted by Knowles et al. (2002), a representation was approximated in
which the particular educational levels of men and women were incorporated as separate
factors. The study demonstrated that educational contrasts between the genders (the sex
education gap) adversely influence growth, whereas education’s level amongst women had a
great effect on labor profitability. 14 For the situation of men, this impact was less obvious.
Knowles approximates a neoclassical development model that incorporates male and female
educations as separate descriptive variables. The model may be re-parameterized so that the
sexual orientation gap in learning gets into the model. The translation of its coefficient relies
crucially on what various education variables seem in the equation. The normal long-run
impacts of male and female education on yield per laborer are approximated for a cross
7. GENDER INEQUALITY IN WORKPLACE 7
portion of nations utilizing long-time averages of the information. The outcomes support the
emphasis of World Bank on the significance of female training in raising labor profitability
and are vigorous to different sensitivity analyzes.
Klasen (2002) utilized panel and cross-country regression to examine how a gender
imbalance in education influences long-term economic development. Such disparity is found
to have an impact on economic development that is vigorous to changes in details and
controls for capable endogenetic. The outcomes recommend that gender imbalance in
education directly influences monetary development the normal level of human capital.
Moreover, development is by implication influenced through the effect of gender imbalance
on population growth and investment. Klasen (2002) discovered the same positive effect
from the education of women. This analysis further noticed that gender balance indirectly
influences economic development in that it additionally influences. Population growth and
investments in the nation. Raising the educational level of women also affected significantly
on child mortality and fertility and hence on life expectancy in the nation concerned – the
research has been amongst the most significant for raising expectations for everyday
standards in a country that is developed. Klasen also argued that that fostering gender equity
in employment and education can be one of those several policies termed as 'win-win'
strategies.
Conclusions
Women in the public eye are regularly seen as the smooth, milder, and not as a
physical gender. However, in truth this is not as it truly may because women can be pretty
much as hard, physical, and rough as men. Regularly females are paid less for the same job as
men simply because of their gender. They are not qualified for particular things. It is without
doubt females who get the most disparity yet there are situations where men are dealt with
unequally, for instance – the military where females are not permitted in battle circumstances.
8. GENDER INEQUALITY IN WORKPLACE 8
What's more, frequently women are seen as unequal in the workforce, along these lines a few
individuals see it that women ought to stay in the home working there cleaning, cooking, and
other household things. In any case, more than half of homes in America are double pay.
However, as specified gender disparity is not only America but also the world.
Studies reveal that work related isolation and differences in income depend on gender.
This contention is legitimate. Women get more advancement opportunities in the work place.
According to Michael, Hartmann, and O'Farrell (1989), from 1980-1986, women had 1.3
more promotions than men, but men were paid higher than women.
In the past two decades, the government has established laws and regulations to
diminishing victimization of women in the working environment (Michael, Hartmann, &
O'Farrell, 49). In spite of the endeavors, women keep on gaining impressively not as much as
men. Michael, Hartmann, and O'Farrell Argue the way that females take lower-paying
occupations than men . This contention bodes well since a fundamental reason women work
is to accommodate their children. This is the reason women accept a job not given pay, but
rather on need. Regardless of what are is investigated, women keep on coming up short
(Meyer & Herd, 2007). Consequently, the net worth of women is not as much as men's.
Men and women are not equal in the current economy, as a result of the thoughts that
have been produced about sexual orientation roles. In the work environment, the
opportunities for males and females are not the same. There is an imbalance in labor, science,
therapeutic, and educational occupations. Thus, the net worth of males and females are not
equal. This causes disparity in things such as nursing homes and retirement benefits.
Taking everything into account, the imbalance in the between males and is affected by
gender roles that are molded, learned, and shaped through one’s life. Although men are also
affected, it is not to the degree that women are. The role is to impact individuals to act in a
certain manner. This thus influences the economy of the country. Women take lower paying
9. GENDER INEQUALITY IN WORKPLACE 9
employments, men get higher pay rates, females will probably end up in poverty, and thus
elderly women are punished with low net worth. With these substantial contentions, it can be
said that gender inequality still exists and may continue existing unless serious measure is
instituted. Gender inequality is a quite undeniable issue in the world. It exists around the
world, including America. Sexual orientation disparity exists between the ordinary male and
female Americans. There are bounty examples of imbalance in the workforce as well as in
homes.
10. GENDER INEQUALITY IN WORKPLACE 10
References
Babcock, L., & Laschever, S. (2003). Women don’t ask Negotiation and the gender divide.
Princeton: Princeton University.
Foschi, M. (2000). Double standards for competence: Theory and research. Annual Review of
Sociology 26(1):21–42.
Meyer, H. M, & Herd, P. (2007). Market Friendly or Family Friendly?: The State and
Gender Inequality in Old Age. New York: Russell Sage Foundation
Heilman, M.E et al. (2004). Penalties for success: Reactions to women who succeed at male
gender –typed tasks. Journal of Applied Psychology, 89, 416-427.
Michael, R. T., Hartmann, H.I., & O'Farrell, B. (1989). Pay Equity: Empirical Inquiries.
Washington, D.C.: National Academy.
Mueller, S. L. (2007). Gender-based income disparity among self-employed professionals.
Journal of Enterprising Communities, 1(4).
Parcheta, N., Kaifi, B.A., Khanfar, N.M. (2013). Gender Inequality in the Workforce: A
Human Resource Management Quandary. Journal of Business Studies Quarterly,
Volume 4, No 3.
Reskin, B. (2000). The proximate cause of employment discrimination. Contemporary
Sociology, 29, 319-328.
Williams, J. C., & Bornstein, S. (2008). The evolution of “FReD”: Family responsibilities
discrimination and developments in the law of stereotyping and implicit bias.
Hastings Law Journal, 59(6), 1311-1358.