In fact, in the United States and a number of other countries, women now actually exceed men in educational achievement. Obviously, there is not a problem with female achievement. The problem is, however, that women are significantly underpaid and sometimes excluded from obtaining certain jobs just for being a woman. While there are many solutions to this problem it is best to tackle the initial foundation of this gender segregation in the workforce – the jobs themselves. Employers need to promote gender equality as well as enforce it in order for women to obtain job titles that are generally given to men; however, it is the woman's job to prove that she can be just as successful in that field of work as a man, and deserves equal pay as a result.
We say this now because women can have jobs that were once only allowed for men. They can become doctors, lawyers, or political figures. However, the wages that they make vary. The women still make less than men, for doing the exact same job. And if you look at the way society presents the women in these professions, they are the ideal of female beauty, “they reflect white, abled, middle-class standards” (192 Women’s Voices).
The goal on gender equality and impact of gender discrimination varies from country to country, depending on the social, cultural and economic contexts. Anti-discrimination laws have performed a critical role in expanding work place opportunities for women, yet they are still denied full equality in the workplace. Even though they can now secure powerful professional, academic and corporate positions once reserved for men, the ever present glass ceiling still deters the advancement of large segment of the female workforce (Gregory, 2003). Interest in the careers of females remained strong among both scholars and practitioners. Women have made considerable progress in entering the managerial ranks also but not at the highest levels.
Men feel like they can take advantage of women because they are superior, but that is completely wrong. Men should treat women the same way they treat their mothers, with respect. Also, stereotypes and gender bias have driven women who are interested in STEM fields away because they assume that STEM fields are for men only because of the stereotypes. An article stated, “Women have been deemed poor leaders because they spoke about team achievements by saying “we did… rather than I led the team…” (2016, Athena Macrow) Some reasons that make me believe some women do not go into STEM fields even though they are very good in math and science is because they might not be passionate about working in STEM fields or because they are interested in a different field of
The view of many feminists was that she didn't use enough of her power to help women gain equality. However, since her resignation in 1990 the number of women in senior government positions has risen dramatically. She also put a huge amount of emphasis whilst she was in power on the family being a unit, and working together. Now more than 20% of MPs are women. Although equality is far from being achieved, it is a large advance from previously when there were next to no female
According to Louann Brizendine, author of The Female Brain, this is because “girls do not experience the testosterone surge in utero that shrinks the centers for communication, observation, and processing of emotion, so their potential to develop skills in these areas are better at birth than boys’” (Brizendine 15). This in turn causes women on average to be more interested and better at these skills. The brain’s struct... ... middle of paper ... ...e prolific even though they have the same number of brain cells. Based on the data collected, it seems that the number of brain cells doesn’t affect the differences between males and females. The brain’s structure, size, and hormones cause these major differences.
The increase in the number of women through quotas may thus eliminate the tokenism effects and reduce the Queen Bee effect. Female subordinates report experiencing greater stress and physical problems from working for a female manager compared to a male boss (Schieman and McMullen, 2005). There was no difference in levels of stress for men. Women leaders may be more likely to be critical to their female than male subordinates because successful women do not like to be surrounded by female competitors (Schieman and McMullen, 2005). However, as more women are in high-power positions, tokenism is no longer present and thus, there may be a diminishment of the Queen Bee syndrome.
First, even though there has never been proof that women are inferior to men, or are less capable, women were and still are discriminated. Second, although women aren’t considered mere pleasures anymore, and are given more rights, they are still considered minority. Third, during a divorce, men adjust better, with their preoccupation on their work, and often tend to have the upper hand of the divorce. Fourth, men are the householders despite the fact that most households are ran by women and are biologically more connected to the children. Lastly, although many girls of today consider diverse jobs, some are hindered by their gender.
These stereotypes caused men to not be considered as unsuitable nurses and are criticized greatly when they do choose the path of a professional nurse. Although the number of males enrolled in nursing has increased, there are still very few. Thus, the professional nurse is greatly viewed as female aides, provocative, and not a profession for men. One way that society views nurses are
The next problem women face is unfair pay. The U.S Bureau of Labor Statistics found that women working 41 to 44 hours per week earn 84.6 percent of what men working similar hou... ... middle of paper ... ...ld. Women are most often stereotyped as only being nurses or other lower-end health professionals. There is a huge difference between the percent of males and the percent of females when it comes to more advanced medical fields. A study conducted by Reed and Fischer found that women are not promoted at the same rate as men in medical fields.