The Gender Revolution: Uneven And Stalled

Introduction: Although the financial crisis happened years ago, the occupation for every participant is still very limited. Because of the limited positions, when the recruiter wants hire somebody, they have to considerate a lot of aspects. For example, they will look at their resumes, experience and their gender. Currently there are still a lot of voices talking about the unfair treatment to women. For example, there is a theory called the glass ceiling, which means the bottleneck that happens to a woman, she is stuck in some level of her career that it is hard for her to get another promotion (Morrison, White, & Van Velsor).this really draws my attention and curious to find out the reasons that prevent women from promotion in the high level

The author points out that woman are achieving more than before. For example, the employment of women increased dramatically. Women’s rate of college graduation is catching up with men’s. There are more women who got professional degrees, such as degrees in law, medicine, and business. Because of the gender discrimination, in the labor market and education it became illegal to stop women from receiving education and career. Women are allowed to have access and entrance to many occupations which were previously male-dominated, such as being a politician. (England, 149-150). The author also explained that there are two reasons that lead to the situation of gender uneven. First, “because of the cultural and institutional devaluation of characteristics and activities associated with women” (England, 161), women can receive more social and economic achievements by getting in to the male-typical career. (England,161). But in the other hand, “men had little incentive to move into badly rewarded.” (England,161). The second reason is “gender essentialism encourages traditional choices and leads women to see previous cohorts of women of their social class as the reference point from which they seek upward mobility.” (England,162). In

In sociology Here are two sections, the first one is the for women’s job. In a family most men are doing better in earning money than their wives (Gerson, 1985; Zussman, 1987). And when managing their families most women are willing to give more attention than their husbands. So this will limited the chances for getting a higher promotions or new opportunities for getting a better occupation (Gerson, 1985; Rosen,1987; Zavella, 1987). So in this condition and the gender stereotypes, women have small amount of chances to achieve their career goals. And because of men have a bigger responsibility in families; their families will give more support and understanding to them not to the wives (Ferree, 1984). Thompson, L. & Walker, A. (1989) says “Job opportunities continue to be segregated by sex, and most women have access only to low paying, no-advancement, often temporary service jobs.” So like I mentioned before, senior employers will not gave much chance to women, because regarding them as putting their families first and jobs at a second place Kessler-Harris's (1987). The second section is about parenthoods. In researches from LaRossa and LaRossa (1981), they found out that Mother can provide care that babies need and mother are willing to sacrifice their time to do it. So if a family has a children, women are willing to focus more attention on their child not on their