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female discrimination employment
female discrimination employment
female discrimination employment
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While the questions of parental leave is most frequently considered in the light of a woman’s ability to take time off from work after giving birth, the importance of paternity leave must also be considered. Social norms still prioritize a man’s commitment to work above his time commitment to his family, and so taking time off can be difficult. However, a man’s use, or non-use, of parental leave can impact his relationship with his child, as well as the well-being of the child’s mother, and the couple’s relationship as a whole. Additionally, the frequency of use of paternal leave impacts gender equality in the workplace and society.
History
The question of parental leave first became an issue as maternity leave when women began to enter the labor force, in increasing numbers during the 1960s. At this time, it was legal, and common, for women to experience employment discrimination in response to pregnancy and childbirth. Women could be refused employment if pregnant. They could be fired for becoming pregnant while employed. A company could refuse to allow a woman who had worked throughout pregnancy to return to work after giving birth. In 1978, Title VII of the Civil Rights Act of 1964 was amended by the Pregnancy Discrimination Act. This Act established that discrimination on the basis of pregnancy, childbirth, or related medical conditions constitutes unlawful sex discrimination under Title VII. The Act applies to employers with 15 or more employees.
The next consideration was the cost of child care. The federal tax code was changed so that in 1976 families were permitted to take a tax credit for dependent care costs. This tax credit functioned to increase the affordability of child care, supporting the possibility ...
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Vandello, J. A., Hettinger, V. E., Bosson, J. K. and Siddiqi, J. (2013). When Equal Isn't Really Equal: The Masculine Dilemma of Seeking Work Flexibility. Journal of Social Issues, 69(2), 303–321. doi: 10.1111/josi.12016 Retrieved from http://onlinelibrary.wiley.com.proxy.kennesaw.edu/doi/10.1111/josi.12016/full.
Waldfogel, J. (2001). International Policies toward Parental Leave and Childcare. The Future of Children. 11(1), 98-111. Princeton University. doi: 10.2307/1602812. Retrieved from /www.jstor.org/stable/1602812.
Williams, J. Blair-Loy, M., and Berdahl, J. (2013). The Flexibility Stigma: Work Devotion vs. Family Devotion. Rotman Magazine, Winter 2013, 34-39. Retrieved from http://eds.b.ebscohost.com.proxy.kennesaw.edu/eds/pdfviewer/pdfviewer?sid=750e654f-6913-495e-a66c-37b3cf15a670%40sessionmgr114&vid=5&hid=109
The concepts that Kathleen Genson discusses reinforces the analysis Kramer presented in Chapter 4 “The Family and Intimate Relationships” of The Sociology of Gender. First and foremost, both authors would agree that family is a structure that institutionalizes and maintains gender norms. Both authors would also agree that “families tend to be organized around factors that the individual members cannot control.” In Genson’s chapter “Dilemmas of Involved Fatherhood,” the most prominent forces are the economy and social expectations, both listed and explained by Kramer. Genson’s explanation of how it is unfeasible for men to withdraw from the workforce and focus more time and energy on being involved fathers is an example of the economic factors.
The author explores some stereotypes based on what types of jobs are more women’s type of jobs or more manly jobs. Careers such as carpenters and truck drivers are all almost exclusively male jobs, whereas careers in nursing or secretary work are all almost exclusively a woman’s type of work. Since the 1970’s, women have made head way into male dominated jobs. However, the author states that even though women have made it into male dominated jobs, this is not true for the reverse situation. The woman type jobs are still almost exclusively women’s jobs with men making little entry into them.
Ray et al. Parental Leave Policies in 2 Countries – Assessing Generosity and Gender Equality. Center for Economic and Policy Research.
If you and your significant other had a child, would you want to be there to not only support your partner, but to see your child’s first milestones in real life? Of course you would! The problem is most parents miss crucial parts of their child’s life because of the lack of paid maternity and paternity leave in the United States. New families, across the nation, should be allowed a minimum six months of paid maternity leave.
This policy allows working couples to choose how they balance their work and parenting commitment to their new baby. The first two weeks are reserved for the mother but the remaining fifty weeks can be shared between both parents (Glegg, Swinson, 2013).This will definitely give chance to fathers to bond with their infants on an equal footing with the mother. Sarkadi, et al (2007) also suggests that policies should be made that fathers of young children may choose to do part time jobs so they can have time with their
The inability to achieve “work-life balance” has become a major focus for workplace equality activists. When this topic is brought about it is primarily used to describe how woman cannot have a work and home life but instead are forced to choose. Richard Dorment took on this point of interest from a different perspective in his article “Why Men Still Can’t Have It All” published with esquire. Going against the normal trend he describes how women are not the only ones put into the same sacrificial situations, but instead that men and women alike struggle to balance work and home. Dorment opens up by saying “And the truth is as shocking as it is obvious: No one can have it all.” In doing so Richard Dorment throws out the notion that one
Many cases are being brought to the Supreme Court because many companies and employers are not cooperating with the Pregnancy Discrimination Act. Just recently a young women working with UPS was forced into unpaid time off because she was pregnant and was told by her doctor she could not lift more than 20 pounds. She felt that she had been unfairly treated because UPS made accommodations for other workers with disabilities but didn’t offer to make accommodations for her. I think that even though the Pregnancy Discrimination Act is there, many companies and employers are not following it. It is not fair for women who become pregnant to be treated any differently than another worker who has a temporary disability. I think that congress should strengthen this act so that women are not forced to choose between their job and the health of their pregnancy and baby. I think that companies and employers who are not following the rules of this act should be punished in some way. One way could be that if they are not obeying this act, they could be fined. It would make them more likely to follow through and follow the Pregnancy Discrimination Act. With more and more women in the work force, it is obvious at some point a majority of these women will be
The issues surrounding welfare and welfare reform are controversial, political, and difficult to resolve. The debate continues today as to who deserves benefits and who does not. In 1933, President Roosevelt created Aid to Families with Dependent Children (AFDC) as part of the New Deal. This early form of welfare was available to those who could demonstrate a need and the ability to maintain minimal assets of their own. It specifically targeted aid to single women with children. It was a controversial and highly debated subject. Even now, many years later, Congress continues to debate and reform welfare programs. It still brings with it the same intensity, controversy, and conflicting opinion it did years ago.
The Family and Medical Leave Act of 1993 (FMLA) provides certain employees with up to 12 weeks of unpaid leave and job protection for childbirth, adoption or foster care; to care for a seriously ill child, spouse, or parent; or for an employee’s own serious illness (Cañas & Sondak, 2011). It also requires that their group health benefits remain intact during the unpaid leave of absence. The employee must have worked for the employer for at least a year and must have earned 1,250 hours of service during the previous 12 months ((Cañas & Sondak, 2011, pg. 70).
Parcheta, N., Kaifi, B., & Khanfar, N. (2013). Gender Inequality in the Workforce: A Human Resource Management Quandary. Journal of Business Studies Quarterly, 4(3), 240-248.
Recently women’s rights and women’s equality in the workplace has come back to the fore as a topic for discussion in government agencies and the United Nations. Whilst this is a very important topic, when it comes to time off from work when a new child is born, women in the US have some provision, whereas men have none.
With the rise of the modern age economic survival has become difficult for families based on a single income. This economic need along with modern attitudes toward gender equality has resulted in women being represented in the workforce in greater numbers. However, until the 1960’s women faced severe discrimination when trying to enter and maintain a position in the workforce. Often qualified women would be passed over for men with less experience and education. Employers were fearful that women were too emotional and were not equipped to handle the stress of the work environment. Also driving the decision to not hire or promote women was the concern over the additional health care expenses and leave time pregnant employees would require. The road to equal treatment of women in the workforce would begin with the passage of Civil Rights Act of 1964, specifically the portion entitled Title VII. While Title VII offered women some projection against discrimination in the workforce the ambiguity of the law would prevent protection on one key area: pregnancy. The legislation that would remove the final discriminatory roadblock to woman in the workforce would come from the passage of the Pregnancy Discrimination Act of 1978. This momentous act would extend the coverage of Title VII and prevent discrimination of women in employment due to a pregnancy and pregnancy related complications. While the law may have stemmed from a controversial decision by the Supreme Court
Women seem to have more of a family-work conflict than men, so bosses don’t seem to have as much desire, to promote females compared to men (Hoobler, Wayne, & Lemmon 939-940). Men still view women as having a social role, examples are cooking, childcare, and household chores. Men feel threatened, and scared when females are able to handle both work and their personal lives. Excuses are created by men, where they believe females should focus on one role, because they won’t be able to accomplish family roles and work roles efficiently. Women can help themselves with this issue of family-work conflict, by, improving communication with their employers.
Women have persistently been challenged with issues regarding what it means to be a ‘good mother’. Although times continue to change, issues confronting 21st century mothers, remain similar to the ones addressed in past generations. An abundance of mothers in the 21st century are still faced with the complex issue regarding the ‘stay-at-home mom’ stereotype, in spite of the fact that the feminist movement has provided women with more rights in the present-day, then ever before. However, while strides have been made, these changes have had an affect on society’s notion of motherhood. The portrayal of motherhood is determined by countless expectations in which society has established. Such expectancies have expanded, which now effect how motherhood is depicted in different cultures. As a whole the feminist movement has strongly influenced Western Society, which has resulted in women’s suffrage, the right to make individual decisions, and has also led to wide-ranging employment for women at more equivalent wages. However, the emergence of female employment has created a war between ‘stay-at-home’ and ‘working’ mothers, which is often referred to as ‘Mommy Wars’. In addition, female employment provides men with the opportunity to stay at home and become the primary caregiver, which has ultimately had a large impact on societies notion of motherhood, treating them differently than primary caregivers of the opposite gender. This paper will examine how the feminist movement has altered societies notion of motherhood in the 21st century in comparison to past generations as a result of working mothers and stay at home fathers.
Kelly, Jon. "The Politics of Paternity Leave." BBC News. BBC, 26 Aug. 2010. Web. 01 Apr. 2014.