Despite the passage of Title VII of the Civil Right Act of 1964, which bans discrimination in hiring, pay, promotion, and the conditions of employment on the basis of sex, race, color, national origin, and religion, but women still have a persistent problem with discrimination in workplace . Employers who engaged in unfair hiring practices attempted to justify making discriminatory hiring decisions for several reasons (Peter Reed 928). Some employers believed women lacked the skills and qualifications necessary to perform nontraditional and higher-paid positions simply because of gender. Other employers who hired or promoted women into supervisory or management positions prevented those women from attaining higher-level roles, which is referred to as the "glass ...
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...ly in a variety of fields, but should be first priority is the recognition that there is a gender bias exists. Another must have commitment to eliminate gender discrimination in the workplace. Moreover, the impact of gender bias is related to economy. Laws were first adopted which aimed at a general prohibition of discrimination against women and other groups that were historically disadvantage in the labor market (Bernstein, Stephanie 495). Legislative measures were then implemented to impose obligations on employers with a view to achieving equality of outcomes for men and women in terms of wages and access to employment. These legal standards used to deal with discrimination have had a definite positive effect. However, they are chiefly aimed at the “standard’ work situation and are more or less well-adapted to the changes which have occurred in the labour market.
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