Professor Stuart Baker
April 4, 2013
Gender In The Workplace
“Civil rights opened the window. When you open the windows, it does not mean that everybody will get through. We must create our own opportunities.” Mary Frances Berry. It has been almost half a century since the Civil Rights Act of 1964 which outlawed any sexual discrimination. Private companies have also funded and cultivated programs to promote women to the highest ranks. However in 2012 women held only 24% of senior management positions, and earned 74.5% compared to their male counterparts, according to the 2012 International Business Report by ILO.org. A person’s gender can have a huge impact on their experience with a company; according to recent research women hold fewer of these job titles than men because they are less likely to hear about the available positions from co-workers as early as their male associates. Lisa Torres and Matt L. Huffman, Sociology researchers at the University of California-Irvine, studied groups of men and women and tracked census data to identify patters in the way our different genders network. There finders were posted in a 2002 study “Social networks and job search outcomes among male and female professional, technical, and managerial workers; found in Sociological Focus. They found that both men and women build specific networks tailored to their own gender, we may be more familiar with this pattern in regards to the phrase “Birds of a feather flock together” According to Torres’ and Huffman’s theory of social networking: Men hold 80% of senior management positions, give or take, so they are more likely to hear about job openings at that level. The bottom line is that women who understand these networking tangles can take the necessary steps to address them, physically and psychologically, by extending their gender network and strengthen their personal pitches when applying for upper level management positions.
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