Gender Discrimination at the Work Place

Topics: Employment, Discrimination, Gender Pages: 7 (2521 words) Published: December 10, 2013
Gender Discrimination at the Work Place
Introduction
According to Gorman (2008), gender discrimination is the practice of denying or granting rights and/or privileges to an individual based on gender. This practice is acceptable and longstanding to both genders in some societies. In some religious groups, gender discrimination is considered as part of the norm, especially discrimination on women. However, in most countries that are civilized an industrialized, it is considered to be illegal uncalled for. Gender discrimination is a term used in sociology to refer to undertaking treatment towards or against an individual of a certain group based on his/her class or perceived category. The term refers to beliefs and attitudes that people develop in relation to the gender of an individual. It is mostly pointed towards adverse action against another human being that would not have taken place if the person was of a different sex. It also refers to letting an individual’s sex become a factor when it comes to deciding about hiring, promotion on a job, or any other benefits that comes with employment. In most cases, it affects the female gender, and they always feel that they are being unfairly discriminated against by men. People’s attitude toward discrimination based on gender can be traced back to the beginnings of certain aspects and beliefs of the society. Discrimination is mostly attributed to religious stories related to the origin of man, where man is regarded as superior and the woman is her helper. Different literary fictions also refer to females being the weaker and fairer sex and the males are regarded as strong and invincible, hence they control the females (Katarzyna, 2012). The combined force of the religious and societal beliefs about gender has left a gap on what is right, and it has become a major issue up to date. Traditionally, gender discrimination has been viewed as a problem mostly encountered by the females, but it males have also fallen victim of it. For example, some jobs which were customarily or historically regarded as women jobs can be denied to men following social stigmas. Such jobs include nursing jobs and flight attendants (Held, 2006). Nadler and Stockdale (2012) points out that gender discrimination in the workplace raises concern in most organizations and companies. The increased cultural diversity with regard to gender in the workplace has made employees from different backgrounds to work together work together in order to meet the objectives and goals of the organization. However, employee differences have lead to misunderstandings between workmates as a result of gender discrimination. Employers therefore have a great responsibility to their employees to protect them from any form of discrimination including those related to gender in the workplace. Types of Gender Discrimination

According to Katarzyna (2012), there are two main types or categories of gender discrimination, which are disparate treatment and disparate impact. Disparate treatment refers to treating an employee differently because of their gender, such as a worker being asked discriminatory questions during a job interview based on his/her gender, an employer may choose not hire based on gender, an employee can be wrongfully terminated in employment based on gender, or pay might be unequal in certain organizations based on gender. When it comes to disparate impact as a type of gender discrimination, the company policies and practices are taken into consideration. Practices and policies of a company in relation to excluding certain individuals of a particular gender from a job or job related benefits such as promotions falls under this category, although some of the policies or practices were not designed to create discrimination. For example, many fire departments have a policy of hiring men based on their masculine strength; hence it is a requirement for hiring firefighters that in most cases exceeded what is needed by an...

References: Coy, P., & Dwoskin, E. (2012). Shortchanged: Why women get paid less than men. Bloomberg Businessweek, 4285.
Nadler, J. T., & Stockdale, M. S. (2012). Workplace gender bias: Not just between strangers. North American Journal of Psychology, 14(2), 281–291.
Gorman L. (2008). "Discrimination". In Henderson D. R. (ed.). Concise Encyclopedia of Economics (2nd ed.). Indianapolis.
Held V. (2006). Ethics of Care. Oxford: Oxford University Press.
Katarzyna B. (2012). Responding to lexical stimuli with gender associations: A Cognitive–Cultural Model. Journal of Language and Social Psychology 32: 46.
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