Difference in payment
The greatest problem that the company Dell had sometimes in the past was about the disparities in the payment of workers in relation to gender. The women had found out that their payment was so meager compared to their male counterparts (Buenger & De, 2011). The problem in Dell Company was however small. Women never used to be in the employment scene until the recent times especially after the industrial revolution when women started getting into the industries in search for jobs. The number has increased in the present times and women demand equal rights with men in organizations (Thompson & Armato, 2012). The most recent case related to gender and pay inequality was filed by a woman employee in dell who was claiming that the organization was acting discriminatively on her despite the fact that, the case never proceeded because the plaintiff could not be reached. It, therefore showed that, women were discriminated in regards to pay in the company.
It is very true that Dell straggled to do away with gender discrimination, but it still found itself in a scenario where men occupies the big offices where they are paid up to $150,800 unlike the women (Tilly, 1998). The Guardian’s annual survey of boardroom pay found that only one of the boardroom seats out of the 15 seats are occupied by a woman. In most cases, such a woman holds a part time duty. For this reason, there exists a difference in wage differentials between men and women even in the same positions, men are paid better than women.as the company struggled to ensure that women were equally placed with men in the organization, the result still showed that a good number of men still occupy the big offices unlike the female workers.
Glass celling
In as much as women are allowed to move upwards in management, they only found themselves prevented at some level from moving upwards in position and pay (Plunkett, 2007). They always faced the glass ceiling that could not allow them get promoted beyond some position in management. In Dell, the numbers of women occupying the managerial positions are very few they represent close to 10% of the whole organization. Women are allowed upward mobility but to some extent that forms the glass ceiling. Women have the capability to move even higher in the job position within the company, however, there are factors that hinder them from most senior positions, and they are at times entangled with family issues that make the organization to limit them to some positions. Unlike women, men have the ability to move upwards in the job line. Men easily move up to take senior positions in the company since they are not restricted.
Workplace Demographics:
In Dell, unlike the other companies in the industry, it tried to balance the number of men and men working in different sections. In as much as the number of women in the business side outweighs the number of men by close to 40%, the men are well represented in the same. It is because of the various challenges that women used to have that made it more preferable to position them in the business side that is more flexible to them than any other section (Plunkett, 2007). The company spokesperson openly said that, the women get to some point in their careers when they have to balance both home and work life only to find that there is extra pressure on them compared to men. On the other side, there are more men in the technical side of the organization more than women. It however does not refute the fact that there are a good number of women in this side of the business, for example, the design department of the organization had been headed by a woman showing that they were also represented.
Reference
Buenger, W. L., & De, L. A. (2011). Beyond Texas through time: Breaking away from past interpretations. College Station: Texas A&M University Press.
Plunkett, J. (2007). Plunkett's e-commerce & internet business almanac, 2007. S.l.: Plunkett Research.
Thompson, M. E., & Armato, M. (2012). Investigating Gender: Developing a Feminist Sociological Imagination.
Tilly, C. (1998). Durable inequality. Berkeley: University of California Press.
