Background
Women’s emancipation has known a very sinuous journey. Being traditionally associated with the domestic sphere, with the roles of wives and mothers, in time women gained the right to vote and they gradually integrated in the public sphere, by becoming active members of the society, working alongside men. Women’s participation in the workforce is a fact accepted and embraced by almost all societies throughout the world. Nevertheless, although they have proven their competencies and abilities to work just as efficiently as their male colleagues, even nowadays, women face the challenge of unequal salaries, unequal career development and promotion opportunities in the workplace. As such, in 2010 American women were earning on average 81% of the salary of their male counterparts, a visible increase from on average 62% from men’s salaries in 1979, which indicates that progress has been made in reducing the gender pay gap. This biased organizational behavior is visible in our current working environment in the fact that in most companies the masculine presence prevails in the managerial positions, with a shy feminine presence, which indicates the paternalistic conception according to which men are more suited for top management positions than women and in general, more suited for the working environment than women.
Citing the Trade Union Confederation (2009), the International Labour Organization informs that the global gender pay gap goes from 3% to 51%, with the global average reaching 17%. This statistic suggests a concerning prediction about gender pay gap and of gender inequality in the workplace, according to which women are more vulnerable than men to living in poverty.
In fact, in less developed countries, the access to equal working conditions and opportunities is a unrealistic objective to be attained in the near future, because women live in poverty and extreme poverty, being employed in sweatshops or being exploited in other forms of employment. These are realities of the 21st century, when, in some states, women are considered second-class citizens and accordingly second-class workers.
However, the discussion about gender equality is not limited to women, and the topic of gender equality in the workplace refers to the access of the same benefits, rewards, opportunities, career development plans for men and for women. In this context, it is worth mentioning that workplace equality also comprises a focus on men’s challenges of achieving access to family oriented flexible working schedule, while they are more facile achieved by women.
In the context of an increased focus on workplace equality in the business environment, this report will discuss about gender equality in the workplace, analyzing this specific topic in the working environment from United States, California, by investing the code of conducts, company requirement, policies that hinder or promote gender equality/inequality or the education values in various organizations.
Scope
United States is a developed country, with a strong democracy, wherein the feminist movements have profoundly marked the society, changing the traditionalistic views about women being isolated in the familial landscape, shaping the public opinion about women’s public role and their status in society. However, despite the fact that women are working in various industries, holding various positions that often challenge men’s authority in industries traditionally dedicated to men, they still face a gender pay gap. In this sense, the report will examine the gender wages, by investigating the job requirements, company culture, the relationship between employees and employers and the report between men and women’s positions in the workplace.
Limitations
Because this report will solely be using secondary research, it will be limited from offering an accurate perspective of the real working environment from California, in relation to gender equality in the workplace. Moreover, this research is conducted without any funding available. Another limitation is imposed by the timing aspect, leaving only several weeks for developing the research.
Methods of Research
The report will be developed based on the secondary research method, utilizing references available at John F. Kennedy Memorial Library at California State University, Los Angeles, related to the examined subject. Internet data from International Labour Organization and other official online sources and journals focused on gender equality in the workplace will be included in the research.
Preliminary Outline
I. Introduction
A. Background
B. Statement of Purpose
C. Scope
D. Limitations
E. Methods of Research
II. Findings
- Company Requirements
1. Company Culture
2. The relationship between employees and employers
- Gender Equality/Inequality
1. Male/Female
2. How are males positions compared to females in the workplace?
3. How about pay/salary?
- Education Values
1. Perspectives on female and male on education
2. How does this reflect the workplace?
III. Conclusions and Recommendations
A. Conclusions
B. Recommendations
Bibliography
“About Workplace Gender Equality”. Workplace Gender Equality Agency. <http://www.wgea.gov.au/learn/about-workplace-gender-equality> [accessed online January 2014].
“Gender Inequality and Women in the US Labor Force”. International Labour Organization <http://www.ilo.org/washington/areas/gender-equality-in-the-workplace/WCMS_159496/lang--en/index.htm> [accessed online January 2014].
Nelson, Robert, L. & Bridges, William, P. Legalizing Gender Inequality: Courts, markets and Unequal Pay for Women in America. Cambridge: The Press Syndicate of the University of Cambridge, 1999.
“The Geography of the Gender Pay Gap: Women’s Earnings By State” <http://www.forbes.com/sites/meghancasserly/2013/09/19/the-geography-of-the-gender-pay-gap-womens-earnings-by-state/> [accessed online January 2014].
