In this discussion, I choose to explore the issue of gender equality in places of employment. I choose the problem because even though the constitution protects the rights of all American citizens and prohibits discrimination based on gender or otherwise, I have previously worked in places where it was apparent that women were discriminated in various ways. I also have several female friends as well as family members who have told me that they are discriminated against in their places of work or sometimes treated with less respect as compared to their male counterparts. Women have shown the capability of delivering just as well as men in their work and therefore, they should be respected and treated equally to their male counterparts. Treating women fairly is essential for their economic growth as well as psychological well-being.
Elwér, Sofia, et al. "Patterns of Gender Equality at Workplaces and Psychological Distress." Plos ONE, vol. 8, no. 1, Jan. 2013, pp. 1-10. EBSCOhost, doi: 10.1371/journal.pone.0053246.
The study aimed at examining the gender discrimination patterns in places of work an establishing the relationships between the patterns of gender discrimination and psychological issues among women. The researchers used questionnaires as well as register data concerning the workplaces of participants to collect data from the sample (n=715). The registers showed various gender equality indicators like the ratio of male to female workers, the salary and levels of education among other factors. The researchers used cluster analysis to examine the patterns of equality, and they used the chi-square to analyze differences in psychological distress while considering the socio-demographic factors and previous psychological issues among the participants. After the cluster analysis, it was clear that six clusters had different patterns of gender equality in places of work that caused psychological stress among women but not men. Women with the highest distress worked in places that had very high gender inequality. Gender equal environments caused the lowest distress among women employees. The conclusion of the study was that gender equality is important for women to have good mental health and for their association with their male colleagues to be good. Also, the health policies of countries should consider gender equality in places where women work as a social determinant for the psychological health of women.
The arguments of the authors are based on empirical evidence that came from s study that they conducted. Therefore, the information is reputable. Also, Sofia Elwer, the principal researcher is an expert in public health as well as sociology. Consequently, she is conversant with both issues of health as well as sociology. The use of empirical evidence removes the chances of bias, and therefore, the research will be used in showing the relationship between the health of women and the gender equality in their places of work.
Gaines-Ross, Leslie. "When the Media Covers Gender Inequality, the C-suite Listens." Harvard Business Review Digital Articles, 21 Oct. 2015, pp. 2-4. EBSCOhost, search.ebscohost.com/login.aspx?direct=true&db=bth&AN=118685356&site=ehost-live.
Leslie Gaines-Ross is a senior reputation strategist and consultant. Therefore, she has a lot of field experience I the issue of gender equality in the workplaces of the United States of America. According to the author, very few women are represented in the leadership positions in the Fortune 100 companies. Women occupy only about 12 percent of leadership position in the big companies. Therefore, it is clear that there is a gender gap. The author says that there has been a steady increase in the media coverage of women CEOs and other leaders in business in the recent years and therefore, the media is paying its role in encouraging gender equality in the places of work and especially in leadership and promotions by talking about the women and their achievements.
The authors use statistical evidence to show the position of women in the mater and the extent of gender imbalance in leadership. Therefore, there is the very limited likelihood of bias in the article. The paper will be used to show the extent of the problem in the mainstream American society.
Lyonette, Clare. "Part-Time Work, Work-Life Balance and Gender Equality." Journal of Social Welfare & Family Law, vol. 37, no. 3, Sept. 2015, pp. 321-333. EBSCOhost, doi:10.1080/09649069.2015.1081225.
According to the author, women are more likely than men to take up part-time work so that they can carry out their other social responsibilities like caring for their families. Therefore, women work reduced hours as compared to their male counterparts and are still expected to take challenging responsibilities like domestic work as well as rearing children. Even though the part-time work has its advantages, it has some shortcomings such as limiting the chances of career advancement for women and lower pay. The author discusses the policies that the European Union has enacted and implemented to protect women from the adversities of part-time employment. The policies have enhanced the availability of jobs for women and also made it possible for part-timers to get better jobs than before. Now even jobs that require high skills are available on a part-time basis. The author also discusses the impacts of part-time work on work-life balance and the lowers status that it results in the lives of women. The author makes suggestions on how to improve gender equality in paces of work even when women take the part-time jobs.
Dr. Lyonette is a Principal Research Fellow Warwick Institute for Employment Research. Therefore, she has the required experience to discuss such matters. Due to the experience of the author in the field as well as the statistical evidence that she offers, the article is not biased and can, therefore, be used in suggesting policy changes that can help improve working conditions for the women who work part-time.
VOKIĆ, NINA POLOŠKI, et al. "To Be or Not to Be a Woman? - Highly Educated Women's Perceptions of Gender Equality in the Workplace." ["BITI ILI NE BITI ŽENA? PERCEPCIJA VISOKOOBRAZOVANIH ŽENA O RODNOJ JEDNAKOSTI NA RADNOM MJESTU"]. Revija Za Socijalnu Politiku, vol. 24, no. 3, July 2017, pp. 253-276. EBSCOhost, doi:10.3935/rsp.v24i3.1432.
According to the authors, women who are highly educated are less likely to be discriminated against as compared to their counterparts who are less educated. The researchers conducted both primary as well as secondary studies. The secondary data used involved the field of education, hierarchical status, the participation of the women in activities that were knowledge-intensive areas and the pay gap of women who are highly educated as compared to the men in some countries in Europe. The primary data revealed the views of the highly educated women on the contextual factors in their jobs as well as incidents about equality. The primary data was collected from a sample of 675 women who were highly educated and from Croatia. The results were tested for statistical variations according to the demographics of the women who participated and compared to the perceptions of men who were educated highly (n= 177). According to the secondary data that was collected, there was less segregation among highly educated women. The primary data pointed out that the highly educated women did not see the contextual factors as negatively affecting their careers. The paper also provides the possible recommendations on how to improve gender equality in places of employment.
The study utilizes a combination of both secondary and primary data to back up the claims of the authors. The authors are experts in their fields. The study was led by Doctor Nina Pološki Vokić of the University of Zagreb. The author is an expert in Human resource and organizational studies. The work is authored from an academic point of view and uses scientific research methods such as empirical evidence to back up the claims. The paper will be important in discussing education as a factor in gender discrimination.
