It is a global threat that gender disparity is pervasive in almost every nation. Sadly, gender inequality continues to widen in some nations when it should be narrowing. Despite the fact that the gender gap has not yet been completely closed, the majority of developed nations have effective policies in place to address the problem. Gender inequality is at alarmingly high levels in developing nations, and action must be taken quickly to resolve this problem. In the majority of these nations, women are still viewed as only being capable of handling domestic tasks, such as raising children and taking care of the home. While this may be the most prevalent notion, it is untrue as it is stereotypical. The fact of the matter is that women are capable of much more than just tackling household issues and they should, therefore, be accorded equal opportunities to those accorded to the male counterparts. Probably, of all sectors in which gender inequality is witnessed, the inequality is highest in the labor market. In some countries, the female labor participation has been on a decline over the last couple of years. This paper will seek to present a literal overview of the level of female labor participation and the extent of gender equality among other gender-related issues.
Literature review
One of the most coveted positions in the labor market is a management position. This is expected considering that managerial positions attract very decent pay, a higher social status among other attractive perquisites. Unfortunately, most female workers, despite their academic qualifications, may never get to hold a managerial position. This is because of the centuries-old stereotype that leadership and management is a reservation of the male workers. While women in many countries continue to push for equality in management, Gagliarducci, & Paserman, (2014), state that the gender orientation of any management has little influence on various outcomes within the organization. However, it is important to mention that the gender composition of management does affect and influence some policies within the organization. For instance, in an organization where the management has a good female representation, it is high that one would find a baby care facility. On the other hand, if the management is composed mostly of men, one is likely to find a gym within the organization premises.
Nonetheless, the gender composition in any management has little influence of factors such as the level of trading of the company and extent of company investments. According to Pfeifer, (2013), however, the gender composition in any establishment is a major influence on the wage gap. In establishments where the management is, male-dominated, male workers are likely to get higher pays than the women are in the same establishment and vice versa. This is regardless of whether both workers are assigned the same tasks. However, comparing the wage gaps, male-dominated establishments in management indicate smaller wage gaps than the gaps synonymous with female-dominated establishments. While this difference could be motivated by various factors, one of the speculative motivations could be the need to compensate for the vast male bias in the overall labor market. The appalling fact is that even in the 21st century, an era much hailed as the height of human civilization, gender-motivated wage gaps are still very high in many organizations. What often eludes most people is the fact that allowing for the wage gaps derails the economic growth of the organization and the country as well. Additionally, this does contribute to the existence of a very unfavorable working environment.
Both men and women’s face certain challenges in the labor market but it is plain to see that women tend to deal with more challenges than men do. For instance, according to Morikawa, (2015), only about 28% of women are absorbed in the labor market in North Africa and the Middle East, yet women make up about 49% of the population in these regions. In Morocco, female labor participation dropped from 30% to about 26% between 1999 and 2010. While the declining trend is worrisome, what is even more troubling is that women comprise about half of the population in Morocco. In fact, female labor participation is said to be lowest in the Middle East and North Africa than in any other region (Morikawa, 2015). The problem in these two regions, like in many other regions where female labor participation is significantly low, is the deep stereotype regarding women’s role in society. At this point is important to note that women can be as productive in the labor market as they are in handling household matter if not more. In fact, according to Morikawa, (2015), it is imperative that household earnings in these regions would increase by approximately 25% if measures were put in place to facilitate more female labor participation.
The extremity of gender inequality in workplaces has been exhibited by various factors and events among them being the world conferences held on gender equality and women empowerment in workplaces. These forums are synonymous with discussions on how the inequality gaps in workplaces can be closed, how to mitigate certain female associated challenges in workplaces and the role of international labor office in creating an enabling work environment for women. According to Elder & Smith, (2010), some of the challenges women face in organizations and in the general labor market can be mitigated by creating a favorable work environment and easing access to work for women. One of the reasons women tend to lack equal opportunities as men is due to the perception that women are less incapable as compared to men. Despite thus ill-informed notion, women across the world continue proving such stereotypes wrong prompting mass action backing gender equality in the workplace. In fact, women are capable of performing as well as men if not better.
The marginalization of women in workplaces has been a trend for the longest time. Still, this marginalization is still very widespread despite the extensive creation of awareness on the need and importance of gender equality. It is rather disappointing to see that only minimal achievements have been realized since the fourth world conference on women that was held in Beijing. This conference like most similar conferences are often held with the objective of accelerating the closure of the equality gaps by brainstorming on various measures that can be undertaken to close the gap. Some time back, the education sector was associated with extreme gender gaps in which case the girl child barely accessed education. Through relentless campaigns and advocacy for girl child education, this gap has been narrowed significantly over the years. In fact, some individuals are of the opinion that girl child education has been advocated for so extensively that the boy child has been left with no one to voice his atrocities. Unfortunately, the labor market cannot boast of realizing such significant and much-needed improvement.
Despite the minimal achievement realized so far in bringing about gender equality in the labor market, the anticipation, hope and relentless efforts to make this happen have not ceased. In fact, there is great anticipation and expectation that the gender equality gap in the workplaces will be closed once the 2030 agenda for sustainable development is achieved (International Labor Organization (ILO), 2016). The United Nations adopted this agenda in 2015, and the implementation process is underway. It is plain to see that over the last couple of years women have achieved a milestone in advocating and pushing for the education of the girl child. Unfortunately, this achievement is not reflected in the labor market. While there, are many educated and smart women, the labor market is still reluctant to open doors for them. Every woman hopes that the 2030 agenda will bring about an equality revolution in the labor market.
Commendable development in enabling gender equality in the labor market has been realized in most developed countries. In other countries level of female participation in the labor market is on a downward slope, a worrying trend no matter how one looks at it. Still, in other countries, the level of female participation in the labor market has plateaued. This, like the declining involvement, is worrisome. India is a good example of a country where female participation in the labor market has stagnated. According to Klasen & Pieters, (2015), female participation in India has stagnated from 1987-2009. The big contrast to this finding is that during the same period, India’s economy grew significantly, wages and salaries revised upwards and education improved for boys and girls alike. In some cases, one may say that the stagnation came about because female reached its peak. In India however, during this period, the stagnation stood at 18% (Klasen & Pieters, 2015).
The stagnation in female labor participation has been attributed to various effects of demand and supply, but that finding does little in reinforcing confidence (Newman, 2014). Factors relating to supply included marginalization of women working jobs below their qualifications and increase in household incomes among others. Demand related issue included the closure of institutions that once accommodate many female workers, yet the country had a high supply of educated women. The closure of these institutions saw many women leave the labor market consequently reducing the female participation. India is just one example of countries where women participation has either stagnated or is declining.
It is no doubt that women stand to lose from the rife gender inequality that some tend to take so lightly. Traditionally, fending for the family was a reservation for men, which merited to have more of them in the labor market. The same tradition is still actionable today, but the strenuous economic situations have promoted women to join their husbands in breadwinning. Additionally, the 21st century has an extremely high number of single women raising sons and daughters by themselves. Hence, it is a no-brainer that if the mother does not work, she and her children will bear the brunt of the economy. In short, contemporary situations are continually prompting more women to seek employment. According to Aid, (2015), women stand to reap significant benefits if only the gender equality gap in the labor market is to be closed. The reason that most women appear to be lagging behind in as far as economic development is concerned is because most of them are still chained to their traditional roles.
Unfortunately, most countries have not yet realized women contribution in the labor market can see a country’s economy improve significantly. It is upon this realization that countries will begin to intentionally institute measures to improve female representation in the labor market. According to Aid, (2015), women’s economic position could improve by potentially $9 trillion if they were accorded equal work opportunities as men. Most people tend to sideline the issue of women in the labor market due to the lack of precise clarity of the implication of thin female representation in the labor market. Well, putting the $9 trillion price tag on this disparity does more in putting this issue into perspective.
Aside from looking at the gender-based decline in about participation, Aaronson et al., (2014), assert that labor participation across all genders has declined since 2007 from 66% to about 63%. Policymakers have debated on the reasons behind this decline all of them speculating on different factors as being the cause of this decline. Some have attributed the decline in labor participation to weak labor demand while others attribute the decline to an aging population (Parcheta et al 2013). Each of these factors could have something to do with the decline, but a hoard of other factors have contributed to the decline as well. General, the reasons behind the decline in labor participation have been classified into three broad categories namely cyclical and structural factors. According to Aaronson et al., (2014), the reasons for this decline are largely structural, and an aging population is one of such factors. In other words, the labor market has realized a large number of retirees as compared absorption of new employees. Additionally, the inclination of some industries to robotics in a bid to cut reduction costs have contributed to the decline as well.
Despite the general decline in labor market participation, the extent of decline and thin representation of women in the labor market is significantly low as compared to women. Additionally, the challenges that women are exposed to in the labor market are much more than those that men have to deal with. Among other factors, the objectification of women has caused a sharp change in attitudes towards women in as far as the labor market is concerned. In some countries, negative attitudes towards women at work have increased, but in other countries, women enjoy positive attitude from their counterparts (Aroosh & Khalid, 2014). Various factors have contributed to the change in attitudes one of these factors being the AIDS scare, which was most effective in 1990. The AIDS scared sort of painted a picture that men are equally as vulnerable as women resulting in the reduction of demeaning attitudes towards women and work. The change in attitude was most noticeable in the United States. Hopefully, the attitudes towards women will continually change positively.
Conclusion
The female challenge to the labor establishment, sad to say is still alive and well. It is appalling that in the 21st century, an era when nations are boasting economic growth, milestone achievements in education and other sectors, technological advancement among other issues, the solution to gender inequality in workplaces remains elusive to many nations. Nonetheless, women remain in the relentless pursuit of bridging this gap. Additionally, measures to increase girl child education have also contributed significantly in bridging this gap. The process of achieving gender parity in the workplace is one that will take some time before it is fully achieved. Furthermore, governments and organizations must be intentional in bridging the gap. More than that, there needs to be the relentless creation of awareness on the need and the significance of encouraging women to get involved in the labor market. The United Nations stands at the front in the fight against gender inequality. If only more organizations would join this campaign, then women would draw much closer to achieving a historical milestone. Unfortunately, until the gender parity is realized, women will have to contend with a hoard of challenges in the labor market.
References
Aaronson, S., Cajner, T., Fallick, B., Galbis-Reig, F., Smith, C., & Wascher, W. (2014). Labor force participation: recent developments and prospects. Brookings Papers on Economic Activity, 2014(2), 197-275. Retrieved from: https://www.brookings.edu/wp-content/uploads/2016/07/Fall2014BPEA_Aaronson_et_al.pdf
Aid, A. (2015). Close the gap! The cost of inequality in women’s work. Retrieved from https://www.actionaid.org.uk/sites/default/files/publications/womens_rights_on-line_version_2.1.pdf
Aroosh, R, & Khalid, M., (2014) Outcomes of Gender Discrimination, A Study of Female Workers in Banking Sector of Pakistan. IOSR Journal of Business and Management 16 (7), 38-48 Retrieved from http://www.iosrjournals.org/iosr-jbm/papers/Vol16-issue7/Version-1/F016713848.pdf
Elder, S., & Smith, A. (2010). Women in labor markets: Measuring progress and identifying challenges. International Labor Office. www.ilo.org/wcmsp5/groups/public/---ed_emp/---.../wcms_123835.pdf
Fortin, N. M. (2015). Gender role attitudes and women's labor market participation: opting-out, AIDS, and the persistent appeal of housewifery. Annals of Economics and Statistics/Annales d'Économie et de Statistique, (117/118), 379-401. Retrieved from http://faculty.arts.ubc.ca/nfortin/Fortin_Gender.pdf
Gagliarducci, S., & Paserman, D. (2014). The Effect of Female Leadership on Establishment and Employee Outcomes: Evidence from Linked Employer-Employee Data, 36. Retrieved from http://people.bu.edu/paserman/papers/Gagliarducci-Paserman_FemaleLeadershipEstablishmentOutcomes_September2014.pdf
International Labor Organization (ILO). (2016). Women at work: trends 2016. ILO, Geneva, Switzerland. Retrieved from www.ilo.org/wcmsp5/groups/public/---dgreports/---.../wcms_457317.pdf
Klasen, S., & Pieters, J. (2015). What explains the stagnation of female labor force participation in urban India? The World Bank Economic Review, 29(3), 449-478. Retrieved from: https://elibrary.worldbank.org/doi/abs/10.1093/wber/lhv003
Morikawa, Y. (2015). THE OPPORTUNITIES AND CHALLENGES FOR FEMALE LABOR FORCE PARTICIPATION IN MOROCCO, 52. Retrieved from https://www.brookings.edu/wp-content/uploads/2016/07/female-labor-force-participation.pdf
Newman, C. (2014). Time to address gender discrimination and inequality in the health workforce. Human resources for health, 12(1), 25. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.652.1603&rep=rep1&type=pdf
Parcheta, N., Kaifi, B. A., & Khanfar, N. M. (2013). Gender inequality in the workforce: A human resource management quandary. Journal of Business Studies Quarterly, 4(3), 240. Retrieved from http://jbsq.org/wp-content/uploads/2013/03/March_2013_17.pdf
Pfeifer, C. (2013). THE GENDER COMPOSITION OF ESTABLISHMENTS’ WORKFORCES AND GENDER GAPS IN WAGES AND LEADERSHIP POSITIONS*, 13. Retrieved from http://library.pcw.gov.ph/sites/default/files/gender%20composition%20of%20establishments.pdf
