Introduction
About four out of ten working women, almost 50% in the USA, testify that they face discrimination because of their gender. A new analysis of Pew Research Center survey data says that women report various forms of discrimination (Parker and Funk). The main ones are lower earnings than their male colleagues doing the same work to the point of being passed over for important tasks. A survey conducted before the increased attention to this problem revealed that women also suffer from sexual harassment in the workplace. One of the biggest gender gaps in the income sphere shows that every fourth working woman, about 25%, complains that she earns less than a man who did the same job (Parker and Funk). Comparing this figure with men’s one, one in twenty working men (5%) say they earn less than women (Parker and Funk). The causes of sexism in the US workplace are job segregation, and prejudice against working mothers, which can be addressed through hiring and promotion procedures, increasing awareness and conducting special training among employees, empowering women leaders, and adequate compensation for remote work.
Job Segregation
Job segregation leads to gender inequality in the working place. It is a popular opinion in society that men are better prepared for certain types of work than women. It is no less common for people to believe that the highest-paying job is the job that men do best. Such discrimination in roles leads to lower incomes for women. Accordingly, women work more but receive less recognition and lower wages. Using data, “In the US in 2010, employment segregation by occupation accounted for the largest proportion of the gender wage gap at 33 percent, followed by employment segregation by industry at 18 percent, compared to 14 percent for experience” (Das and Kotikula 6). This indicator is only continuing to grow, reaching about 50%. Evidence from the literature suggests that occupational segregation often occurs through assumptions about what types of work different genders are best suited for rather than through the effective allocation of innate talents regardless of gender (Equitable Growth). Overall, job segregation is one of the main reasons for sexism in the USA.
Prejudice Against Working Mothers
The birth of a child is the greatest achievement that a woman can receive during her lifetime, but the fact of having a child affects a woman’s professional life. A mother is expected to work as if she does not have a child and to raise a child as if she is not working. Such a conflict of interests and perception of the fact of a working mother is the main reason for gender inequality in the workplace. This point is proved by the following finding from the research: “The researchers found that the factors that most strongly correlated with thinking that women shouldn’t work were beliefs that children and family suffer if mothers work – so-called “motherhood myths” – as well as a belief that “man’s job is to earn money; a woman’s job is to look after the home and family” (Ogden). Additionally, it is believed that working females who have children are less productive than the ones who do not have them (Das and Kotikula 6). Therefore, motherhood is a frequent reason why mothers choosing between work and family end up choosing family.
First Solution: Job Segregation
The first solution to segregation in the workplace is to implement hiring and promoting procedures to combat gender bias. Such a step will prevent the career paths of men and women from diverging in the short term and develop a non-segregated environment in the long term perspective. The plan includes several stages, which were developed by International Labor Organization. During the first stage, gender-balanced selection commissions are introduced. The second stage is a blind assessment of candidate questionnaires and exams (by hiding names) (International Labor Organization). The third stage is job postings that are attractive to both men and women in terms of language and content. During the final phase, gender balance targets and monitoring of recruitment and promotion are discussed.
Second Solution: Job Segregation
The second solution to reduce segregation in the workplace is to raise awareness and conduct special training among employees. The report from International Labor Organization states that it is most relevant to managers regarding gender bias and the implementation of dividends for the company from gender diversity (International Labor Organization). The plan includes several key steps. The first is mentoring and training potential managers: both men and women. The second step is tailoring the coaching to their individual needs, which in the short term updates managers’ knowledge about the issue. The third stage will be the transfer of responsibility for support to managers. The fourth step is learning about the importance of gender diversity at work. The fifth step is to implement work-life balance measures for both men and women, such as a flexible schedule that is equally adapted to all employees, which will be the long-term outcome of the suggested solution.
First Solution: Prejudice Against Working Mothers
The first solution to the problem of working mom bias is to empower women leaders. In the long run, it improves communication between employees. Eventually, this is to avoid misunderstandings between female leaders and male subordinates. In the long run, working moms should be clear about their career commitment when they return to work after maternity leave. According to the author of the scientific article, they should outline their short-term and long-term career goals (Ogden). The plan consists of organizing a forum for women leaders to come together to share ideas and network. The second step is to implement programs and policies that can encourage women leaders to mentor women who are starting careers or returning to work quickly after childbirth. Due to this plan, employees of various organizations will change their development to working women-mothers in management positions.
Second Solution: Prejudice Against Working Mothers
The second solution to the problem of prejudice against working mothers is adequate compensation for remote work. Often, mothers work remotely in large corporations, so they do not have the opportunity to visit the office. The attitude towards mothers who work remotely should be flexible and with a clear schedule. In the short term, this will solve the problem of lateness and postponement of work meetings. In the long run, this will help set standards for work-life balance. The plan ranges from introducing co-working or part-time work for working mothers, which will reduce the perception that they are not efficient workers. Another step is to reduce the stigma associated with flexibility by introducing the same work-life balance.
Conclusion
Overall, gender inequality in the workplace is a real problem today. It affects the employability of women around the world and their perception as workers. Many women face gender discrimination based on their sex. However, some of them face, in addition to gender, inequality regarding the presence of children. In the workplace, you need to recognize the existence of a problem and make adjustments to the plan to overcome these problems. Systematic changes aim to support women throughout the organization. Employers can make significant investment in creating a more flexible and responsive work environment.
Works Cited
Das, Smita, and Aphichoke Kotikula. Gender-Based Employment Segregation: Understanding Causes and Policy Interventions. 2019.
Equitable Growth. “Fact Sheet: Occupational Segregation in the United States – Equitable Growth.” Equitable Growth, Web.
International Labor Organization. Overcoming Gender Segregation. 2019.
Ogden, Lesley. “Working Mothers Face a “Wall” of Bias—but There Are Ways to Push Back.” Www.science.org, Web.
Parker, Kim, and Cary Funk. “Gender Discrimination Comes in Many Forms for Today’s Working Women.” Pew Research Center, Pew Research Center, Web.