Gender discrimination has been practiced since the dawn of man. Although some specific religions and tribes have been matriarchal, such as the powerful and legendary Amazons, women have largely been relegated to a secondary place in society. Even in the
Gender inequality and gender bias is not technically the same as discrimination. Gender discrimination is specifically codified under federal law. Inequality and bias may certainly exist, but do not necessarily meet the legal tests to qualify as discrimination. These issues may cause difficulties as well.
In the Workplace
According to DiscriminationAttorney.com, gender discrimination in the workplace must affect the “terms and conditions of employment” in order to qualify as such. Whether or not an applicant is hired falls under the “terms and conditions” rule, as do the areas of pay, responsibilities, benefits, and every other aspect of employment. Discrimination may consist of either disparate impact or disparate treatment. Disparate treatment is the direct action of treating someone differently because of his or her gender. Disparate impact is unintended discrimination that results from a company’s policies.
Several terms are often used to discuss issues of gender inequality in the workplace. One of the most common is the “glass ceiling,” which describes women’s continued inability to penetrate the ranks of upper management in large numbers.
According to The Glass Ceiling Commission’s 1995 study, at least 95% of senior managers in Fortune 500 companies are male. The United Nations has determined that the glass ceiling is in place worldwide, and although experts continue to study the phenomenon, no one seems quite sure how to break it.
While women’s rights organizations continue to fight on our behalf, it appears that women today have two basic choices – to fight from within or to work for more progressive companies. Across the country and around the world, forward-thinking employers are intentionally cracking the glass ceiling and taking care to employ more women in their upper echelons. If your dream job is located within a company with a known glass ceiling, go for it, but realize that you may have to work twice as hard to move up. Some women thrive on the challenge, feeling that it makes their accomplishments that much sweeter.
If you experience specific discrimination, however, you are well within your rights to pursue the situation. Your human resources office or union representative can take an initial report and help you decide how to proceed. Most companies allow employees to make initial reports anonymously, so do not be afraid of repercussions.
1) The “glass ceiling” for women in the work place is a very real aspect of the work place, should women be encouraged to challenge that cap in any career? Is there a career that women should not challenge the glass ceiling?
2) Why do you think that 95% of the fortune 500 companies are run by males?
