This course discusses and critically evaluates theories of gender segregation at work and the related ideologies of gender equality. It examines how these theories approach employed and unemployed workers, men and women, in a society. It is important to consider the role of prevailing employment norms in a society and gender segregation of the labor force arising from those norms. It is also important to discuss change ideologies related to issues of gender equality within employment contexts.
Gender equality at work refers to the equal rights, responsibilities and opportunities of women and men in employment. Equality does not mean that women and men will become the same but that women’s and men’s rights, responsibilities and opportunities will not depend on whether they are born male or female. Gender equality implies that the interests, needs and priorities of both women and men are taken into consideration, recognizing the diversity of different groups of women and men.
Gender segregation in occupations is the tendency for men and women to be employed in different occupations across the entire spectrum of jobs as a result of patterns of socialization. Horizontal segregation is where the workforce of a specific industry or sector is mostly made up of one particular gender. Vertical segregation is where opportunities for career progression within a company or sector for a particular gender are narrowed.
Gender stereotypes that have been enforced regarding the role of women over the years, and the actions of others who have an influence on women’s progression in the workplace, have led to problems such as the gender pay gap. Despite a woman’s competence to fulfil the needs of their job and progress further within an organization, they often face more challenges to make it to top leadership roles than men do due to sociocultural and racial biases.
The gender pay gap refers to the difference in earnings between men and women in the workplace, especially in cases where men and women are paid differently for completing tasks which are of similar value and require comparable skill. Organizational human resource practices and the power of managers and supervisors play an important part in reducing the gender pay gap.
Gender Equity in the Workplace
Теги
Diversitymanaging diversitydiversity and inclusioninclusionmanaging diversity and inclusionequityequity and inclusioninclusion and belongingmanagingmanagermanagementmanagehuman resourceshuman resource managementHRHRMdiversity leadershipcultural diversitycultural competencerace equitydiversity managementgender equitygender diversitygender in the workplacegender at workgender equality