Gender Occupational Inequality
The notion of gender occupational inequality. Today the progressive society finds it extremely difficult to explain the gender hierarchical organization existing in any modern occupational sphere. Still, any state system seems to favor man's job over woman's one. Men are given advantages in power, status, responsibility, material resources and authority. The tendency appears especially weird taking into consideration the profound structural changes (industrialization, women's accelerated movement into the labor force after World War II) that a global society was forced to meet. Consequently, the question is how is it possible that occupational inequality continues flourishing while its outdated structural forms are long gone?
One may argue that the most obvious reason of gender inequality at work places is woman's nature, due to which people traditionally picture a woman as a devoted mother and a housewife. In other words, women have greater responsibilities for their descendent's upbringing, thus work always falls to the second place. The argument one could put up with is, however, quite doubtful while gender occupational inequality often haves a political or national marking. The situation varies from country to country. For instance, female labor force participation is considerably higher In the US than in continental and southern Europe. Still, a wage gap is a way lower in the latter countries. In contrast to it, Scandinavian countries represent a high level of female employment in government jobs. As for some Asian countries, the female employment is overall a rare thing while most of Asian women are forbidden to work not only in governmental bodies, but in any public sector at all (Explaining Occupational Gender Inequality, Online).So, in this paper we discuss the roots of gender inequality at workspace as well as the reasons of wage gaps existing in modern occupational spheres.
Besides, we outline the ways of solving the problem and the acting organizations that deal with it today. Pao Effect. Occupational gender discrimination case.In March 2015 the final verdict on the most famous employment gender discrimination case was issued in San Francisco. The case was initiated in 2012 by a Chinese American lawyer from New Jersey – Ellen Pao who accused her employer – Kleiner Perkins Caufield & Byers of gender discrimination at workplace. Pao’s suit alleged that men were paid more than women at Kleiner Perkins. Besides, she pointed out that men were promoted ahead of women and were allowed to serve on several boards of directors. Women, instead, according to Pao, were allowed to serve exclusively on the board. Moreover, women were often exposed to sexual harassment and had little support within the company. In 40 years’ history of the company only one woman was promoted to a post of a senior partner at Kleiner Perkins. Despite the evidence and reliable facts provided by Pao, the final verdict was in favor of Kleiner Perkins on all claims. Though unsuccessful, the case had a strong social prominence within the American society and prompted a number of women …