It is time to address the unequal treatment and opportunities between men and women within the workplace. Although the treatment between men and women is improving men are valued over women in the workplace setting. There is a power imbalance among the two.
Women don’t receive the same pay as men, men are more favored over women and the opportunities between the two are unequal. On average women make $0.80 to every $1.00 a man makes. Women make up just less than half of the workforce and the percentage of men and women with bachelor’s degrees is almost even as well
The pay wage gap is a large issue when talking about the difference between how men are women are unequal within the workplace. Men earn 20% more than women do for the same job and having the same experience. Men, white men especially, earn more than any other demographic.
The argument could be made that men are making more because they are asking and receiving a raise whereas women are not asking as much. A study conducted and reported by the Harvard Business Review showed that “women ask for a raise just as often as men, but men are more likely to be successful. Women who asked obtained a raise 15% of the time, while men obtained a pay increase 20% of the time.” (Artz et al., 2018). Even when women do speak up for a raise they are granted one but at a lower percentage than the men. It’s baffling that the women are not receiving the same respect as men. More questions are raised when reading this, why are women getting lower raises? Are they less qualified? Have they put in less time into the job than the male counterpart?
How It Started
Historically, men have had a more dominant role within the workplace. This can be seen in a statement made by a woman in the “SCNN Position Paper: Women in the Movement” written in 1964. “Two organizers were working together to form a farmers league. Without asking any questions, the male organizer immediately assigned the clerical work to the female organizer although both had had equal experience in organizing campaigns.” The male worker chose to take on the role of assigning work to another. This is slightly disrespectful to assign someone to do something without taking their opinion into consideration especially when both parties are equal in experience and status. If the roles were switched and the female worker assigned the male worker without considering what he wanted to do, it would also be an issue. There is an underlying social construct of men being the protectors, and this was true years and years ago. Men held the title of the protector and provider for the family and the woman was to deal with the household duties and take care of the children. It makes sense that these ideals are still ingrained into society today.
Men make an average of $9.10 dollars more when they are married compared to being single and $3.66 when they are married with children while married women make an average of $3.49 and $2.97 when married with children.
It Is Getting Better
With many problems still revolving around inclusion in the workplace, the dynamic of men and women has changed dramatically. Currently women make up almost half of the workforce and the pay wage gap is closing slowly. This closure is due to the Equal Pay Act of 1963 which has helped the problems but may not be enough to close the gap entirely.
The difference between the way men and women are represented within the workplace is improving but there are still issues that need to be confronted and improved. These issues being the pay wage gap and favoritism of men over women and how this was passed down from the traditional ways of life when the men were the providers and the women held the role of the caregiver. In modern time, women have integrated into the workforce but still occupy less than half of the managerial roles.
The percentage of white men holding a position of power, such as the title of manager or director, is over 50% while the percentage of women both colored and white collectively is under 50%. Looking at the percentage of men and women who have the title of manager or director, women come up short at a percentage of around 45%. Women of color only hold a percentage of about ten.
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Author: Maggie Bachman