The Issue of Discrimination Against Women - Essay Example

? Gender Inequality and Sex Discrimination in Society Gender Inequality and Sex Discrimination in Society Gender inequality and sex discrimination are words that are used interchangeably and this topic that has been explored largely over the years. In reality, gender discrimination is a situation where a person is treated unfavorably because of the one’s sex. Over the years women have been at a disadvantage as opposed to men and even though many modern systems have dealt with measures to curb it, much more need to be done. Research from various institutions discussed in this paper show that discrimination against women is extremely common and largely practiced in many ways. There are persistent and huge disparities between women and men in being able to access or control resources, in political arenas, in workplaces, and other areas in modern sector. It is evident that sex and gender discrimination is rampant in the society, and therefore, there is need to evaluate it through examples as well as cite policies or guidelines that accommodate women effectively (Scott, Crompton & Lyonette, 2010). According to (Kleiner, and Wang, 2001) the issue of discrimination against women has been in existence for many years. It is evidence that the laws and legislations on equality have assisted women in joining institutions or employments that were traditionally prohibited for them. It is also clear that even today women still continue the war against gender discrimination in various areas of employment. One major distinctive feature of gender discrimination is that it often manifests in many areas of women’s lives. In this regard, women face discrimination not only in employment or from strangers, but also from people they are closely related to including brothers, fathers and this is a group that has historically exploited them. It is believed that discrimination regardless of its source has negative impacts on women’s lives and it need to addressed (Gregory, 2003). There is a concept of direct discrimination which treatment of others less favorably mainly based on their actual or apparent sex, or because of the people they associate with. This level of discrimination is evidence as (Smith, 2008) cites that quality assurance (QA) is an area that promoted masculine philosophy causing complete discrimination towards the female counterparts. The QA has various masculine motivator tools of control that are designed by inconsistent number of males in various levels of status and career prospects that brings a disadvantage to the females. The Self-Assessment Document is such a tool that requires use of targets and self-assessment the concept of representing oneself using numbers. This makes it hard for female academics since the RAE (financial rewards in terms of performance) is discriminative since women in this area are minimal. In reality, many women in QA are relegated into the ‘housework’ jobs such as QA audits, teaching as well as curriculum development instead of pursuing personal research (Smith, 2008). In reality more than 80% of academics in the RAE are all male while less than a quarter of females are found in this department. It is therefore, clear that over 75% of women in QA are not involved in research while the management just focuses on teaching quality alone to make promotions. It is evidence that RAE research performance is preferred over teaching quality and this is where females are concentrated. The teaching area has foreseen major disincentives in general and this makes the women who dominate this part to be completely left out. This is bad enough since the management shuns teaching and prefers long working hours, in a vigorous manner and self-protectively through a single minded idea of promoting oneself. The promotions are given for those in research as they have these qualities of competiveness single-mindedness as opposed to the more reserved mentoring and cooperative teachers (Smith, 2008). Indirect discrimination is also evidence in many institutions and this affects so many women. This is clearly evidence in policies or guidelines that are applicable to all employees, but mainly disadvantage a specific sex. For instance, according to (Kleiner and Shi-Yung, 2001) the department of firefighting has policies and guidelines that often discriminate against women. It is evidence that in the part women were never heard of or involved in the firefighting department. There is the assumption that many women are physically unable to complete the test required to enter into the firefighting world. However, other research indicates that the issue of gender discrimination plays a huge role in pushing women out of this sector. There many female candidates who have complained of unfair treatment and sexually discriminating comments during training in a sector full of men. The large group of men in the training poses a threat to women as they are forced to listen to degrading sexual comments that push many females away (Kleiner & Shi-Yung, 2001) Indirect or disparate discrimination is evidence in firefighting department with the energy and strength needed to complete the physical tests. Many women do not manage to deal with such grueling and rough qualification tests that are more suitable for men. There are many that argue that such requirements are set to ensure that the right people with strength required when dealing with the demands in firefighting employment. It is however, clear that these requirements are mainly too high exceeding what is really important for the complete the work successfully, resulting in unnecessary exclusion of qualified female candidates. In reality, fire departments are not intentionally disqualifying women but the written policy dictates these rules and therefore, women are indirectly discriminated (Kleiner & Shi-Yung, 2001) It is evident that poor representation of women in firefighting sector is a serious inequality that requires instant attention. Women are constantly excluded from being selected and hired due to a workplace culture that marginalizes as well as existence of unsatisfactory employment procedure in recruiting, hiring, assigning and even in promotion of female firefighters (Scott, Crompton & Lyonette, 2010). In Kleiner & Shi-Yung (2001), the case of Diane LaPointe-Drewes vs Dunedin Fire Department, it is evident that Diane quit her job because even after working in the department for many years she was discriminated and passed over during promotion. She had the experience and excellence test score as opposed to other men who later were promoted as lieutenants. This is a big blow for any woman and this level of demeaning is defining painful and a serious issue women continue for fight every day. Gender inequality and sex discrimination is also evident as (Temesgen, 2008) shows in the case of Nigeria. According to his assessment, women in Nigeria have reasonably minimal exposure to education especially secondary and tertiary as opposed to men. In addition, women involvement in formal sector of employment is minimal as many work as household assistants or in traditional rural farming activities. It is clear that women in formal employment are only 47% compared to 60% mean that is recorded in other African States. The maternity leave compensation is given at only 50% of the full salary of a woman as opposed to 100% maternity benefits offered in other African countries like Kenya and Sudan. In reality, women in Nigeria are given secondary role in all economic sectors posing a threat to their growth and development. The situation of women in Nigeria could be associated to the Islamic influence and cultural practices that engulf the society. Traditionally, only a mere education to Islamic boys to understand the Koran was only provided while girls were excluded. Women were just expected to understand the value of obeying their husbands and only contributing in matters of enhancing the household (Temesgen, 2008) In addition, women in workplaces face discrimination not just from employers, but even from the male colleagues at their areas of work. Temesgen (2008) says that men colleagues discriminate against women to ensure that they remain in positions of authority which women could easily achieve otherwise. This causes a situation where women alienate themselves from work related activities and this makes things much worse for them. In terms of pay, research from a manufacturing industry in Nigeria showed that a woman gets a lower salary by 19% even with similar qualification and same job level. In reality, it is clear that women in Nigeria are completely marginalized and disregarded by male employers, members of the family, and society at large which hinders them from attaining their full potential (Temesgen, 2008) Addressing Gender and Sex Discrimination Institutions and employers ought to focus on eliminating gender inequality even though the process many take long to accomplish. Apart from general focus on enhancing access for women to acquire education, credits, and having power to make political decisions, a long-term effects should also be sought. The disparity between women and men should be minimized at individual level and even at the society level to ensure inequality is fully addressed. Individual level means having people respect each other in their homes, workplaces, groups and at the public (Cohn, 2000). Additionally, governments and policy makers should address the issue of gender discrimination with policies that ensure fair treatment to all women. For instance, in the case of Nigeria, improved training prospects should be given to women, a chance of employment into higher level in the department, and even access to career promotion benefits. In the case of QA discrimination against women, it would be appropriate for management to address the poor access of promotion of teachers by creating policies that reach the teachers. This include, performance rewards through employment to other departments like the teachers to allow women to get access to better income (Gregory, 2003). The firefighters department can eliminate discrimination against women by creating policies that are favorable to women like maternity leave, lighter physical tests for women, support to women and separate bathrooms for women. Male firefighters should be required and trained to change their attitude towards female employees while this sector should learn to deal with changes (Gregory, 2003). In conclusion, gender inequality and sex discrimination is an issue that has caused controversy over the years. Despite the fact that a lot has been done to eliminate gender inequality, the practice is still rampant in many institutions and especially in workplaces. Women are still suffering in various economic sectors that prevent them from reaching their full potential. Policies need to be created by governments and instructions that address discrimination while considering women worries within the society. References Cohn, S. (2000). Race and gender discrimination at work. Boulder, CO: Westview Press. Gregory, R. (2003). Women and Workplace Discrimination: Overcoming Barriers to Gender Equality. Brunswick, New Jersey: Rutgers University Press. Scott, J., Crompton, R., & Lyonette, C. (2010). Gender Inequalities in the 21st Century: New Barriers and Continuing Constraints. Northampton, Massachusetts: Edward Elgar Publishing. Smith, J. (2008). Quality assurance and gender discrimination in english universities: An investigation. British Journal of Sociology of Education, 29(6), 623-638. doi:10.1080/01425690802423304 Shih-Yung, W., & Kleiner, B. H. (2001). Sex discrimination in fire fighting organisations. The International Journal of Sociology and Social Policy, 21(8-10), 175-183. Temesgen, T. (2008). Effects of labor market institutions and establishment characteristics on gender wage inequality in africa. International Journal of Sociology and Social Policy, 28(9/10), 309-325. doi:10.1108/01443330810900167 Read More