.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals.Fundamentals of Discrimination
Discrimination is unfortunately pervasive in the workplace. Described as an "inaccurate perception of differences," discrimination can be based on independent variables like race, gender, language, and other demographics (Cleveland, Vescio & Barnes-Farrell, p. 149). The differences perceived are "inaccurate," and also have a direct impact on status, access to power, and access to avenues of promotion or pay increases. Most literature frames discrimination as being "subtle and covert," well concealed from the realms of legal scrutiny, and often difficult to define precisely (Marchiondo, Ran & Cortina, 2015, p. 47). Likewise, "subtle and unintended processes" are listed as causal factors of discrimination in the workplace (Brukmuller, Ryan, Haslam & Peters, 2013, p. 454). Discrimination can be personal, or one-on-one, or structural in nature, embedded in institutionalized practices, organizational culture, and norms of leadership, communication, and acquisition of power (Brukmuller, Ryan, Haslam & Peters, 2013; Bilkis, Habib & Sharmin, 2010). Likewise, Marchiondo, Ran, & Cortina (2015) classify four types of discrimination: "interpersonal discrimination, aversive racism, everyday discrimination, and selective incivility," (p. 47). The literature also shows that discrimination is about "perceived effectiveness" and is not based on measurable differences in the actual effectiveness of employees (Paustian-Underdahl, Walker & Woehr, 2014). Subordinate employees are therefore rated as being less effective than they are, and discrimination becomes embedded, entrenched, and self-perpetuating.
What Does Gender Discrimination Specifically Look Like?
The literature reveals that gender may indeed trump race and other demographics, creating unique and pernicious types of discrimination in the workplace. This is because even when culture, race, age, and other variables are accounted for, men are perceived of as having a higher status in general within their society, and are perceived as more "prototypical leaders" in the workplace (Brukmuller, Ryan, Haslam & Peters, 2013, p. 457). As a result, human resources practices may inadvertently reflect sexist norms of organizational behavior. Stamarski & Hing (2015), for example, point out that human resources practices and policies, including decision-making processes, methods by which human resources policies are enacted and enforced, impact hiring, pay,...
.....social injustice and inequality. First, literature related to the fundamentals of discrimination and descriptions of gender discrimination are discussed in the literature. Following a detailed discussion of what the literature says about gender discrimination, the literature review shifts toward the quantifiable effects of gender discrimination in the workplace. Effects are examined both in terms of measurable effects on organizations and individuals. Fundamentals of Discrimination Discrimination is unfortunately pervasive in the workplace. Described
Goodyear which effectively denied employees the right to sue for wage discrimination after the passing of 180 days that "Justice Ruth Bader Ginsberg was so incensed she read her scathing dissent aloud from the bench. She defended Lilly Ledbetter's right to sue her employer, Goodyear Tire & Rubber Co., Inc. For pay discrimination on the basis of sex, giving a not-so-gentle reminder of the realities of the American workplace."
This paper will examine variations in gender inequality based on educational levels (and, subsequently, approximately on socioeconomic status) in case of the following three countries: America, Indonesia and the Netherlands, which are characterized by highly disparate female employment, societal welfare and family policies and circumstance. For every country, female hourly pay rates and employment rates for distinct educational levels are compared, besides work hours and employment rates for males with
Case Statement This case involved a white woman and a black man who had an encounter in a parking lot and there was controversy if discriminatory action ensued. The two, Hope and Dillon, gave two different versions of the encounter. At its very core, the conflict in the case is about racial discrimination. Legal advocates and scholars have given various definitions to racism and have focused on disparate impact and differential treatment.
Wage Equity for Women Compensation and Gender Pay Gap Compensation is one of the main functions of human resource management (HRM), with the goals of meeting an organization's objectives, maximizing an organization's investment in a labor force, and rewarding employees for their contribution. Ideally, HRM should implement a compensation policy that provides equitable and consistent treatment for all employees, thereby improving productivity, employee retention, and loyalty. The term 'procedural justice' has been
This is to say that, in a theoretical regard, ethnic prejudices and religious hatred may not even enter into some of the broader economic patterns. Instead, in such instances, this is a form of economic opportunism which, not unlike America's categorical exploitation of Mexican labor, has manifested as a devastating form of economic discrimination. The results are indeed quite damaging, evidence suggests, to the Indian population of the Emirates, which has not experienced the type of wholesale
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