Gender equality refers to the notion or the state that women and men are not equal. This perception is firmly established in various societies worldwide such that it is difficult to change. Its differences affects individuals and hinders societies from advancing. Gender inequality occurs in different forms. One form involves the distribution of education opportunities and health care. Another form includes diverse employment opportunities and wages. In certain societies, men earn more than women do. However, in other civilized societies where gender equality rights have been actively advocated, women have better pay. Another form includes cultures where women are required to more than men do. Evidently, gender inequality is an issue facilitated by prejudiced beliefs of gender chauvinism, which has adverse effects on the other gender ( Winslow & Davis, 2016).
Gender inequality is problematic in our society that requires urgent implantation of effective and adequate solutions curb the vice.
Delegate your assignment to our experts and they will do the rest.
Background Information
Gender inequality is a global issue that is rooted deeply in the social systems. Men in such societies hold feelings and beliefs that they are superior to women. Gender inequality occurs in different settings such as workplace, job market, and homes among others. In addition, various factors contribute to gender inequality. For instance, one of the factors contributing to gender inequality in developing nations is underdevelopment. It has been associated with absence of civilization that has resulted in establishment of cultural policies that are discriminative towards women. These policies are deep-rooted in developing nations, which have hindered implementation of gender equality practices. In such cultures that have strong hold on gender biasness, women are forbidden to take on jobs that are considered manly (Jayachandran, 2015).
Another cause of gender inequality is enactment of harmful gender inequalities within human resources practices in workplaces. According to Stamarski and Son Hing (2015), gender inequality has spread to the workplace. People are treated differently in the workplace settings based on gender lines and these incidents have been observed in the structures, practices, and processes of the organizations. Such gender discriminative practices in Human Resource impact on promotion, pay, training, and hiring. Organizational leadership can also escalate the gender inequality issue by establishing different practices guide men and women in the operations of the organization (Stamarski & Son Hing, 2015).
Similarly, Stainback, Kleiner and Skaggs (2016) state that gender inequality in workplace is caused by gendered organization that discriminates women in power. Male leaders have always been perceived to be influential more than female leaders in various organizational positions. This belief is still strongly rooted in some organizations that has posed significant challenges to women leaders in such workplace setups. Example of challenges that women leaders face include lack of support from other subjects and leaders in the society, disparity with the subjects, and rebellion. Therefore, these challenges have resulted in the establishment of the belief that women cannot work effectively as men in leadership positions thus cannot take leadership roles (Stainback, Kleiner & Skaggs, 2016).
A rgument supporting at least two solutions to the Gender Inequality
Although gender inequality is a problem affecting our society, solutions to this global issue can be implemented to eradicate or prevent it from escalating further. According to Carter (2018) , the problem of gender inequality caused by underdevelopment can be addressed by providing more educational opportunities and development in developing countries, This would help to influence of gender inequality thereby reducing and finally diminish gendered traditions that contributed to existence of gender inequality in society ( Bryant & Garnham, 2014 . This argument has been supported by the feminist theory. According to Policastro (2015), the application of feminist theory can help in minimizing the negative effects of gender inequality in different stages of life. The theory indicates that gender is a social construction that works as an instrument for social differentiation in a society where men have power and influence. It enhances our understanding of the factors surrounding gender inequality like the existence of a gendered social structure, which allows us to address the issue effectively. For instance, gender inequality can be addressed through establishing an integrated strategy to life, empowering women to have a voice in society, and unite women from across societies. Moreover, the field of criminology have become an area of interest for feminists, who are actively conducting research to find information regarding gender-based approaches that would contribute to eradication of gender inequality across different nations. Continuous research in the field of criminology has led to discovery of several factors that may led to treatment of offenders based on gender biasness in society. The existence of cultural practices is one of the factors that fosters blooming of gender-biased treatment (Policastro, 2015).
In the workplace, gender on equality can be addressed by treating employs equally (Stamarski & Son Hing, 2015), which will help to minimize treating employees along gender lines. Women in leadership position can address the problem of discriminating women in power by using the position to bring change in the gender-biased society. They help to promote awareness regarding the capabilities of women in taking leadership positions and roles. Generally, women have perceived as change agents in the community and organizations. Through them, they can help in minimizing male-dominated leadership (Stainback, Kleiner & Skaggs, 2016). Therefore, their leadership support is crucial in fostering change in a gender-segregated society. The study by Ji, Wu, Sun and He (2017) offers solutions to the problem of gender-inequality in the job market. This study helps to support the argument that gender-biasness in workplace can be addressed by eliminating harmful Human Resource practices. For instance, this involves hiring candidates and promoting employees based on merit and not on gender basis. Evidence indicate that if employees are hired or promoted based on merit, it motivates them to work hard thereby improving organizational performance and promote active and smooth operations in the organization. Through this, employees will be able to obtain what is rightfully theirs and work towards achieving organizational goals. Thus, this will help to address gender inequality in the workplace settings. According to Ji, Wu, Sun and He (2017) China is one of the country that had gendered beliefs where women were treated as second-class citizens. However, in the post-modern era, China has devised several reforms that has led to establishment of gender equality in the nation. In the past, China was operating under a centralized socialist economy that was male-dominated generally. However, over the years, the nation shifted to a productive and effective market economy that fosters gender equality reforms. The shift has resulted in advancement in developing solutions to resolve the various phases of life for the citizens, gender inequality being one of the aspect that has changed significantly due to this transition. Gender inequality has been associated with continuous market changes particularly with regards to the economy of the country. Therefore, there is a major difference regarding ways in which gender disparity was handled in the current Chinese economy and during the socialist era in China.
Conclusion
Gender inequality is a global issue that affected various societies worldwide. It is caused by different factors including underdevelopment that has led to establishment of discriminative policies against the women. In addition, it is caused by the belief that women cannot hold leadership positions. These factors can be addressed by providing women with education opportunities and women in leadership position to foster transformation. Therefore, addressing gender inequality would contribute significantly towards minimizing cases of discrimination against women in society.
References
Bryant, L., & Garnham, B. (2014). The embodiment of women in wine: Gender inequality and gendered inscriptions of the working body in a corporate wine organization. Gender, Work & Organization , 21 (5), 411-426.
Carter, P. L. (2018). The Multidimensional Problems of Educational Inequality Require Multidimensional Solutions. Educational Studies , 54 (1), 1-16.
Jayachandran, S. (2015). The roots of gender inequality in developing countries. Economics, 7 (1), 63-88.
Ji, Y., Wu, X., Sun, S., & He, G. (2017). Unequal care, unequal work: Toward a more
Comprehensive understanding of gender inequality in post-reform urban China. Sex Roles, 77 (11-12), 765-778.
Policastro, C. (2015). Feminist Theory. The Encyclopedia of Crime and Punishment, 1-5.
Stainback, K., Kleiner, S., & Skaggs, S. (2016). Women in power: Undoing or redoing the
Gendered organization?. Gender & Society, 30 (1), 109-135.
Stamarski, C. S., & Son Hing, L. S. (2015). Gender inequalities in the workplace: the effects of Organizational structures, processes, practices, and decision makers' sexism. Frontiers in psychology, 6, 1400.
Winslow, S., & Davis, S. N. (2016). Gender inequality across the academic life course. Sociology Compass , 10 (5), 404-416.
