Gender inequality in the workplace is attributed to individuals' capability to perform job duties. However, both men and women should be given an equal opportunity to work if they are competent to deliver and nsure continued organizational performance. This paper describes an event where the International Labor Organization promotes decent and prolific employment as well as wages chances equally for women and men.
Description and Analysis of the Event
The International Labor Organization event aimed to implement a gender mainstreaming strategy in promoting employment based on the vital International Labor Standards. Despite the improvements made in the last few years in escalating women's labor force involvement and lessening gender gaps in income, gender equality related to work across the globe has remained an indescribable goal. Thousands of women are currently successful entrepreneurs, while others are not well represented in the world's board rooms. Specifically, in the emerging world, women have continued to earn less income. They are frequently impacted by long-term unemployment as compared to men. Women have socio-economic drawbacks triggered by gender-based discernment and double roles of being caretakers for society. Moreover, women have insufficient contact to productive resources, expertise growth, and labor market opportunities compared to men in numerous communities. Based on the facts on work inequalities that exist, the International Labor Organization Committee was able to develop a solution. The resolution about gender parity at the heart of decent work suggested that the Governing Body should give due contemplation to the conclusions when planning future action on gender equality (International Labour Organization, 2009). The findings made should strictly maintain gender equality in employment.
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How the Phenomena Exemplify or Challenge the Course Readings
The phenomena mainly focus on gender employment equality. The integration of gender matters into work elevation can lead to more effective productivity and economic growth regardless of individuals’ sexual orientation. Thus, this aspect can also help to boost human resources and sustainable development. The course readings emphasize the gender wage gap that exists within the sexual minority population. According to Waite & Denier (2015), the wage gap is attributed to discrepancy in human capital and labor force involvement, distinct returns to marriage and parenthood, as well as industrial sorting. Heterosexual men earn more as compared to gay men, which is then followed by lesbians and heterosexual women (Waite & Denier, 2015). The employment industry disadvantages gays, heterosexual women, and lesbians. Although the high levels of education trigger employment in lucrative professions, individuals from sexual minorities are paid less as compared to heterosexual men within the professions. Based on the discovered event, the International Labor Organization emphasizes promoting gender equality in employment and the need to obtain reasonable income opportunities throughout the employees’ lives.
Expansion About the Topic Based on the Readings
According to Waite & Denier (2015), sexual orientation is an aspect necessitate individuals’ attention as an element of labor market stratification. Systematic approaches are required to address the numerous mechanisms through which income variation may function for sexual minorities and their virtual significance in elaborating salary gaps. Significant sources of the income difference between men and women are differences in the human capital and labor market. The creation of inclusive labor markets is adaptable to transforming economic realities. In this perspective, with equity employment and wage security, a more favorable situation for both men and women can be enhanced. Additionally, ensuring gender equality in accessing fruitful resources, skill development, education, and labor market chances would help boost the income where both men and women would have an equivalent opportunity to get an excellent salary to sustain their needs irrespective of their sexual orientation.
References
International Labour Organization. (13th June, 2009). Committee on Gender Equality - International Labour Conference . Retrieved from https://www.ilo.org/gender/Events/WCMS_111473/lang--en/index.htm
Waite, S., & Denier, N. (2015). Gay pay for straight work: Mechanisms generating disadvantage. Gender & Society , 29 (4), 561-588.
