Gender Stratification in the Workplace
In 1977, the Canadian Government adopted legislation to correct gender stratification in the workplace as part of the Canadian Human Rights Act. 9 years later the Employment Equity Act was introduced. "The purpose of the Act is to achieve equality in the workplace so that no person is denied employment opportunities or benefits for reasons unrelated to ability." (Human Resources Development Canada) 12 years prior the United States passed legislation to help correct workplace inequalities with the Equal Opportunity Employment Act. These acts, in theory, should eliminate gender bias and pay inequities, but so far, seem to have fallen short because these bias’ and inequalities are still present. "Women continue to occupy the lower and middle ranks of organizations, have unequal access to training and promotion, encounter difficulty entering male-dominated professions, and are paid less than men for equal work"(International Labour Organization) Employment opportunities and promotion opportunities continue to be unequally distributed resulting in gender bias and pay inequities. Work cultures and informal networks are one of the causes of this stratification, along with institutional and attitudinal processes. Society and personal beli
. . .
Some common words found in the essay are:
Cassirer Reskin, Organization Employment, Nelson Robinson, Labour Organization, Glass Ceiling, Glass Walls, Burchell Scott, Maume Males, Income Dynamics, Employment Act, miller et, glass ceiling, miller et al, glass walls, et al, maume 3, labour force, informal networks, women continue, types jobs, female dominated, cassirer reskin 2, types jobs agencies, female dominated organizations, gender bias pay,
Approximate Word count = 2603
Approximate Pages = 10 (250 words per page double spaced)
|
 |
