Introduction
In working places, when women and men are differently treated due to their gender, it is referred to as gender inequality. Since the beginning of time, the women gender has been facing prolonged gender stereotypes, including a sort of discrimination daily. In the workplace, the higher-ranked positions are owned by the male gender; thus, women being assigned lower positions. By the look of transgender workers, gender inequality can also be understood. That way, this research is meant to detail the gender inequality on the job, thus bringing about a question about how individuals should take gender inequality on the job.
Gender Inequality Impacts
Various articles argue that gender inequality has negative impacts on women only. Since the beginning of time, they explain that women did not get equal rights just as men and thus were regarded as weak in society (Blakely-Gray, 2019). Up to date, it is believed that women have never had the chance to be equalized with men. The inequality in job places may be of a different form, including unequal payment. The women gender argues that they are underpaid even if they partake in similar professions just like men.
Some statistics hold that women receive 80 percent of what men get paid. A newly published data has pointed out that the gap between men and women in terms of payment is greater. Secondly, sexual harassment becomes another issue impacting gender inequality in the workplace (Blakely-Gray, 2019). Various and different conducted research has claimed that at least 38 percent of women report experiencing sexual harassment in their lifetime with verbal and physical assault.
Job Segregation
The concern about job segregation also results in gender inequality. The job segregation act involves leadership in an organization where the leader has the mentality of dividing the jobs they have amongst the people. They consider some work being for men and others for women; thus, the jobs paying better being assigned or tasked to men and the other low paying jobs being assigned to the women hence this becoming discrimination in lower income for the men.
Lastly, in most instances, women's gender fears to speak out their concerns. For instance, women fear to ask for a better payment from their managers. They also fear claiming equality within the organization since they supposed that they are mandated to no rights over the males. Also, in any case, the female gender raises their demands, different organization leaders may choose not to comply with these demands or requests. From that, it becomes clear that women are the ones who suffer a lot as a result of gender inequality.
Since the women started fighting for gender equality, they have never been heard, nor has their complaints been taken to be serious (Blakely-Gray, 2019). The organization decides to ignore the claims since they only trust the people they are working with and the role every employee is tasked to work in. Thus, there are no changes that the organization managers comply with the claims of the women gender.
Gender inequality in the job may have different challenges and disadvantages to many individuals. It ends up affecting them, thus getting into risk of illness and verbal and physical abuse, including social exclusion. The Trans and gender diverse individuals are forced to hide their identity upon using the services in different institutions and at work. (Blakely-Gray, 2019)This is to ensure that everyone is in a position to get a job that they are comfortable with.
Considering the type of work and also working conditions, it becomes clear that there are some jobs that specific individuals will comfortably work on whereas the same jobs other people cannot work on. For instance, sometimes the men gender can overwork, whereas the females it becomes hard for them to work without resting. There is also some technical work that the only people who can manage to work are the men either because of their body fitness or health. That way, such works become hard for women to be assigned.
That way, the job or company managers will have to choose the person who will have more advantage. It then ends up being referred to as gender inequality. These become controversial, and hard to get the right answers on whether it is gender inequality or not (Blakely-Gray, 2019). In such instances, the employees who overwork will be paid more compared to other employees. That is why the simple tasks will be assigned to specific people to comfortably work on the areas hence receiving low payments as you cannot compare them to those who are doing extra work in the company.
Conclusion
The problem has remained in the job placement, including the hiring process that are the major roles leading to the hiring gap. Also, the gender inequality problem will remain to persist if nothing about resolving the major issues such as unequal pay, including sexual harassment and the hiring gap. Besides, the managers are supposed to consider the question if they ensure no gender inequality, the work run as expected by the management, or it will lead to the organization's degrading.
