Gender inequality mini paper #2 revision.docx

Gender inequality mini paper #2 revision.docx - Mini...

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Mini Paper #2 revision Gender inequality refers to unequal treatment or perceptions of individuals based on their gender. It does not make sense on any level. From birth, girls and boys, women and men are expected by society to play certain roles and behave in certain ways based on traditions, religion and other beliefs. These behaviors and norms are learned and shape the gender norms in the society. Men generally control family and the household decisions. They also typically occupy positions of power within the job economy. Due to their taste or preference for other men because they share similar characteristics, men in these positions of power are more likely to hire or promote other men, thus discriminating against women. These disadvantages are often reinforced by practices that limit women’s access to services. In this discussion I will argue that gender is a social context that emerges from institutional policies and practices, in particular work, economy, and family, resulting in gendered inequality, which has historically been referred to unequal treatment of individuals based on their gender. Joan Acker, in her article “Inequality Regimes: Gender, Class, and Race in Organization” talks about inequality regimes that happen in different organizations. All organizations have inequality regimes, defined as loosely interrelated practices, processes, actions, and meanings that result in and maintain class, gender, and racial inequalities within particular organizations” (Acker, 393). Looking at the historical economic landscape, capitalism is not the only structure that has ever existed that produced unequal society. We had economic system of slavery, political regimes, and communism that all produced inequality. The conditions of capitalism or inequality are not permanent or stable. Owners of the means of production, privately controlled profit (very small group of people), and those capitalists exploit proletariat (the people who work). They don’t own the means of production, they own their own labor power. They sell their labor power for wages and it’s exploitive. That happens the same in different organizations, where inequality affects race, class, and gender. Klugman, Kolb, and Morton in their article “Persistent Gender Inequality in the World of Work” say that “…fewer than half of women have jobs, compared with almost four-fifths of men. Girls and women still learn, earn less, and have far fewer assets and opportunities. When women do work, they farm smaller plots, work in less profitable sectors, and face discriminatory laws and norms that constrain their time and choices” (134). The main reasons for inequality in organizations are organizing processes that produce inequality, which is different requirement for work, organizing 1
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class hierarchies, recruiting and hiring, or most importantly unequal wage setting. Inequality varies in different work places, but it is still evident, in some places less and in some more evident. “Inequality in organizations as systematic disparities between participants in
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