Equal Employment Opportunity Act
In 1972, the government attempting to correct discrimination in the
workplace passed the Equal Employment Opportunity Act. This act
protects individual rights and promotes employment opportunities and
fairness for everyone within the workplace (Klingner & Nalbandian, 1998,
p. 158). This act should have eliminated gender bias and pay
inequities, but has it accomplished its goal? Are employment
opportunities and promotion opportunities fair and equal to everyone?
Does gender bias and pay inequities still exist in 2000, 28 years after
the passage of the act? In researching this topic, I do find that
gender bias and pay inequities are still prevalent in today 's work
world. Because there are so many women and minorities in the workforce …show more content…
7).
Jobs are ranked by employers and employees differently. Employers rank
them according to skills and commitment and employees rank them
according to desirability and rewards (Maume, 1999, p. 3). One would
think this process would be fair to everyone but, in many organizations
there appears to be double standards to judge men and women. Women most
often have to measure up to higher standards than men do to obtain the
position (Hale, 1999, p. 8).
Are employment opportunities and promotional opportunities equal to both
men and women? No. Reskin and Roos conclude that women can move into
"male" jobs "either because market conditions force employers to reach
down into the labor queue to hire women, or because men reevaluate and
vacate jobs, thereby creating openings for women (Maume, 1999, p. 3)."
Women are traditionally segregated into specific jobs; thereby leaving
men in their on world to compete with each other for higher paid jobs
(Maume, 1999, p. 3). Men traditional have higher status contacts than
women which also help them to maintain their positions (McGuire, 2000,
p. 2).
Glass Ceilings, Glass Walls and Glass …show more content…
"Public administration graduate programs should more actively
strive to strengthen equal-opportunity learning environments by exposing
students to the way gender affects their work-lives and by better
preparing students to face and overcome gender-based inequalities in
organizations (Hale, 1999, p. 16)." The goal of educators should be to
continually improve society. Many times schools have failed to
recognize this purpose (Miller, 1965, p. 7).
Valuing differences in employees creates synergy and the key to valuing
these differences is to realize that all people see the world as they
see themselves (Covey, 1989, p. 277). This makes the job of equality
and pay equity so difficult. Men believe that it is easier to work with
men and that men do a better job and therefore deserve more money.
Their pride and egos tell them that women cannot do the job as well as
they can. These personal beliefs must be changed. Pairing men and
women together on teams will expand the male mindset and hopefully help
them realize that females and minorities are as equally
workplace passed the Equal Employment Opportunity Act. This act
protects individual rights and promotes employment opportunities and
fairness for everyone within the workplace (Klingner & Nalbandian, 1998,
p. 158). This act should have eliminated gender bias and pay
inequities, but has it accomplished its goal? Are employment
opportunities and promotion opportunities fair and equal to everyone?
Does gender bias and pay inequities still exist in 2000, 28 years after
the passage of the act? In researching this topic, I do find that
gender bias and pay inequities are still prevalent in today 's work
world. Because there are so many women and minorities in the workforce …show more content…
7).
Jobs are ranked by employers and employees differently. Employers rank
them according to skills and commitment and employees rank them
according to desirability and rewards (Maume, 1999, p. 3). One would
think this process would be fair to everyone but, in many organizations
there appears to be double standards to judge men and women. Women most
often have to measure up to higher standards than men do to obtain the
position (Hale, 1999, p. 8).
Are employment opportunities and promotional opportunities equal to both
men and women? No. Reskin and Roos conclude that women can move into
"male" jobs "either because market conditions force employers to reach
down into the labor queue to hire women, or because men reevaluate and
vacate jobs, thereby creating openings for women (Maume, 1999, p. 3)."
Women are traditionally segregated into specific jobs; thereby leaving
men in their on world to compete with each other for higher paid jobs
(Maume, 1999, p. 3). Men traditional have higher status contacts than
women which also help them to maintain their positions (McGuire, 2000,
p. 2).
Glass Ceilings, Glass Walls and Glass …show more content…
"Public administration graduate programs should more actively
strive to strengthen equal-opportunity learning environments by exposing
students to the way gender affects their work-lives and by better
preparing students to face and overcome gender-based inequalities in
organizations (Hale, 1999, p. 16)." The goal of educators should be to
continually improve society. Many times schools have failed to
recognize this purpose (Miller, 1965, p. 7).
Valuing differences in employees creates synergy and the key to valuing
these differences is to realize that all people see the world as they
see themselves (Covey, 1989, p. 277). This makes the job of equality
and pay equity so difficult. Men believe that it is easier to work with
men and that men do a better job and therefore deserve more money.
Their pride and egos tell them that women cannot do the job as well as
they can. These personal beliefs must be changed. Pairing men and
women together on teams will expand the male mindset and hopefully help
them realize that females and minorities are as equally