Professional English Bozorova Nurshoda

Professional English

Bozorova Nurshoda

Gender issues in work

Plan:

1.5 Top Issues Fueling Gender Inequality in the Workplace

2.Gender inequality in the workplace: The fight against bias

Women make the world go around, literally. Yet despite juggling all of life’s crazy demands — birthing and raising children, providing financial stability and preparing healthy, home-cooked meals while also trying to find time for exercise, time with friends, and the occasional moment of relaxation — women are still treated as “less than” in the workforce. Here are five major challenges still facing women in the workplace.

Women make the world go around, literally. Yet despite juggling all of life’s crazy demands — birthing and raising children, providing financial stability and preparing healthy, home-cooked meals while also trying to find time for exercise, time with friends, and the occasional moment of relaxation — women are still treated as “less than” in the workforce. Here are five major challenges still facing women in the workplace.

1. Unequal pay

1. Unequal pay

On average, American women are more educated than men. For decades, women have earned more bachelor’s degrees, master’s degrees, and doctorate degrees than men. Yet women in the U.S. workforce still earn less than their male counterparts. How much less?

While some statistics show that women earn 80 percent of what men are paid, new data published in November 2018 suggests the pay gap between men and women may even be greater.

2. Sexual harassment
An obstacle that many women face in the workforce is sexual harassment. While the #MeToo movement has helped to shed light on the issue, little had been known, until now, about how many women are subjected to this type of mistreatment.
A survey conducted in January 2018 by the nonprofit Stop Street Harassment found 38 percent of women have experienced sexual harassment in the workplace, and 81 percent reported experiencing some form of sexual harassment in their lifetime, including verbal or physical assault.
3. Racism
Unfortunately, race seems to play a major role in how women are treated and compensated in the workplace. The pay a woman receives may vary depending on her race and ethnicity. Data from the Institute for Women’s Policy Research found that Asian/Pacific Islander women have the highest median annual earnings and are compensated $46,000. White women follow at $40,000, while Native American and Hispanic women have the lowest pay, earning $31,000 and $28,000 per year. Earnings also vary by race when compared to what men are compensated.
4. Women are promoted less often than men
Despite being more educated than men and constituting nearly half of the workforce, women are promoted at work far less often than men. We know this because women make up less than 5 percent of CEOs and less than 10 percent of women are top earners in the S&P 500. Women of color are even worse off, as they are nearly invisible on both S&P 500 boards and Fortune 500 boards.
INVESTMENTS
5. Fear of asking to be paid what you’re worth
Women often struggle with asking for higher pay in a job. While related to the issue of unequal pay, fear of discussing money is a separate issue that affects women more significantly than men. For women, negotiating pay is often viewed as being greedy or desperate, which leads to hesitation when it comes to asking for their worth in the workplace.
The Equal Pay Day, a symbolic event created to highlight wage inequity, fell on March 24 this year. This day shows how far into the year — 83 more days in 2021 — women need to work just to be able to earn the same that men earned in the previous year.
Gender inequality in the workplace isn’t limited to unequal wages, either. Women, especially black women, LGBTQ+ women, and women of color, continue to face barriers to move into leadership positions and are likely to face microaggressions — offensive statements or insensitive questions — related to race, ethnicity, gender, and sexual identity.
Leaders need to close gender gaps in career advancement and eliminate workplace discrimination. There are concrete ways to achieve this ideal — transparent salaries, flexible work options, training opportunities for women, and a focus on well-being and mental health. Employees, too, can play a part in ensuring gender equity on all fronts by becoming allies, speaking up against instances of discrimination, and giving honest feedback to leaders.
Before we lay down some tactics to combat gender inequality, let’s take a look at how and when the first steps were taken.

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