Essentially, gender inequality denotes the situation where there is unequal treatment of persons, men, and women owing to their gender. The unequal treatment or perception may be wholly or partly influenced by the gender of the respective person ’s. Largely, cultural and societal norms have encouraged certain forms of gender inequalities. Unfortunately, gender inequality in the workplace is not an emerging issue in the United Kingdom alone but globally. Predominantly, gender inequality comes in the form of segregation might be vertical or horizontal which largely contributed to gender inequalities at the workplace. Globally, men tend to earn higher than women hence the assertion that global gender inequality exits all over the world. Primarily, gender inequality at the workplace has been manifested through gender pay gaps whereby men earn more than their women counterparts in the same organizational structure of position. Remarkably countries such as Iceland, Finland and Norway have achieved gender equality points to the fact that gender equality is attainable. Overall, the number of women in leadership positions grows by the end but barriers still exist to fully close the gender pay gap and completely eliminate gender-based segregation at the workplace
Notably, the gender role of woman in the United Kingdom has changed over the years(Gayle 2018). Specifically, the attitude that woman should be homemakers has shifted by 72 percent in favor of women working thus the assertion that more women are likely to take up employment opportunities(Gayle 2018). Recent statistics from New Zealand indicate that male workers earn 12 percent more hourly as compared to their female counterparts in the same occupation in the year 2016(National Library of New Zealand 2016). Undeniably workplace organizational structure is influenced by gender roles. Predominantly gender roles imply what society considers should be done by a particular gender.Essentially gender roles dictate what responsibilities are to be handled by a specific gender thus influencing the recruitment of women in most organizational structures. Majorly, gender roles are construed by societal and cultural norms which set the standard of socially accepted practice by gender. Inevitably gender roles affect the division of labor between men and women workers (Blackstone, 2003). Gender roles affect equality.
Notably, most of the senior positions in the United Kingdom workforce is dominated by men (McCoy, 2017). Factors such as low academic qualifications, motherhood, lack of experience, gender bias and stereotype, cultural norms are some of the factors that have hindered the achievement of gender equality in the United Kingdom and globally (Haaryson & Hammasstorm,2013). Traditionally, women considered are homemakers and not breadwinners which notion has contributed to gender segregation whereas the male gender is providers thus increased likelihood to get leadership and well-paying jobs. Such gender roles have led to the fewer employment of women in the workforce(Ziman, 2013). However, the attitude tide as to the place of the woman in the workplace is slowing changing as more UK based women venture into professional occupations such as medicine, technology, law, and religion. Whereas gender inequality majorly affects women, in some occupations such as health, hospitality, men are likely to be subjected to horizontal forms of gender-based segregation thus the assertion that gender inequality can be for either gender depending on the circumstances. It is important that each nation achieves gender equality economically and socially.
According to a ministry for women report in New Zealand for the year 2017, the disparities of payments between male and female employees can be attributed to occupational and vertical segregation thus goes to show gender inequality is a global dilemma (Meuders, Plasman, Rigo 7 Dorchai,2010). Vertical segregation clearly illustrates gender inequality. Under vertical segregation men hold the upper hand in holding senior positions with better payment in occupations mainly dominated by women (BBC News 2018) According to the wall street Journal, there is a significant disparity on pay based on gender (Iverson 2017). Men employees earn more than their female counterparts in the United States economy. The study was conducted in four hundred and twenty-two occupations (Gayle,2017). Specifically, women in the United States earn 78 cents whereas men earn a dollar. Noteworthy, from global perspective women, earn 50 cents against the dollar earned by their male counterparts. In the ancient Icelandic territory, women shared religious and cultural responsibilities which factor has contributed to the gender equality progress in the country as contrasted with Islamic countries.
According to the European Commission report of 2009 on Gender segregation, horizontal segregation implies the over or under-representation of a particular gender in any given sector of work. As pointed out during one of the class PowerPoint presentations, women are concentrated on ‘ghetto occupations’ which are associated with low pays, low status and equally narrower job content with fewer promotion expectations. Primarily, horizontal segregation implies the fact that a specified gender is concentrated in a certain line of work(Eurwork, 2017). Despite the significant increase in the population of women in leadership posts in the United Kingdom, men are the twice mostly employed in managerial and top leadership positions than women thus goes to show horizontal segregation in the UK workforce (McCoy 2017). According to our world in data website, the number of women in leadership positions across the United Kingdom, Isreal, Mexico, Palestine have been steadily rising(Ortiz-Ospina & Roser, 2018). However, much needs to be done to achieve gender equality among men and women workers in these countries.
Undoubtedly, the United Kingdom labor force is yet to fully embrace gender equality in the workplace. Specifically, there is increased female labor participation over the years. However, there is a 13 percent point gender pay gap between Men and women workers in the United Kingdom (Centre for economic performance 2015). Noteworthy, for full-time women workers there is a pay gap of 19 percent. Essentially, payment disparities based on the gender of an employee is a form of discrimination. Noteworthy, women employees in the United Kingdom are estimated to have lost one hundred and forty billion Euro as a result of gender gap payment systems(Bulman 2018). As illustrated in Graph 1, both part-time gender is paid less than full-time employees in the same occupation by eight pounds. As illustrated in Graph 2, London, East and South Eastern parts of the United Kingdom are the places where there are the largest gender pay disparities. Essentially, gender inequality at the workplace can be evidenced by the income inequalities among women and men doing equivalent work (Topping & Barr, 2017).
Remarkably, the United Kingdom has put in place legislation and policy directive to curb gender-based inequalities at the workplace through these measures haven’t been successful in combating gender-based inequalities at the workplace. (kamarade & Richardson, 2017). Specifically, companies with more than two hundred and fifty employees are required to furnish the UK government through the Government Equalities offices with reports on payments to all its male and female employees (Topping &Barr, 2018). This reporting mechanism is aimed at enforcing the gender pay gap action plan. In addition to this reporting directive, the United Kingdom government has enacted two key pieces of legislation the Equal Pay Act (1970) and the Equality Act 2010 to address the gender pay disparities in its economy. The Equality Act 2010 seeks to eradicate all forms of gender-based discrimination and sexual harassment at the workplace hence protecting the rights of the gender. Primarily, these two pieces of legislation outlaw differential pay on equivalent work thus seeking to curb gender inequality at the workplace.
Owing to the turn in attitude about gender roles, women are making a name for themselves in previously male-dominated occupations. Such as medicine and the law. According to an article by the Telegraph, more women are considering careers in medicine religion and law unlike the previous decades(Sawer & Henry, 2008). This assertion goes to show that the United Kingdom is slowly becoming a gender-sensitive economy. This upsurge of female employment can be attributed to favorable employment policies for the female gender, higher academic qualifications that the male gender and favorable recruitment programs. Arguably, the rise of women in education and occupational standards might be interpreted as a threat to the success of the men (Azmat,2015). Currently, women in the UK are concentrated on professional employment opportunities such as scientists, engineering and health services (National office of statistics, 2017). Eventually, women will rise to leadership positions and better-paying occupations if there are political will and initiatives on the part of the United Kingdom government and employers (Hirst, 2017). As proven by Iceland, gender equality is attainable.
Undoubtedly, the United Kingdom has not fully eradicated gender inequalities at the workplace as compared to other European Union member states. Despite the increase in the number of working women, a lot needs to be done to eradicate the wide gender gap pay among women and men. Globally, the gender pay issues, horizontal and vertical forms of gender-based segregation still persist globally hence the assertion that the war against gender inequalities globally is yet to be won. However, there are countries that have achieved gender equality in their jurisdictions. Namely, Iceland, Finland, and Norway, the United States of America among others. However, in my opinion, it is true that the number of working women has improved. However, countries such as Pakistan, Chad, Syria, and Yemen are among the worst in implementing gender equality standards and practices. Undoubtedly, the gender gap between men and women working in the United Kingdom has not reduced. Evidence suggests, there are reported cases of horizontal and vertical segregation illustrated by male dominating top leadership positions and women being employed in low paying occupational positions.
According to Graphs 1 and 2 above it is clear there is gender inequality around the world. The inequality can be evidenced by the less pay given to part-time working men and women as contrasted with full time working men and women partaking in the equivalent work. The fact that most women in the world occupy inferior working positions and “ghetto” occupations as compared to men who have largely taken up more leadership positions and more full-time positions in professional occupations goes to show there are vertical and horizontal forms of segregation at most United Kingdom workplaces. Overall, the United Kingdom is not listed among the best countries likely to achieve gender equality in the workplace or elsewhere thus the assertion that gender inequalities will continue to plague the UK economy and its people. Despite the existence of Equality laws that seek to promote gender-based equality, the gap of inequalities as to pay continues to widen thus the assertion that the United Kingdom government is not working hard towards achieving gender equality as other countries such as Iceland have achieved. The fact that other nations have managed to achieve gender equality and the United Kingdom hasn’t gone to show there is a lack of commitment to eradicating gender inequalities in the United Kingdom.
Conclusion
Overall, gender inequality in the workplace is a global challenge. Basically, gender inequality at the workplace can either be vertical segregation or horizontal segregation. Undeniably gender roles have played a crucial role in enlarging the gender inequality gap in the workplace. Arguably, cultures which women partook in leadership activities have higher rates of gender equality than areas where the cultural norms discourage women participation in leadership and economic activities. This has been proven by the disparities of pay among woman and men working on jobs of same t value. Majorly, men get paid more than women despite being in the same position. Additionally, women occupy less leadership and managerial positions as compared to male employees in the same position. Generally, legislation pieces and policy directives have been implemented to curb gender-based inequality in the workplace in the United Kingdom. The enactment of Equality Act and the Equal Pay Act have paved way for gender equality in the workplace. In addition, the reporting of gender pays to the government equalities office has encouraged companies to promote gender equality in the workplace.
References
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