ANNOTATED REFLECTIVE-BIBLIOGRAPHY (REFLECTIVE JOURNAL) 7
Gupta, N., 2017. Gender inequality in the work environment: a study of private research organizations in India. Equality, Diversity and Inclusion: An International Journal, 36(3), pp.255-276.
The article aimed at examining to what extent gender inequality prevails in organizations that employ educated professionals. The author conducted the research using semi-structured interviews comprising of both men and women. The study was conducted in two private pharmaceutical laboratories. The findings of the article reveal gender inequality in most Indian organization as a result of norms and practices that favor men and socio-cultural norms that devalue women by stating their roles. The author argues that despite the increase in the number of educated middle-class women, few positions are left for women in organizations. The findings allow us to understand the role of women in Indian culture that limit them getting high job positions in the workplace.
Reflection
The opinion of the article is a true representation of most of the workplaces where women are denied big positions. The article used both and women in the study to avoid bias so that the findings could be a representative of all organizations globally. What provoked me is the idea that despite the knowledge and education gained by women, they are still denied leadership roles in their workplace. Most of the leadership positions are set aside for men due to the notion that ideal women are expected to be homemakers in Indian culture thus; women are denied leadership roles in Indian organizations. The article was well organized, and the ideas had a good flow. What can be done to reduce gender inequalities in the workplace in amidst of cultural beliefs?
Date of Entry: 2013
Ziman, R.L., 2013. Women in the Workforce: An In-Depth Analysis of Gender Roles and Compensation Inequity in the Modern Workplace.
The article aimed to establish various solutions to inequality in the workplace and reasons why remedies to gender inequalities are essential for the company and individual employees. The article used past researches to come with a concluding response of why solutions to gender inequality are necessary for the modern workplace. The main interest of the article was the gender roles associated with women while in the workplace that leads to inequality. The findings of the article were that despite the increased participation of women both in education and in the workplace, gender inequality still exists. It further added that women are gaining increased focus on areas related to business and accounting, but the wage gap between men and women remain a major issue. The findings allow us to understand the big gap between men and women that exist in most workplaces.
Reflection
The opinion of the author in this article is that the solution to gender inequality will not only assist individual employees but will have a positive impact on the organizations. Discrimination limits women from exercising their full potential that can lead to achieving organizational goals. What amazed me is that despite the efforts put in place to curb gender inequality, it remains a significant issue in most workplaces. Can’s organizations take advantage of educated women to improve their current situations?
Date of Entry: 2015
Stamarski, C.S. and Son Hing, L.S., 2015. Gender inequalities in the workplace: the effects of organizational structures, processes, practices, and decision makers’ sexism. Frontiers in psychology, 6, p.1400.
The article came up with a model of gender discrimination in a human resource which reveals the different nature of discrimination occurring in an organization and levers for reducing discrimination in the workplace. The authors discussed various discriminative ways that are as a result of human resource practices. The study used a model of gender discrimination that involved all participants in gender inequality in the workplace. An organization set-up was explored, and the findings were that human resource practices including policies set, decision-making as well as their enactment contribute largely to gender discrimination in the workplace. Thus, solutions to gender inequalities should start by identifying such policies, culture and strategies that lead to sexism so that they can be addressed individually.
Reflection
The opinion of the author was that human resource practices contribute largely to gender discrimination in the workplace. I conquer with that because the policies and the norms or an organization determine the selection process and the roles of women while in the workplace. The decision made in the organization can affect how employees view women in the workplace. The ideas in the article are well presented and reflect on how most organization policies and structures can contribute to gender discrimination. Research should be conducted on how organizational decisional maker should set policies that do not gender discriminative.
Date of Entry: 2018
Verniers, C. and Vala, J., 2018. Justifying gender discrimination in the workplace: The mediating role of motherhood myths. PloS one, 13(1), p.e0190657.
The article aims to uncover psychosocial processes that lead to heightened gender discrimination against women in the workplace. The author wanted to know whether the existing myth that women work can be a threat to their children and families is a true determinant of women discrimination workplace. The author used a database of Family and Changing Gender Roles to test the hypothesis that motherhood myths justify the existence of gender discrimination in the workplace. It is an international survey program, and the findings of the research proved that men and women argue that motherhood affects the productivity of women ion workplace hence they should have limited responsibilities to secure their families and children.
Reflection
If men and women believe that motherhood and other psychosocial processes lead to increased workplace discrimination, what about the society and organizations at large? Men and women should be advocates if fighting discrimination by going against such myths and encourage equal treatment of both genders in the workplace. The research leaves me thinking that the roles of women in the workplace should not affect their productivity in the workplace hence that should not be an excuse. The research should include education as a factor that reduces the use of myths on workplace set-up.
Plickert, G. and Sterling, J., 2017. Gender Still Matters: Effects of Workplace Discrimination on Employment Schedules of Young Professionals. Laws, 6(4), p.28.
The aim of the article was to show that although women are being accepted in the legal practice, differences exist in the work schedules of mothers and fathers. The article wanted to establish if gender differences exist in legal practice after more females are absorbed in the legal practice. The authors used a qualitative study where a sample of 5000 men and women lawyers new in their career was the study group. All the lawyers were from legal markets. The finding of the study was that despite the increased involvement of women in legal practices, the work schedules of females and males differ leading to discrimination.
Reflection
The opinion of the author in the article is that despite lawyers having equal qualifications, discrimination exists in legal practice workplace. This should not be the case because both the male and the female have equal qualifications, thus have the same capabilities. The reading made me think of how women education is undervalued and how there is a need for relevant policies to protect women in the workplace so that they can have equal treatment with men.
Date of Entry: 2015
Adu-Oppong, A.A. and Arthur, C., 2015. Gender discrimination in the workplace: a study of women’s participation in higher education management in Ghana.
The authors of the article wanted to find out how women are affected by gendered assumptions both in the workplace and further advancement in education. The authors used interviews to collect information from 10 women in administrative professionals of universities I Ghana. The finding of the article was that women are underrepresented in the administrative sector due to certain barriers that should be addressed to enhance women participation in administrative positions. The information from the article increases our understanding of why men dominate in administrative positions.
Reflection
From the readings, I got an insight into why women fail to advance in education and other areas. Despite women’s efforts in academic achievements, most administrative positions are left for men. The gendered roles of women should not, in any case, affect their dreams, and since they have similar qualifications with men, they should be included in administrative positions. Including women in administrative positions will increase their confidence which will lead to advancement in education and businesses.