Sex Discrimination in the Work Place
Over the past decade, sex discrimination in the workplace has become a heated subject continually because of the way women have vigorously emerged in the men dominated business sector. A need to reconstruct the existing business preconceptions has arisen because not only have women flocked into the sector, but they have also excelled in business. In the workplace, standard rights must be instituted to avoid discrimination based on economic developments, physiological considerations, individual potential advancement and wage equalization.
Discrimination is a vice that has affected humanity for many centuries now. Discrimination may be in the form of sex, religion, sexual orientation, ethnicity, race religion and even age. According to Neumark (2009), discrimination occurs when a group of people think that the others are unworthy and undeserving. However, it is illegal to discriminate people at the work place because of their age. The UK legislation prevents any citizen from these forms of discriminatory acts.
Discrimination is highly practiced in the work place. The UK legislation insulates people from these acts of discriminations in various sectors in the business sphere. Sex discrimination can be practiced during recruitment, dismissal, wages, training, promotion and status. Sex Discrimination) Order 1976 of Northern Ireland forbids employers to discriminate individuals based on their sex.
First, women and men differ physiologically. Therefore, it is important to put their inborn discrepancies into consideration. Putting up equal rights means that women may hold positions originally held by men. In such a case, maternity policies should also be established or else the pregnancy period may cause unnecessary glitches to the organization. Greenfield & Chao (2008) emphasize that maternity policies should be set fairly to avoid the pre-existing misconceptions regarding female pregnancy (Greenfield & Chao, 2008). They point out that this period can be challenging for women working in the originally male dominated sector. Therefore, it is important to establish both paternity and maternity policies to discourage sexual discrimination in the business sphere (Sex Discrimination Act, 1975). Samuels (1993) concurs that physiological differences must be considered when establishing gender equality in the workplace.
Equal rights should be established in business to ensure that women are fully motivated and utilized. Evidently, it has been observed that women have taken a great share of the workforce. For many years, they have struggled with sex discrimination in the workplace. This unfair treatment has been observed to affect their productivity and job satisfaction. Gregory (2003) observed that equal treatment of women and men in business can motivate personal advancement and accomplishment. In additional, he believes that there exists a connection between job satisfaction and equal treatment of women. He concludes that equal treatment of women in business is the key to establishing opportunity advancement, job satisfaction and economic growth (Gregory, 2003).
Conclusively, in order to tap the economic potential that women possess completely, it is important to establish equal rights for both women and men. This is because a need to reconstruct the existing business preconceptions has risen because not only have the women flocked into the sector, but they have also excelled in business. Many factors should be considered while instituting equal rights in the workplace. When determining gender equality; maternity, paternity and physiological differences should be tabled for consideration. Additionally, personal advancement, economic development and job satisfaction should also be carefully considered. The UK legislation prevents any citizen from these forms of discriminatory acts.
References
Greenfield, M., Halasz, B., & Chao, L. Y. (2008). The working woman’s pregnancy book. New Haven: Yale University Press.
Gregory, R. F. (2003). Women and workplace discrimination overcoming barriers to gender equality. New Brunswick, N.J.: Rutgers University Press.
References
Sex Discrimination Act 1975. (n.d.). Sex Discrimination Act 1975. Retrieved January 7, 2014, from http://www.legislation.gov.uk/ukpga/1975/65
Samuels, S. U. (1995). Fetal rights, women’s rights gender equality in the workplace. Madison, Wis.: University of Wisconsin Press.
Zagano, P. (2012, March 16). Men, Women and Going for the Gold. National Catholic Reporter, 212, 26-65.
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