Gender Inequality In Canada's Workplaces

The business world during the 1990s was forty-seven percent female, and fifty-three percent male (Mulligan). Surprisingly, however, the percent of women entering the workplace has stalled. In the early 2000’s the percent of women that worked peaked at seventy-seven percent, and has yet to change from that, still, this is a huge increase compared to the amount of working women in the early 1900s.

Over the last 55 years, the number of women in the workplace has steadily increased to nearly the same number of men. Additionally, jobs that women hold have expanded into roles that were once male-dominated, such as business professionals, doctors, lawyers, etc., and some women have even broken through the Glass Ceiling into senior management and executive roles. However, in spite of various laws and regulations that are in place to protect women in the workplace, women continue to experience various forms of inequality, including unequal pay, fewer job advancement and training opportunities, and stereotyping and workplace harassment.

In the 1960’s, the women's population of how many worked outside of their house had been 35%. Also in the 1960’s, the work force women had increased by 6 percent since 1950 and had become 35%.

Throughout the 1920’s, a new era of social culture was emerging in America as it recovered from its involvement in the First World War. Young Americans in the nation's cities rejected social traditions by embracing a modern culture of freedom. America seemed to break its attachments to the recent past and start in a more modern era. Within this era, society was dominated by the desire to express oneself and live lavishly. This new pursuit of freedom displayed within the evolution of teens, the changing roles and morals of women, and an increased obsession with entertainment.

During the 1930’s women were not being treat equal in society. The men of this era had control over the women and they treated them with no respect. In addition, they had to take lower paying rate than men. “Also, they had to work longer hours. Even though, women had to take a pay cut, they were still able to find a job. More than half of all employed women worked for more than fifty hours a week, and more than one-fifth worked for more than fifty-five hours. According to the Social Security Administration, women's average annual pay in 1937 was $525, compared with $1,027 for men.” The Depression caused women's wages to drop even lower, so that many working women could not meet basic expenses. In addition to having a low pay rate women had

There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation.

When examining the health status of Canadians, one may not recognize the flaws of inequality. When looked into further is it evident that not all Canadians are on equal playing fields when it comes to access of health. The concept of social determinant of health, taps into the idea that there are social barriers and obstacle in our society that present challenges for certain social groups and their access to health care. One group of Canadians who experience the effects of inequality in our health care system, are those individuals living in lower socioeconomic status. Research has shown that those individuals are the prominent group that use the health care system in Canada. “individuals whose socioeconomic

Do you think gender issues are still a problem in modern America? As we’ve had many technological advancements has our views for civilizations remained the same? Previously in America’s society one’s gender played an important role in their life. Whereas if you were born female then you typically would stay home to cook, clean, and breed children. While males being the providers, they typically went out to hunt and “bring home the bacon.” “Today gender roles in our society have changed considerably in recent decades: there are more women in the workforce, many doing jobs held exclusively or primarily by men, and a growing number of men who choose to stay home with the kids while their partner works outside the home.” (639) Although we’re transitioning away from the stereotypical view of gender roles many issues still exist, such as women to earn less than males from the workforce. But

Immigration is predicted to play a substantial role for labor force and population growth in Canada by the year 2031 (Statistics Canada, 2010). Already small and medium size towns and cities are facing a lot of pressure to attract immigrant women and men for the purpose of countering the aging population (Buchlaschuk & Wilkinson, 2011).With the current figures showing a slight decline in the number of immigrant women who settle within the three largest metropolis of Canada, immigration of women is becoming an issue of concern for the medium and even small cities in Canada (Bucklaschuk, & Wilkinson, 2011). One of the major challenges faced by these cities is how to undertake the retention and integration of these new immigrant women, a concern

This historical essay will define the marginalized role of the unmarried female labourer in the context of the patriarchal martial institutions of early 20th century Canada. During the early 20th century, the role of unmarried women in the Canadian workforce defines the highly marginalized aspects of gender roles that limited women’s wages and restricted them from male industrial work. Women were often forced to marry due to the prominent role of the male worker to provide income to the household and support the woman in the domestic sphere. In this case, many women were unpaid for their work in the home, which also defines the barriers to equal pay and representation in the workplace for unmarried women that had to provide their own income.

Imagine trying to find work as a poor immigrant woman, now imagine trying to find work as a Caucasian, middle-class male, which would have a better chance of accumulating a well-paying job? This is where we see the divide in not only gender but as well in status and race. Less women are hired and less women apply due to parental or other reasons. Women working in the marketplace has notably been rising, in 2009 64.1% of women in Alberta were in the workforce compared to 49.2% of women in 1976. (Statistics Canada, 2013). We have to look at this from many different angles, from education, opportunity, societal norms and the economy. Women now are given more options for daycare, self-employment and education, though daycare costs, gender barriers

Each society possesses distinctive culture that varies from each other, yet has commonalities, as well. Patriarchy long has been one of such common features, and is still so in many states. It is the male, especially fathers, rule, while the opposite gender is expected to be submissive (Sultana, 2010). Over time, the level of patriarchy has mitigated, especially following the women feminist movements, exclusively in the West, and the situation of gender equality has improved (Evelyn and Adedayo, 2014). It is essential to convey these western ideas everywhere, as they are most humanist and just, so far. So, the issue is whether the spread of those ideas by globalization has improved the gender equality. Whether the globalization influences the gender equality, in what direction the change happens, and how the globalization affects the gender equality on employment are the main subjects to review for the purpose of ensuring the relationship between the variables. The literature used for the review covers different regions, yet the majority are the case studies from the developing states, where the gender equality has been worse.

Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent. Candidates from minority groups may be put off applying for positions in organisations that do not make their commitment to inclusion known.

Sexism towards women in the workplace also known as occupational sexism is one of the oldest form of discrimination against women. Despite increasing campaigns on gender equality and feminist movements worldwide, working women continue to fight for equality especially in white-collar setings. Though there has been profound progress through the years, working women continue to face more challenges as compared to men both in the western as well as developing countries. Studies now show that the Equal Pay Act passed in the United States in 1963 to abolish gender based salary differences is not being enforced as women continue to earn less than their male counterparts in the same field (Campos,2015). Moreover,black women have to struggle with diversity on top of inequality. The situation is worse in developing countries where progress is impeded by cultural beliefs and practices regarding women where they are asscociated more with domestic chores for example. Even with more women taking up roles in leadership, business and politics today, many more continue to face dicrimination during hiring and promotions as well as salary disparities.

According to Stone (2013), discrimination is when another person is differentiate from another groups based on their sex, race, disability, marital and parental status. In the anti-discrimination legislation, it is known as making a group in advantaged and the other are in disadvantaged. Employment discrimination happens when employees and job applicants were discriminated because of their weaknesses, their family medical history, women that are pregnant, or the connection with a certain individual. (Doyle 2017). Discrimination has a lot of type such as discrimination by the society, discrimination that are indirect, harassment, and victimisation. (Different Types of Discrimination n.d.) Therefore, Human Resource Management