Gender inequality has been in existence since time immemorial. Gender is considered to be the primary marker of social and economic stratification. Due to this, it has led to significant exclusion in almost all fields. There are still systematic gender differences in material well-being regardless of one’s socioeconomic class. Gender inequality is the bias treatment of members affiliated with a particular gender due to perceptions that they are inferior to others. Inequality in America is mainly associated with women. The women, in most instances, are given lesser responsibilities in the majority of the areas. Some of these areas may include but are not limited to education, employment, and politics. Some people may argue that gender inequality has reduced in the United States courtesy of activism and political advances. But the bottom line is that inequality is still rampant in the United States in the education sector, political participation, and the workplace. This essay is intended for the political elites and other activists that have tried to sensitize the general public that gender differences have been reduced in these particular areas in the United States of America. But the big question is, why is it there in the first place? Should gender differences be an issue in the world’s superpower? The fact that it is still in existence means that women are still not recognized. The political elites and the activists who think otherwise are only trying to sugarcoat the whole issue for known and unknown reasons.
Research done revealed that approximately one in five employed women in the United States say that they have been sexually harassed at work. The research revealed that more than 22% of employed women had been a subject of sexual harassment compared to a mere 7% compared to men. On the same issue of employment, companies should create a gender-balanced board of directors. But in the real sense, the companies that have accomplished this particular setup have had to pay for it. According to the journal organizational science, it was revealed that the firms that had implemented the gender-balanced boards tend to suffer market penalties (Fuhrmans, 379-380). In other words, the market, in general, does not appreciate the fact that a board with women can deliver. The companies that were initially doing well before the gender diversity suffered a decrease in market value after the initiative (Fuhrmans, 379-380). Similarly, the research revealed that the firms that openly stated their stand on the commitments to diversity suffered a decline in the firm value (Bertay et al.; 12-16). The reason for this is associated with the general view of women’s representation. The research clearly explained this scenario citing that “The level of female representation on a firm’s board may send a negative signal to the market regarding a firm’s commitment to shareholder value maximization if it is perceived as being motivated by a desire for diversity” (Parks, 377-381). The general interpretation to this is that there is the general stereotype that females are less competent than their male counterparts as far as business is concerned.
Additionally, there are cultural biases in the workplaces, which lead to disparities. These disparities are in most cases directed to women, which come at a great disadvantage. The disadvantage on women is regardless of their ages, education, and social background. Women tend to be judged more harshly than men in the same positions even if they stand a chance of being equally or more competent. Such disparities are well displayed in the pay, whereby women are at a disadvantage of receiving lower pay than men across all occupations. The earnings harder affect the ethnicities and races, whereby the African Americans and the Latino women are most affected by earning the lowest pay. A study done on gender inequality revealed that even though there was an increase in the gender representation of both genders, women were not equally represented in the top managerial positions (Bertay et al.; 12-16). Surprisingly, given a chance to be in the topmost position, their pay tends to be less than that of men in similar positions. Therefore, this means that women are not wholly integrated into society, and their roles are stereotyped and directed elsewhere.
There have been excuses aligned to the reasons as to why such is the case. The research established that women did not get the top positions due to the conditions that they give. For instance, those who argue that there is no problem with gender inequality cite that women give conditions that make it hard for them to work in such positions. Among them is that women prefer jobs with conducive working conditions, normal working hours, and a surety of security. Such are the things that do not bother men as such and hence tend to take risks of taking the topmost positions in the organizations. Research revealed that 42%of women in the united states who have been in employment cited that they have been subjected to some form of gender discrimination (Bertay et al.; 12-16). Among the alleged discriminations were that women were being treated in a manner that suggested they were incompetent. They cited that they did not receive enough support from the leaders of the opposite sex in the senior positions.
On the other hand, it is believed that the gender inequalities experienced in education and at the workplaces result from the relationship back at home. In most cases, men are seen as the head of the family, often regarded as the providers. Way before civilization, women were confined in the houses with kitchen chores. From this kind of thinking, it still becomes hard for them to be assimilated into male-dominated occupations. The major stereotype is that men ought to be assertive, self-oriented, and dominating. On the other hand, women are perceived as nurturing, friendly, emotional, and extremely passive (Benzil et al., 5-7). For such reasons, in the same category as men, women tend to be paid less because, from the word go, they are perceived as being the weaker sex. In cases where married women work, they must later attend to the family matters and hence might not get enough rest which could compromise the decisions they make in the workplaces.
With the current pandemic of coronavirus, there have been massive layoffs in different organizations across the world. By April 2020, the pandemic nearly shut down the American economy, upon which research revealed that female unemployment was higher than that of men (England, Andrew, and Emma, 6995-96). The term gender has eventually evolved in America from the concept of simply male and female, and boys and girls. Gender has evolved to include transgender. The transgender group of people similarly have had their share in facing violence, prejudice, and inequality in the same measure. Transgender has had issues in the workplace, education institutions, and anywhere else where opportunities and rights should be accorded. Transgender, African Americans, and Latinos have been discriminated against in hospitals, schools, and even property ownership (Alon et al., 2-6). These particular groups of people still stand higher chances of police brutality than other groups. Regardless, the number of women venturing into white-collar jobs has tremendously increased. This translates to the fact that women are attending schools and achieving as much as men could achieve. Unfortunately, this is not felt across the board, especially in areas where African Americans are concerned compared to other racial groups (Dang and Cuong Viet Nguyen, 105296).
In conclusion, the reason why there are many civil rights movements, activists, and feminists groups in the United States is that there is no commonality between women and men in all sectors. In any case, if there were enough recognition in institutions and the working places, there would be no such things as the civil rights and feminist campaigns. The campaigns of anti-slavery died with the death of the slave trade and slavery altogether. Such would be the case in gender inequality if all factors were held constant. The United States has demonstrated great improvement in the professional and education sectors as far as incorporating both genders is concerned. However, there is still gender inequality in various sectors like earnings, promotions, and the general roles given to women compared to those given to men.
Works cited
Alon, Titan M., et al. The impact of COVID-19 on gender equality. No. w26947. National Bureau of economic research, 2020.
Benzil, Deborah L., et al. “Toward an understanding of sexual harassment in neurosurgery.” Journal of neurosurgery 1.aop (2020): 1-10.
Betray, Ata Can, Ljubica Dordevic, and Can Sever. “Gender inequality and economic growth: evidence from industry-level data.” (2020).
Dang, Hai-Anh H., and Cuong Viet Nguyen. “Gender inequality during the COVID-19 pandemic: Income, expenditure, savings, and job loss.” World Development 140 (2021): 105296.
England, Paula, Andrew Levine, and Emma Mishel. “Progress toward gender equality in the United States has slowed or stalled.” Proceedings of the National Academy of Sciences 117.13 (2020): 6990-6997.
Fuhrmans, Vanessa. “Where are all the women CEOs.” The Wall Street Journal (2020).
Parks, Beth. “Why Aren’t More Theories Named After Women? Teaching Women’s History in Physics.” The Physics Teacher 58.6 (2020): 377-381.
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