Gender Inequality in the Workforce

Abstract

Over the last nine decades women have battled to become identically tantamount with

men in all aspects of life and work. Women have made enormous advances in edification and

vocation but parity in pay and promotions in the workplace still elude them. It is well

documented, prominent and discussed that women earn less. Why is this transpiring and is

inequality as skewed as most cerebrate? If there is a “glass ceiling”, why is it there? And what

can women do to navigate around it to become prosperous top level executives with matching

emolument? What can managers do to ascertain that women have as many opportunities as men

and equal pay?

Introduction

Parity sought by women was something that commenced in the 1800s. With the passing

of the 15th amendment in 1865, African-American men were given suffrage following the civil

war. It would take another 55 years afore women would be sanctioned that same right. The

women’s movement known as feminism commenced in 1848, when the first women’s rights

convention was organized. During this time in American history, women had very few rights and

constrained edification, due to not having very many colleges they were sanctioned attend. They

were withal considered to be the property of their husband or father. This denoted that anything

they owned did not genuinely belong to them. Women fought hard to gain the first step in the

peregrination to equality, which was the right to vote. The signing of the 20th amendment in

1920 gave women the right to vote ([4] Elmuti).

For 93 years women have made great advances toward parity but total equality

in pay, executive positions and high earning positions still elude them ([10] Kaifi). Thus, it is

imperative for Human Resource Managers to alleviate this