Gender inequality Classical Argument Essay.
Classical Argument Essay
Gender inequality remains the most challenging form of discrimination all over the globe. The male gender still carries a higher regard when it comes to exposure to opportunities in the society. This starts when the both are born in the family. Societies such as the Chinese regard the boy child with a higher esteem than a girl. As the two gender grow, the opportunities that society avails for them are also different and discriminative. This occurs In terms of chances to earn education and jobs. More Often than not, gender parity is also evident in terms pay that women receive in comparison to males in the same jobs. This paper seeks to argue against gender discrimination in remuneration of employees. This argumentation essay also seeks to discuss payment on the perspective of experience, knowledge and expertise rather than gender
For many years, the society has perceived women as inferior to men in terms of their physical capabilities and abilities to accomplish certain tasks. This stereotype has caused many women to miss opportunities in some jobs thus limiting the type of professions and careers that women can join. Inequality is therefore the existence of differences in the acquisition of opportunities, resources and self-expression. Inequality disadvantages the minority in a way that leads to a lack of personal expressivity in choosing what they prefer for themselves. It can occur due to demographic features such as gender, race and ethnicity or due to other inherent physical characteristics of an individual. Social and political factors can also influence the level to which people can grow professionally (Sernau, 61).
One specific example is the discrimination that occurs against women who serve in the military. Women in the US military form only 14% of the service persons, yet their pay is not always commensurate with their work. Such a small number implies that there is discrimination against women in the recruitment of the military personnel. Attributable to this is the notion that women possess lesser physical power and aggression as compared to men. Such presumptions have prompted the change of the requirements for qualification to join the military among women. This has worked as an incentive to encourage mere women to join the military. The inequality in terms of number of female service personnel is also partly because the annual female volunteers to military service as fewer as compared to males. Among the 60,000 annual volunteers less than have of this number beat the military qualification standards. As such, gender differences in the initial recruits translates to the inequality that occurs once they join service (Sernau, 44).
The proposition that female soldiers are less endowed with the capability to tolerate extremes of physical activity. This proves an inequality in the physical capacities of females in comparison with the males. However, this does not mean that exceptional females who can outcompete males in performance of military duties do not exist. As such remuneration of these servants of state should be in tandem with those of their male counterparts because their job description is always similar. This should not only work for service persons in the military but also for those working in corporate leadership, civil service and the other types of employment. Performance appraisal and job evaluation should remain at the core of remuneration in order to reward employees on the basis of their input rather than on the prejudice of the superiority of a certain gender. Recognition of this should also occur hand to hand with the realization that in most of the jobs, even those that require massive physical input, expertise is the factor that matters most (Jayachandran, 64).
It is important to point out that pay gaps that tip towards better pay of men occur in even those types of employments that require huge qualifications. These industries include finance, health and even social assistance, issues of which collective bargaining agreements between employers and employees can solve. Even of greater concern is that such disparities exist in those industries that have organizational-level management that addresses pay rates. Contractual agreements are also likely to discriminate against women, therefore predisposing them to lower pay whenever they get such tenders.
Gender inequality in pay results due to the belief that certain members of a given society are disadvantaged, hence cannot access certain rights or privileges. This means that a discrepancy in the distribution of resources and access to them may exist due to geographical differences, citizenship, or inherent characteristics such as gender, race, and ethnicity. In circumstances of social inequality, the disadvantaged group may have limitations of access to health, education and political power or expression. Accessibility to these amenities can result due to poverty or geographical marginalization. In another setting, a minority ethnic group may lack political significance due to the reason of not being part of the majority. An individual can possess a status from either of the two main societal stereotypes. These statuses are the one that one earns through education or serving the society in a certain way, which is known as the achieved status. One acquires the second type of status by virtue of birth and is referred to as the ascribed status. An example of an ascribed status is race and ethnicity. A status can also be labelled upon an individual or a group of people by the stereotypes that the dominant forces may have. Such beliefs are conceived by the theory of the insentient mind and could work for the disadvantage of those that such beliefs target (Jayachandran, 66).
One of the greatest causes of gender inequality in pay is the vicious cycle of poverty. The poor do not as many of privileges as the rich do. This brings the disparity in the types of housing the poor live in, their access to health care, their educational achievements and their social circles. Poverty has two different explanations of its source. While some believe that the poor make for themselves, others view poverty as a causation of the society as a whole meaning that every stakeholder of the society has a hand in it. The argument behind the view that the poor are to blame for their poverty is that they do not show the aggression required to acquire wealth. Partly, this is traceable to the scarcity of employment opportunities. The effects of gender inequality in pay are the continued increase in the gap between the rich and the poor, increased social immorality and hikes in crime rates. Civil strife can also result from social inequalities as individuals scramble for resources or resort to war to as a means of settling the injustices that come with social deprivation (Jayachandran, 68).
In conclusion, the solution to gender inequality in pay lies with the liaison that can exist between governments and other employers. Provision of affordable services such as equal access education, and job opportunities for both male and female genders are great milestones towards harmonizing the differences that occur due to social stratification. Employers should also address the importance of commensurate pay that factors in experience, merit, expertise and the contribution of employees rather than create a disparity in pay with regard to gender.
Jayachandran, Seema. “The roots of gender inequality in developing countries.” economics 7.1 (2015): 63-88.
Sernau, Sanders. Gender inequality in Global Age. Thousand Oaks, CA: Sage, 2013.