Introduction Issues of women discrimination either in private organizations or government offices have taken center stage, particularly after the second half of the twentieth century. Over the years, activists have expressed their concerns that women have been treated unjustly in as far as political, economic social, and cultural issues are concerned. This has clearly drawn the interest of scholars and other stakeholders alike who have embarked on researches in a bid to evaluate the truth in such claims. The popular view is that women are somewhat underrepresented when it comes to issues relating to different fields be it in reference to employability, hiring, promotion, and professional qualification, in various sectors (Gregory 2002, 13).
The common view among managerial behaviorists and sociologists is that the workplace remains a noteworthy epicenter in the reproduction and perpetuation of disparities. Numerous studies have been carried out to examine gender disparities as they characterize themselves in workplace environment. In essence, Discrimination against women in the workplace has been recognized as a wicked problem that not only affects both the public and the private sector.
Governments have made purposeful attempts to eradicate the various forms of discrimination. A good case in point is provided by the passage of legislations that support affirmative action. Within the background of the United States, Australian, among other countries, discrimination against women has previously been identified as a key problem, particularly considering the very diverse nature of the populace. Significant strides in as far as minimizing discrimination have been made since 1950’s (Johnson 2007, 38). However, complete success has remained indefinable and discrimination against women in the workplace remains rampant all through the country.
Literature ReviewThe post-world War Two era has experienced a marked rise in the number of females joining the labor market. Nevertheless, there is little proof to suggest that increased involvement has been accompanied by a decrease in gender-based discrimination at the workplace. Certainly, the available body of evidence portrays gender-based discrimination as the most widespread type of workplace inequality. At the workplace, discrimination against women is can be seen in terms of men employees being favored in comparison to similarly capable women (Hurst, 2007, 13). Discrimination against women is best shown by the differential remuneration policies that many organizations tend to adopt.
Markedly, men working in different economic sectors have tended to receive comparatively higher wages than those given to women. According to Hurst (2007, 14) discrimination against women in terms of salaries received has considerably reduced over the years: women’s wages relative to that of men have certainly increased. However, a closer look at the available body of evidence reveals that gender-based income discrimination still remain uncontrolled in the United States and Australia as well.
According to Cotter, Hermsen & Vanneman (2000, 25) American women earn roughly 71% of what their male counterparts make. The gendered wage discrimination also tends to vary across the different races. For example, higher gender-based income discrimination has been observed among white employees compared to their African-American counterparts. Data from the Australian Bureau of Statistics (ABS) support this allegation. Women working full-time take home, on average, around 15 % less than men working full-time. For male graduates, mean starting salaries are AUD 45,000 per year, while for their female counterparts; the mean salary is AUD 42,000.