Background
Gender inequality refers to plain and concealed disparity between individuals performing a common task with regards to gender. Historical data shows that there is a statistically considerable difference between male and female employees in most economies around the world, however, the figure has been declining, thanks to campaigns by pro-women groups and the increasing literacy levels among women.
At the workplace, gender inequality has often favored men over women and in most cases, this anomaly occurs over persons of similar qualifications. Baffling statistics on gender inequality in the labor force shows that the problem is persistent and will not be eliminated soon.
While 90% of all adult men are employed, only 75% of women are in employment. Besides, women who hold job positions receive unfair treatment at work over male employees. The differences are in the form of pay differences for similar job roles and qualifications, promotions, job appraisals and labeling of jobs as male or female jobs.
Gender discrimination in the labor force varies across the demographic groups. For example, The National Committee on Pay Equity reports that while women still earn three quarters of what their male counterparts do, the percentage earning for colored women is even more appalling; African American women earn 67.5 % of what men earn, Latinas’ receive 57.7%, while Asian Americans receive 90%, all figures relating to the 2010 Census results (NCPE, para. 1, 2).
It is not fair to pay women lower wages than men as both genders have the same ability and perform similar work under the same conditions. This trend continues despite the same statistics indicating that 40% of women were the principal breadwinners for their families in 2009 (NCPE, para. 3, 4).
Objective
The aim of this article is to assess the assertion that gender inequality exists in the labor force. The paper will draw on figures and reports from global development agencies to fully ascertain the truth of this workplace anomaly and its effects on the victims. Due to the importance of gender equality to economic development, the paper will give strategies for combating this menace.
A Global Phenomenon
The World Bank (2001) reports that gender inequality in the labor force is prevalent all over the world, however, the rates vary from country to country. Indeed, in 2009, the International Labor Office (ILO) reports that if not acted upon immediately, gender inequality could create nearly 22 million unemployed women by the end of the year (ILO).
The annual Global Employment Trends for Women report showed that out of the global workforce of 3 billion people, 1.2 billion were women, representing 40.4% while global unemployment rates for women stood at 7.4% compared to 7.0 percent for men. The table below shows global adult employment-to-population by gender for 1998 and 2008.
Figure 1: Global adult employment-to-population proportions in 1998 and 2008. Source: ILO.
The report shows that even though unemployment rates have fallen over the ten-year period between 1998 and 2008, gender inequality in the labor force remains constant over the eight geographical blocs, however, Latin America and the Caribbean registered significant progress in reducing gender inequality in the labor market. It is obvious that despite positive developments made in some regions, far fewer women take part in the labor market as compared to men.
In some developing economies, failure to take up job opportunities is not a choice, but a duty; it is possible that the women in these regions would take up employment if the were allowed by the social norms (Cotter et al, pp. 35).
This does not imply that these women stay at home doing nothing; a majority of them perform household chores and unpaid family care tasks. Such roles do not count as employment. While it may not be right to say that all women want to be employed, it is positive to say that women would want the same independence as men in choosing whether they should take up employment opportunities.
Social Effects of Gender Inequality in the Labor Market
Women’s weak participation in the labor market, lesser control over material goods and resources, and taking up job opportunities that are vulnerable and with lower pay makes them vulnerable to any form of economic crisis (ILO, para. 9). Women may cope with such a situation by working longer hours or taking up numerous job opportunities with lower pay, this aggravates the situation and makes it hard for them to tend to the social responsibilities such as family care and performance of household chores (Chen, Pp. 12).
Studies have shown that women do not mention family roles such as caring for young children when attending an interview. Although labor laws in many countries ban employees from questioning family responsibilities directly, it often comes up in some form during the course of the interview, an affirmative answer reduces the chances of landing a job.
Majority of women who take up jobs have to balance between employment and family responsibilities, besides, employees may terminate the services of a female employee when it is discovered that they are pregnant, men are rarely faced with such situations (Gluck, para. 6). Since several studies have shown that 40% of women are the principal breadwinners for their families, gender inequality at the workplace shakes the basic structure of the society: the family.
Finding a Solution to Gender Inequality
Gender inequality in the labor force can be averted by enacting legislation that require employees to recruit a certain percentage of female workers in their workforce. Stringent punitive measures should be meted upon firms that fail to implement this legislation, however, exceptions should be made on jobs that are clearly well-fitting to males, such as drilling and mining. Such a measure will ensure that more women get employment opportunities.
Another strategy that can reduce gender inequality is promoting female education, especially in developing countries such as Sub-Saharan Africa and Asia. Societies in these continents have traditionally assumed that a woman’s place is in the kitchen, therefore, literacy among women is quite low and this hinders them from taking up well-paying jobs.
This can be achieved by investing in physical infrastructures such as roads, schools, health institutions and other social structures that will improve women’s health and awareness. Besides, poverty alleviation by constructing roads, setting up irrigation schemes, moveable irrigation systems, and other agriculture-based projects will empower women in these societies and reduce gender inequality in the labor force (ILO).
Works Cited
Chen, Derek. Gender Equality and Economic Development. World Bank Policy Research Working Paper 3285, 2004.
Cotter, David A., Hermsen, Joan M., Vanneman, Reeve. Gender Inequality at Work. 2004. Web.
Gluck, Samantha. The Effects of Gender Discrimination in the Workplace. 2011. Web.
International Labor Office. Global Employment Trends for Women, 2009. Geneva: ILO Press, 2009.
International Labor Office. Global Employment Trends. Geneva: ILO Press, 2010.
International Labor Office. ILO warns economic crisis could generate up to 22 million more unemployed women in 2009, jeopardize equality gains at work and at home. 2009. Web.
NCPE (National Committee on Pay Equity). Wage Gap Remains Static. 2010. Web.
World Bank. Engendering Development. Washington, D.C, 2001.