下面为大家整理一篇优秀的paper代写范文- The Solutions of Gender Discrimination in Workplace，供大家参考学习，这篇论文讨论了职场性别歧视。在过去，教育和就业的性别不平等是我们生活中的常见现象。直到如今，职场中仍然存在一些性别歧视。女性在同一职位上的收入通常低于男性，在一些国家，她们也无法得到平等对待。特别是，在产假后继续工作的女性比男性的收入要低很多。为了消除职场中的性别歧视，一些人认为政府应该制定法律来保护女性，这被认为是解决这个问题的办法。
In the past, gender inequality which includes education, employment and earnings was a common phenomenon in our lives. Take China for example, women who were not allowed to go to school and earn money were always engaged in domestic housework. In the modern society, due to the fact that everyone has equal access to education, women who learn a lot of skills or knowledge in university could be able to performer as well as men do in their workplace. Some companies are welcome to female to join the boards. A survey indicates that the gender diversity of boards has a positive impact on the earning management of a company which admit women make a contribution to the company (Thankom, Yousf & Zakaria 137).
But there are still some gender bias in workplace nowadays. Recently, the federal court publishes a new policy that women are allowed to get paid less than men, even though they are doing the same job. For example, according to 2017 pew report, it is reported that some women are still over represented in lower-paying industries, such as food services. This phenomenon exacerbates the gender wage gap, and also leads women who return to work having a baby continue to earn less than men for many years afterwards. From this aspect, we can see that gender discrimination actually exists in employment. Moreover, women usually earn less than men do in the same positions and they could not be treated equally in some countries. Especially, women who continue to work after a maternal leave for baby earn less than men for many years. According to a research conducted in 2011, a substantial larger earning gap is found in Britain (Yekaterina & Karen 838). To be more specific, the data shows men’s average hourly salary is substantially higher than women’s in Britain. That means there are huge earning gaps because of gender. There are various reasons about the phenomenon. Some people think female should pay more attention to domestic work and raise children, which is the women’s domestic responsibilities. Other may think female can not bear intensive work which is not beneficial to the development of company. How to solve gender bias problems in workplace has arisen a hot debate discuss and here are some solutions as followed.
http://www.51due.net/writing/research-paper/sample32348.html
In order to eliminate gender discrimination in workplace, some people suppose government should enact laws to protect the behalf of women, which is believed a good way to solve this problem. Because they think the presence of laws is a good deterrent. For example, if the company has some gender bias, the women employees could be able to protect themselves by using the laws which would result in the loss of company. If the company rejects the women’s return after having a baby, the women have the right to ask for financial compensations according to the laws. Thus, those who intend to treat women employees unequally may think twice before making actions. In Japan, the gender wage gaps have closed steadily by enacting the equal employment opportunity laws. The government of japan first enacted the laws in 1986 and enhanced in 1999 which has effected the gender wage gaps. But gender bias in workplace still exist in Japan.
In China, there are a series of laws and regulation to protect women’s interests and rights. For example, Female employees in China have the right to return to work after having a baby according to the laws. However, not all problems could be addressed by laws. Lacking of the government supervision, the companies usually ignore the laws. Researchers did a survey that more than two thousand persons were involved in. The findings show it is true that gender earnings inequality still exists in urban china and female could be not treated equally (Guangye & Xiaogang 3). Although the government in china has enact laws to eliminate the gender bias and appeal that everyone is equal, the gender discriminations also exist in employment. Companies always consider women’s career is interrupted by a maternity leave and women who can not concentrate on work may pay more attention to their children.
Although laws like using the civil rights act of 1964 and the equal employment opportunity laws have a positive impact on narrowing gender wages gaps, gender discriminations in employment still exist in our lives which means law enforcements can not solve the problem effectively (Yukiko 142). Therefore enacting laws to eliminate gender wage gaps is hard to realize.
Many companies are not willing to hire women or distribute wages unequally mainly because women always require a maternity leave to have a baby. It is true that having a baby interrupted women’s work which usually takes more than six months to have a rest. Therefore, some people are strong advocates that enforcing paternity leave is a better way to solve gender discriminations. Most companies are willing to hire men or provide men with more benefits due to women’s maternity leave. Companies are more likely to hire a long-time labor force. Compared with women, men do not need the leave for baby which is beneficial to advance their career without career interruptions. That is why most companies are more inclined to recruit men employees who could make constant contributions to company. Therefore, some people suppose that enforcing paternity leave could eliminate gender bias. To some extend, this method could reduce the difference between men and women which is helpful to narrow gender discriminations. Take Norway example, the latest initiatives called paternity leave may have contributed to a shortening of women's career interruptions and a more equal division of paid and unpaid work among parents.
But some researchers find it is not beneficial to company productivity and makes an adverse impact on development of society. If everyone has a paternity leave, company would lack of labor force and can not run well.
In my opinions, although the law enforcement and paternity leave are good ways to solve gender bias in workplace, there are some solutions which cope with this problem more effectively. First of all, the government should help everyone especially female to have equal access to get education which provides an opportunity for women to master essential skills and knowledge. That means women also have the ability to work and performer as well as men. This method could narrow the difference of gender. According to a research conducted in japan, education plays an important role to close the gender wage gaps (Yukiko 153). Highly educated women who enter the company do not experience wage gains relative to their male counterparts. Moreover, women who have an opportunity to master various skills such as managerial skills, computer skills, could be more competitive to beat male counterparts and make huge contributions to company. Many employees are fond in taking orders from female managers who are not only more patient but also professional. And some women could utilize the managerial skills that learned in university to manage company and then enter the boards, which has a positive impact on the earning management of a company which admit women make a contribution to the company. In a long term, considering the contributions that female employment makes, the company managers would pay more attention to female employees and treat them equally. Therefore, I think providing education with women could to be more effective to solve gender discrimination in workplace.
Secondly, making policies and rules to welcome women in companies is also an effective way to solve gender discrimination in workplace. According to a research, the causes of gender bias are the impact of traditional concepts. Not all countries have a clear concept that everyone is equal and enact laws to protect women’s behalf. Therefore, making policies and rules by the enterprise is more practical. Here are some reasons as followed. Firstly, companies could make rules such as paid maternity leave for women and maintain their positions until they return to work. This would let all employees understand that company does not have gender bias and also gives women employees a sense of belonging and motivate women employees to performer well after a leave, which is also beneficial to the unity of company. By 2010, French Employment Minister Xavier Bertrand also announced that professional equality should be created in the leading companies (PG Magazines, preview).
Moreover, the attitudes of family members also influence the gender bias in workplace.Many company have gender bias because women always are engaged in housework which is hard for them to balance work and housework. It is a traditional
concept that woman who lack of masculine features should spend more on washing clothes, doing laundrying, taking care of children, while men pay more attention to their career(Emir 1207). Employer may think women do not have enough energetic and time to spend on work. That is one reason why company are more likely to hire wen. I think the effective way to change this concept is the attitude of family member. Everyone is equal. Both men and women should be responsible for the housework or rearing the children which means they should spend the same time on domestic responsibility.Therefore, it could reduce the differences between men and women.
Works Cited
Thankom Gopinath Arun, Yousf Ebrahem Almahrog & Zakaria Ali Aribi. Female directors and earnings management : Evidence from UK companies. International Review of Financial Analysis , 2015 , 39 :137-146
Yekaterina Chzhen, Karen Mumford. Gender gaps across the earnings distributions for full-time employees in Britain: Allowing for sample selection. Labour Economics, 2011 , 18 (6) :837-844.
Yukiko Abe. Equal Employment Opportunity Law and gender wages gaps in Japan: A cohort analysis. Journal of Asian Economics, 2010 , 21 (2) :142-155.
Guangye He, Xiaogang Wu. Marketization, occupational segregation, and gender earnings inequality in urban China. Social Science Research , 2016.
Emir Ozeren. Sexual Orientation Discrimination in the Workplace: A Systematic Review of Literature. Social and Behavioral Science 109(2014) 1203-1215.
PG Magazines. Equality Policy: Companies Urged to Close Gender. European Social Policy, December 8 2008.
引用前5篇发的PDF,第6篇网址https://www.questia.com/article/1G1-190272701/equality-policy-companies-urged-to-close-gender
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In the past, gender inequality which includes education, employment and earnings was a common phenomenon in our lives. Take China for example, women who were not allowed to go to school and earn money were always engaged in domestic housework. In the modern society, due to the fact that everyone has equal access to education, women who learn a lot of skills or knowledge in university could be able to performer as well as men do in their workplace. Some companies are welcome to female to join the boards. A survey indicates that the gender diversity of boards has a positive impact on the earning management of a company which admit women make a contribution to the company (Thankom, Yousf & Zakaria 137).
But there are still some gender bias in workplace nowadays. Recently, the federal court publishes a new policy that women are allowed to get paid less than men, even though they are doing the same job. For example, according to 2017 pew report, it is reported that some women are still over represented in lower-paying industries, such as food services. This phenomenon exacerbates the gender wage gap, and also leads women who return to work having a baby continue to earn less than men for many years afterwards. From this aspect, we can see that gender discrimination actually exists in employment. Moreover, women usually earn less than men do in the same positions and they could not be treated equally in some countries. Especially, women who continue to work after a maternal leave for baby earn less than men for many years. According to a research conducted in 2011, a substantial larger earning gap is found in Britain (Yekaterina & Karen 838). To be more specific, the data shows men’s average hourly salary is substantially higher than women’s in Britain. That means there are huge earning gaps because of gender. There are various reasons about the phenomenon. Some people think female should pay more attention to domestic work and raise children, which is the women’s domestic responsibilities. Other may think female can not bear intensive work which is not beneficial to the development of company. How to solve gender bias problems in workplace has arisen a hot debate discuss and here are some solutions as followed.
http://www.51due.net/writing/research-paper/sample32348.html
In order to eliminate gender discrimination in workplace, some people suppose government should enact laws to protect the behalf of women, which is believed a good way to solve this problem. Because they think the presence of laws is a good deterrent. For example, if the company has some gender bias, the women employees could be able to protect themselves by using the laws which would result in the loss of company. If the company rejects the women’s return after having a baby, the women have the right to ask for financial compensations according to the laws. Thus, those who intend to treat women employees unequally may think twice before making actions. In Japan, the gender wage gaps have closed steadily by enacting the equal employment opportunity laws. The government of japan first enacted the laws in 1986 and enhanced in 1999 which has effected the gender wage gaps. But gender bias in workplace still exist in Japan.
In China, there are a series of laws and regulation to protect women’s interests and rights. For example, Female employees in China have the right to return to work after having a baby according to the laws. However, not all problems could be addressed by laws. Lacking of the government supervision, the companies usually ignore the laws. Researchers did a survey that more than two thousand persons were involved in. The findings show it is true that gender earnings inequality still exists in urban china and female could be not treated equally (Guangye & Xiaogang 3). Although the government in china has enact laws to eliminate the gender bias and appeal that everyone is equal, the gender discriminations also exist in employment. Companies always consider women’s career is interrupted by a maternity leave and women who can not concentrate on work may pay more attention to their children.
Although laws like using the civil rights act of 1964 and the equal employment opportunity laws have a positive impact on narrowing gender wages gaps, gender discriminations in employment still exist in our lives which means law enforcements can not solve the problem effectively (Yukiko 142). Therefore enacting laws to eliminate gender wage gaps is hard to realize.
Many companies are not willing to hire women or distribute wages unequally mainly because women always require a maternity leave to have a baby. It is true that having a baby interrupted women’s work which usually takes more than six months to have a rest. Therefore, some people are strong advocates that enforcing paternity leave is a better way to solve gender discriminations. Most companies are willing to hire men or provide men with more benefits due to women’s maternity leave. Companies are more likely to hire a long-time labor force. Compared with women, men do not need the leave for baby which is beneficial to advance their career without career interruptions. That is why most companies are more inclined to recruit men employees who could make constant contributions to company. Therefore, some people suppose that enforcing paternity leave could eliminate gender bias. To some extend, this method could reduce the difference between men and women which is helpful to narrow gender discriminations. Take Norway example, the latest initiatives called paternity leave may have contributed to a shortening of women's career interruptions and a more equal division of paid and unpaid work among parents.
But some researchers find it is not beneficial to company productivity and makes an adverse impact on development of society. If everyone has a paternity leave, company would lack of labor force and can not run well.
In my opinions, although the law enforcement and paternity leave are good ways to solve gender bias in workplace, there are some solutions which cope with this problem more effectively. First of all, the government should help everyone especially female to have equal access to get education which provides an opportunity for women to master essential skills and knowledge. That means women also have the ability to work and performer as well as men. This method could narrow the difference of gender. According to a research conducted in japan, education plays an important role to close the gender wage gaps (Yukiko 153). Highly educated women who enter the company do not experience wage gains relative to their male counterparts. Moreover, women who have an opportunity to master various skills such as managerial skills, computer skills, could be more competitive to beat male counterparts and make huge contributions to company. Many employees are fond in taking orders from female managers who are not only more patient but also professional. And some women could utilize the managerial skills that learned in university to manage company and then enter the boards, which has a positive impact on the earning management of a company which admit women make a contribution to the company. In a long term, considering the contributions that female employment makes, the company managers would pay more attention to female employees and treat them equally. Therefore, I think providing education with women could to be more effective to solve gender discrimination in workplace.
Secondly, making policies and rules to welcome women in companies is also an effective way to solve gender discrimination in workplace. According to a research, the causes of gender bias are the impact of traditional concepts. Not all countries have a clear concept that everyone is equal and enact laws to protect women’s behalf. Therefore, making policies and rules by the enterprise is more practical. Here are some reasons as followed. Firstly, companies could make rules such as paid maternity leave for women and maintain their positions until they return to work. This would let all employees understand that company does not have gender bias and also gives women employees a sense of belonging and motivate women employees to performer well after a leave, which is also beneficial to the unity of company. By 2010, French Employment Minister Xavier Bertrand also announced that professional equality should be created in the leading companies (PG Magazines, preview).
Moreover, the attitudes of family members also influence the gender bias in workplace.Many company have gender bias because women always are engaged in housework which is hard for them to balance work and housework. It is a traditional
concept that woman who lack of masculine features should spend more on washing clothes, doing laundrying, taking care of children, while men pay more attention to their career(Emir 1207). Employer may think women do not have enough energetic and time to spend on work. That is one reason why company are more likely to hire wen. I think the effective way to change this concept is the attitude of family member. Everyone is equal. Both men and women should be responsible for the housework or rearing the children which means they should spend the same time on domestic responsibility.Therefore, it could reduce the differences between men and women.
Works Cited
Thankom Gopinath Arun, Yousf Ebrahem Almahrog & Zakaria Ali Aribi. Female directors and earnings management : Evidence from UK companies. International Review of Financial Analysis , 2015 , 39 :137-146
Yekaterina Chzhen, Karen Mumford. Gender gaps across the earnings distributions for full-time employees in Britain: Allowing for sample selection. Labour Economics, 2011 , 18 (6) :837-844.
Yukiko Abe. Equal Employment Opportunity Law and gender wages gaps in Japan: A cohort analysis. Journal of Asian Economics, 2010 , 21 (2) :142-155.
Guangye He, Xiaogang Wu. Marketization, occupational segregation, and gender earnings inequality in urban China. Social Science Research , 2016.
Emir Ozeren. Sexual Orientation Discrimination in the Workplace: A Systematic Review of Literature. Social and Behavioral Science 109(2014) 1203-1215.
PG Magazines. Equality Policy: Companies Urged to Close Gender. European Social Policy, December 8 2008.
引用前5篇发的PDF,第6篇网址https://www.questia.com/article/1G1-190272701/equality-policy-companies-urged-to-close-gender
想要了解更多英国留学资讯或者需要论文代写，请关注51Due英国论文代写平台，51Due是一家专业的论文代写机构，专业辅导海外留学生的英文论文写作，主要业务有essay代写、paper代写、assignment代写。在这里，51Due致力于为留学生朋友提供高效优质的留学教育辅导服务，为广大留学生提升写作水平，帮助他们达成学业目标。如果您有paper代写需求，可以咨询我们的客服QQ：800020041。
51Due网站原创范文除特殊说明外一切图文著作权归51Due所有；未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象，51Due保留一切法律追诉权。
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