Business Ethics: Unfair Treatment of Women at the Workforce
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- Date Submitted: 07/17/2016 06:38 AM
- Pages: 36
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UNFAIR TREATMENT OF WOMEN IN THE WORKFORCE
TABLE OF CONTENTS
1.0. INTRODUCTION iv
2.0. HISTORY OF WOMEN IN THE WORKPLACE v
3.0. EMERGING TRENDS IN THE WORK ENVIRONMENT vii
4.0. TYPES OF DISCRIMINATION viii
5.0. GENDER DISCRIMINATION MODELS ix
5.1. The individual deficit model ix
5.2. The structural institutional model x
5.3. The sex role model x
5.4. The intergroup relationship model x
6.0. DISCRIMINATION FACTORS IN THE WORKPLACE xi
6.1. Positional bias xi
6.2. Unequal pay xi
6.3. Sexual harassment xii
6.4. Maternity leave inconsideration xii
6.5. Glass ceilings xiii
6.6. Outdated views xiv
6.7. Terminations xiv
6.8. Diminished responsibilities xiv
6.9. Interview questions xiv
6.10. Conversations xv
6.11. Stereotypic cultures xv
7.0. ARGUMENT AGAINST THE UNFAIR TREATMENT OF WOMEN xvi
8.0 PHYSICAL AND MENTAL CONSEQUENCES OF GENDER DISCRIMINATION xvii
8.1. Trauma paradigms xvii
8.2. Poor self esteem xvii
8.3. Post-traumatic stress disorder xviii
8.4. Disruptions in interpersonal relationships xviii
8.5. Maladaptive coping responses xviii
9.0. REMEDIES TO UNFAIR TREATMENT OF WOMEN AT THE WORKPLACE xviii
9.1. Base personnel decisions on accurate knowledge of the job xviii
9.2. Use of structured evaluation techniques xix
9.3. Holding managers accountable for making bias-free decisions xx
9.4. Creating formal processes to build relationships xxi
9.5. Creating explicit links between diversity programs and performance xxii
10.0. SUMMARY AND CONCLUSIONS xxiii
11.0. REFERENCES xxvi
1.0. INTRODUCTION
Sex or gender discrimination in the workplace refers to when individuals are treated differently because of their gender and that negatively affects their employment terms and conditions. This includes position, pay, title, firing and hiring, promotions, trainings or exclusion because of categorising some jobs as "men only" or "women only." Discrimination against women in particular is usually on...
TABLE OF CONTENTS
1.0. INTRODUCTION iv
2.0. HISTORY OF WOMEN IN THE WORKPLACE v
3.0. EMERGING TRENDS IN THE WORK ENVIRONMENT vii
4.0. TYPES OF DISCRIMINATION viii
5.0. GENDER DISCRIMINATION MODELS ix
5.1. The individual deficit model ix
5.2. The structural institutional model x
5.3. The sex role model x
5.4. The intergroup relationship model x
6.0. DISCRIMINATION FACTORS IN THE WORKPLACE xi
6.1. Positional bias xi
6.2. Unequal pay xi
6.3. Sexual harassment xii
6.4. Maternity leave inconsideration xii
6.5. Glass ceilings xiii
6.6. Outdated views xiv
6.7. Terminations xiv
6.8. Diminished responsibilities xiv
6.9. Interview questions xiv
6.10. Conversations xv
6.11. Stereotypic cultures xv
7.0. ARGUMENT AGAINST THE UNFAIR TREATMENT OF WOMEN xvi
8.0 PHYSICAL AND MENTAL CONSEQUENCES OF GENDER DISCRIMINATION xvii
8.1. Trauma paradigms xvii
8.2. Poor self esteem xvii
8.3. Post-traumatic stress disorder xviii
8.4. Disruptions in interpersonal relationships xviii
8.5. Maladaptive coping responses xviii
9.0. REMEDIES TO UNFAIR TREATMENT OF WOMEN AT THE WORKPLACE xviii
9.1. Base personnel decisions on accurate knowledge of the job xviii
9.2. Use of structured evaluation techniques xix
9.3. Holding managers accountable for making bias-free decisions xx
9.4. Creating formal processes to build relationships xxi
9.5. Creating explicit links between diversity programs and performance xxii
10.0. SUMMARY AND CONCLUSIONS xxiii
11.0. REFERENCES xxvi
1.0. INTRODUCTION
Sex or gender discrimination in the workplace refers to when individuals are treated differently because of their gender and that negatively affects their employment terms and conditions. This includes position, pay, title, firing and hiring, promotions, trainings or exclusion because of categorising some jobs as "men only" or "women only." Discrimination against women in particular is usually on...