Where can we see gender inequality?
Our gender identities are constructed by our inborn biological characteristics and sociological factors. In terms of biological factors, men are generally more muscular than women. People may presume that men are stronger than women and tend to discriminate against women due to their physical differences. As a result, women may have a sense of inferiority due to the physical differences between the two, which serve as the basis of gender inequality. Undoubtedly, women participation has increased significantly in the recent past. Statistics from University of Maryland shows that nearly seventy-five percent of women between the ages of 25 to 54 are now currently engaging in the working force. Men’s rates are slightly higher only, which eighty-five percent of men are engaging in the working force. Women have also started to engage in “male fields,” which are the jobs that were previously dominated by men. They have increased their proportion in fields such as “law, medicine and engineering since 1970” (Giddens 231).
Although statistics reveals that women have lessened their inequality in work participation, they still suffer from other forms of gender inequalities at work. One of the common gender inequalities that women face at work is glass ceiling. Giddens explains what glass ceiling is and how it influences women. Glass ceiling is a form of discrimination and “is a promotional barrier that prevents a woman’s upward mobility within an organization.” (Giddens 232) Basically, glass ceiling is simply a hurdle that prevents women from promoting. Glass ceiling does not simply include the promotional barrier, but different salaries for comparable work as well. Glass ceiling trends are more common in male-dominated fields. In many occasions, this barrier prevents women from attaining the most powerful and prestige positions within an organization. Accordingly, it makes women feel that they are not worthy or they are not capable of entering high rank positions. Nevertheless, the fact is that the promotional barrier has nothing to do with their ability, but their bosses have prejudice against them, which they believe that women are not capable of high ranking jobs. Bosses may easily neglect women and dismiss them from high rank positions.
Another prominent factor which contributes to glass ceiling is gender stereotypes. Since men have stronger physical appearance, people may presume that males are more powerful, efficient at work and capable of obtaining high ranking jobs. In addition, men are also more positive and confident. A research from the book “Women and Work: A Handbook” shows that “college-educated white males in professional jobs tend to identify potential leaders as people who are like themselves.” (Cleveland 1996). Men tend to believe that they have the potential to become leaders. Therefore, they would be more aggressive in order to become leaders within their organizations. Conversely, since women are comparably less active and aggressive, they would be evaluated negatively by their bosses. As a result, the perception that women are not capable of high ranking jobs and the lack of confidence of women serve as the basis of gender inequality.
Another place where women face gender inequality is family. In most of the families, male would have a perception that women should be responsible to take care of their children and to do all the housework. This also serves as an important factor that affects women’s behavior. A research conducted by the University of Maryland reveals that there are huge distinctions between the percentage of married woman with children and those without children. For instance, the research shows that only sixty-two percent of married women with children who are in the workforce. However, for those married women without children, eighty-two percent of them are currently engaging in the workforce. Therefore, it can be seen that childcare consumes a lot of time. Women who have children need “extra time off for school holidays or if a child falls sick and responsibility for child care is a mother’s problem rather than a parental one” (Giddens 234)”. It is obvious that childcare consumes a lot of time, yet people would presume that it is only women’s responsibility to take care of the children instead of both male and female because people have a preconception that male should be the breadwinner of the family while women should occupy the inferior role as the primary caretaker of their children. People tend to assume that women should be responsible for doing all the domestic-work as well.
Despite the belief that women are supposed to do the housework, household economy also explains why gender inequality exists. Since women usually earn less than men, “they are more likely to remain economically dependent on their husband and thus perform the bulk of the housework” (Giddens 235). It is true that women generally have lower salaries than men. In order to compensate for the economic support that men give, women are expected to perform housework. Some sociologists demonstrate the inequality between the amount housework between male and female by calculating that “working women perform fifteen more hours of housework per week than their husbands, in effect a ‘second shift’ of work”(Giddens 235). Even though statistics show that men have increased their proportion in doing housework, there is still a significant difference in terms of the amount of housework between the two. Consequently, these factors establish a passive role for women, which is undoubtedly a typical example of gender inequality.
Furthermore, women certainly face economic inequality in terms of income gap. For example, income levels remain relatively low for females when compared to males. Some suggest that the underlying causes of the income gap between men and women is due to continuing discrimination. It is also proven that minority groups such as women and racial minorities are subjected to negative stereotypes and they affect their job experiences. Forbes Magazine shows that only one female is on the list of “The World’s Billionaires”, while there are nine males on the list. In addition, males nowadays out-earn women by 61.2% and undoubtedly it is still a significant percentage that proves the seriousness of gender inequality in terms of the economic aspect/
Undeniably, part of our gender identities are shaped by our cultures. It is also obvious that there is a great diversity of cultures. Among different kinds of cultures, some of the traditions hold the same perception that promotes the inferiority of women. One of the great examples of gender inequality is Iran, where debates on family matters, in many occasions, their law would treat women as a legal minor under the guardianship of their male family members. Family decision-making is thought to be dominated by men, who enjoy the legal status as the “head of household.” These notions are supported by family courts in the region that often reinforce the primacy of male decision-making power. The legislature in Iran imposes different laws and rights against woman. If certain accidents happen to both the male and the female, “the cash compensation of the female is half of that of men’s” (Wikipedia). Also, if a woman wants to leave her home to work outside or to leave the country, she will have to seek for her husband’s permission.
China is another great example of gender inequality. Over 2500 years, China has been under great influence of Confucianism, which is an ethical and philosophical system that was developed by Confucius. Confucian teachings are very influential across Asia and have influenced people’s thought and behavior. Yet some teachings of Confucianism, like “women and people of low birth are hard to deal with” (Kelley L. Ross), promote the subordination of women and reinforce male authority. Indeed, in a Confucian structure of society, such as China, women tend to have lower positions when compared to men. Most people in China presume that women are inferior and accept the fact that women are treated as subordinate.
Hence women in Chinese society encounter different forms of gender inequality. It is harder for women to find jobs even if they have college degrees. According to Shanghai Daily, one in four women are denied because of their gender. Even when a man and a woman have the same job, in many occasions, the woman would still receive a lower pay. Women only get paid “78% of the pay the men get” (Chinese Women’s Rights) even though they are engaging in the same job. A research conducted by the Centre for Women’s Laws and Legal Services of Peking University demonstrates that women also face other inequalities in workplace. More than 20 percent said employers cut the salaries of women who became pregnant or gave birth, and 11.2 percent lost jobs for having a baby. Women are seriously discriminated in China due to the truth that Confucianism plays an important role in Chinese culture, which men are more superior to women. Consequently, women confront discrimination and their careers are impacted negatively.
Gender inequality is also prevalent in Islamic countries. In Qur’an, the bible of Muslims, teaches the followers that “women have rights that are similar to men, but men are ‘a degree above them’”(The Skeptics Annotated Quran). Theocracy is a common practice in Islamic countries and laws are constituted according to the religion. In places such as Egypt and Bahrain, husbands can write an official complaint to the airport in order to forbid their wives from leaving the country. In Saudi Arabia, women must obtain written permission from their closest male relative to leave the country or travel on public transportation between different parts of the kingdom.
We must not deny that both biological and sociological factors cause gender inequalities. Women are not physically as developed as men, which looks like women are weaker than men in every aspect. In addition, different cultural values have also rooted the origin of gender inequality. Therefore, women encounter inequality in terms of wages, social status, and economic status, which impact women in a negative way. Yet there is no reason why we should discriminate against women. For example, women have narrowed their gaps with men in terms of political and work participation. Moreover, women also have increased their participation in “male’s jobs”, such as doctors and engineers. Women are not as weak as they look physically. Gender equality is a human right. Empowering women is also an indispensable tool foradvancing development and reducing poverty. Therefore, we must lessen gender inequalities in the society and establish gender equalities, which can result in multiple benefits
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