Gender discrimination Ethics

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GENDERDISCRIMINATION ETHICS

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Inaccordance with Barton, Devillard &amp Hazlewood (2015) my thesisfails to take into consideration the patient issues that affectbusiness where there are both male and female employees. They arguethat despite the male and female employees being of the same level ofeducation, their productivity cannot be the same and thus their pay.In their argument they note that where females are employed innaccompany like good year where the females are forced to do manualwork, their productivity is lower compared to that of men. Opponentsof the thesis statement also explain that women often take careerbreaks to attend to their roles as wives as expected by the society.Women take up to three months of maternity leave to go take care oftheir newborns. While that is okay in the society career wise itpossesses a big challenge. Women may take leaves for long as long ashalf a year. All this time the men at Goodyear have to work extrahard to cover for the absence of their female counterparts. Whilewomen are allowed to go maternity leaves for more than three months,men are only allowed to go for just a month and report back to work.They therefore work for longer period of time without necessarilygoing for leaves unlike women who rest during their maternity leaves.When the women come back from leave they are less productive to thecompany as compared to how they were before they took the break. Thatpossess a risk to the company since productivity is what keeps itaway. Therefore for this reason men should be paid more since they dopose a risk of reducing the production rate due to long maternityleaves (Patterson &amp Walcutt 2014).

Womenshould also be lesser money due to the fact that most women cannotwork late at night due to their commitments in their families. Unlikemen who can even work on a night shift women cannot just can’t arecent survey in the U.S indicated that amongst the working force inthe American economy there is only seven percent of women whowillingly accept to be working overtime. Majority of the women do notwork over time and while seventy percent of men are okay workingovertime as long as the pay is good. There has been an increasedlevel of global workforce showing steady nonetheless the women havealso segregated some jobs that they consider to be theirs. Fromcorporate view then it is safer to pay men more than women due thefact that in an occurrence That reduces the competition between themand men and therefore end up earning less and less (Patterson &ampWalcutt 2013).

Thesociety views men as the head of the family and as that people whostill follow this assertion traditionally hold it that the men beingbreadwinners and as their salary is not just theirs but the familiessalary they have to use their money to send children to school tofend for their families and do other roles that they are expected todo by the society (Rahi, 2015). Therefore as an expectation from thesociety male chauvinist would support the argument that men shouldalways be paid compared to women. Women are also considered to be theweaker sex. In the sense that in case of a manual job or some jobthat may require a lot of energy women are literally left out and menare left to do the job even though in some instances they are paid todo the hard job. For instance in the airport flight attendants arepaid to receive passengers, welcome them and take their luggage.Flight attendants are both male and female nonetheless, the femalesask for help with the luggage from their male counter parts on theassumption that they are females and are therefore weak to carry theluggage. When it comes to remuneration, they are both paid the samewithout considering that the male attendant had to carry language foethe clients that were welcomed by their female counterparts and forthe clients that they received themselves. To be equal the men shouldbe paid more than the women to ensure that one is paid for the workthat they do. Therefore paying men and women equal remunerating istherefore not unjust and is demoralizing to the men.

Menare obligated to take of the women in accordance with the society. Inthe U.K for instance when a child is born the man is supposed toprovide financially for the child and the mother. If in any case theman fails to provide for the woman and the child they can be sued ina court of law where they can face legal charges. This thereforesignifies that it’s not only the society that requires the men totake care of the women but the law also expects them to befinancially responsible. In the case of divorce, the men areobligated to take care of their children and divorced wives. The lawdoes not take into consideration that maybe it is the women who didwrong the man to necessitate the divorce all the same it requires theman to continue funding for the child and the mother where at timeseven bank standing orders are enforced to make sure that a certainamount of money is sent to the woman’s account every month. Thisdoes also not consider that in some instances the women are also inbetter paying jobs and can therefore fend for themselves and thechildren.

Accordingto Lindley (2016) men’s perseverance in work places is higher thanwomen’s. in the sense that in case there is an eventuality in aworkplace that makes the working conditions worse bad in theoccurrence of an unavoidable circumstance the men are more likely topersevere in with the eventuality as opposed to women who in moistcase complain and may even resign from their posts before the problemis fixed. Therefore in industries employers finds it better to paythe men better than the women since men can be relie3d on in theevent of an occurrence that was unplanned for. Miller &amp Borgida(2016) supports gender discrimination in some jobs. They posit thatsome jobs should be left for men due to the masculinity involved andother factors involved. For instance, in the military there are fewwomen compared to men due to the nature of the job. In as much asthere are female military solders they cannot fully dispense theduties of the military without the help of their male counter parts.That is due to the fact the fact that women are generally weaker thanmen. They also propose that job classification is also justified.While women complain that they get demoted most of the time aftercoming from maternity leaves there opposing the job classification.But in real sense when they give birth most of the time they cannotwork overtime hours as they used to when they had no children. Themanagement is always interested in the profitability of theorganization. If the women cannot be as productive as before therational thing is putting people who can produce in those positionsso it is either they get contented with the lower ranking jobs orthey quit. After all for a capitalist profit is what drives business.

Faragalla (2015)explains that in the contemporary world position bias has been anissue that has been raised by gender rights association. Nonetheless,the gender rights organization only complain when is women who arebeing stereotyped for certain jobs where it is generally okay for mennot to even apply for secretary yet the rights activists advocate forequal pay and equal jobs for men. According to them there can neverbe achieved if the society is told to agree that some jobs are onlyfit for women. If so then other jobs should be left should also beleft for men to balance the equation. Therefore they assert that someinvolving jobs like the engineering works, administration works outfor male employees. Borrowing from the utilitarian theory, an actionis ethically right if it achieves maximum utility. Therefore, ifhiring more men and paying them more money motivates them if the menare motivated then they will obviously work harder and achieve moreutility for the company than that action is ethically right.

Conclusion

Inas much there is evidence that gender discrimination is unethicalthere is also strong evidence against the proposition. Men areviewed to be more productive in a work place due their masculinenature. Employer are more concerned with the production as opposed torights they therefore find it more profitable hiring more men intheir organization, paying and paying men better than women.Opponents of the proposition also explain that women also take manycareer breaks in the course of their careers. Leaves such asmaternity leaves also interfere with their productivity that leads totheir demotion or termination of contract which at times interpretedas gender discrimination.

Reference

BartonD, Devillard S, Hazlewood J. Gender equality: Taking stock of wherewe are. MckinseyQuarterly[serial online]. December 2015(4):86-89. Available from: BusinessSource Complete, Ipswich, MA. Accessed March 3, 2016

Faragalla,W. A. (2015). The Perception of Women on Discrimination at the Job:Case Study for the Accounting Profession. Audit Financiar,13(129), 122-130.

Lindley,J. K. (2016). Lousy pay with lousy conditions: the role ofoccupational desegregation in explaining the UK gender pays and workintensity gaps. OxfordEconomic Papers,68(1),152-173. doi:10.1093/oep/gpv056

Miller,A. L., &amp Borgida, E. (2016) The Separate Spheres Model ofGendered Inequality Plos ONE, 11(1), 1-34.doi:10.1371/journal.pone.0147315

Patterson,L., &amp Walcutt, B. (2014) Explanations for continued genderdiscrimination in South Korean workplaces Asia Pacific BusinessReview, 20(1), 18-41. doi:10.1080/13602381.2013.818805

Patterson,L., &amp Walcutt, B. (2013) Korean workplace gender discriminationresearch analysis: a review of the literature from 1990 to 2010. AsiaPacific Business Review, 19(1), 85-101.doi:10.1080/13602381.2012.697774

Rahi,A. (2015). Gender Discrimination in India and Its SolutionInternational Journal Of Multidisciplinary Approach &amp Studies,2(4), 169-173.