Stereotypes In Gender Discrimination

Stereotypes in Gender Discrimination

INTRODUCTION

This essay aims to manifest the concept of stereotype and the connection that is with prejudices, after this is going to focus on gender differences in the workplace (prejudice) and therefore in the salary repercussions that this entails. As for stereotypes, it can be affirmed that they are rooted in social beliefs and as a result, a social construction is formed. The concept of stereotype is linked to prejudices and discrimination, stereotypes are those beliefs about certain attributes that characterize a social group such as: Germans for their way of being, gypsies, women, men etc.

In this case this trial will focus on the differences between these last two groups. The relationship between stereotype, prejudice and discrimination is intimate because everyone has something in common that is the concept of attitude, this is composed of three phenomena: cognitive (what I assume of the matter), affective (the emotions it produces) and behavioral(The behavior that, as a consequence, development).

For me, prejudice is the set of negative judgments and beliefs that a group or a person can have in relation to a social group in a certain topic. In this case it can be said that the stereotype is the cognitive component of prejudices since these are beliefs and judgments. The fact that a positive stereotype about society will trigger an act with prejudiced and harmful connotations is also pointed out.

The case of women who define themselves as more sentimental sensitive people can be put as a model, with less force therefore much weaker etc.

In this case, society forbids rights and opportunities, such as accessing work that require high physical effort and therefore considered little enabled works for them. This is where you can see the gender discrimination point. Then we are talking about a discrimination treatment in which a man in front of a woman is revealed.

DEVELOPING

The topic that is going to speak are the differences between men and women in the field of employment. To reduce the discrimination of employment between men and women there should be an egalitarian work in which they have the same possibilities and opportunities without discriminating their physical or intellectual differences, today the differentiation of employment between men and women is one of the mainreasons for the existence of gender discrimination. With this fact it can be seen that this is currently a determining factor when analyzing the treatment of these in the labor market.

The traditional interpretation of the phenomenon is that employment is a good, while the lack of it is an evil for individuals. In this approach, those who lack employment are seen as victims of circumstances. In modern societies access to employment is something much more complex. However, there may be situations in which unemployed workers have abandoned jobthat exist can be of very poor quality (underemployment).

 In this approach, an unemployed person is not necessarily a victim of economic conditions, and an employee is not necessarily a lucky person. In this essay I also want to address the fact of salary differences between male and female workers, these can occur due to discriminatory practices in the labor market.

In my opinion, you can see that more than half of the salary differences between men and women are produced by the fact that within the same occupation and level of qualification women earn less than the rest of the workers. On the other hand, I think that women have higher levels of human capital (level of education, general knowledge, accumulated skills and experiences) than men in many cases, but receive less payment for said capital than men than men.

After these reflections of the situation, unfortunately I have to affirm that discrimination in the work environment remains a universal and very common manifestation. Therefore, it is necessary to talk about equal opportunities. Over time there is a discrimination every time he rejects or chooses a worker for the color of his skin, every time a position is denied in the Board of Directors to a competent direction or that a lower salary is attributedto a colleague with the same productivity simply by judging the gender to which it belongs and therefore consider the weakest women. 

Likewise, discrimination is committed every time a pregnancy test is required to consider a woman’s candidacy, or when a business license is denied for a religious beliefs. These are several examples of the preconceived ideas that have been adopted in society since its inception and what it causes today. In general, it is said that there is salary discrimination against identifiable groups of the working population (women, Afro -descendants, etc.) 

When these groups have similar productivities to others, but receive lower remuneration. The possibility of salary discrimination in labor markets is an important issue to investigate for several reasons: one is that to the extent that specific groups of workers are treated differently from other groups in terms of working conditions,It is generating an equity problem with ethical and moral connotations inconsistent with the concept of equality that governs modern societies and that is consecrated.

In general, economists are very careful when they analyze salary differences between different groups. Gary Becker, when competitive job markets is very difficult to find evidence of discriminatory salary differences because the free game of supply and demand ends up eliminating differences. In general, if the basic conditions of the competition are met, the salary differences observed are probably productivity differences or differences caused by factors associated with the type of work (risk, difficulty, working conditions, etc.) It would be compensatory differences . 

If in these conditions it is found that identifiable groups with apparently similar productivities, but that obtain different income, possibly due to the occupational structure of these groups (those that gain more offer to work in the sectors with more negative characteristics). In this case, the observed differences cannot be explained by discriminatory practices in the market. An example is the case of women, who can be the numerical majority in a population, but for the purposes of discrimination analysis they are called a minority because they are supposed to be disadvantaged in front of men. 

In this case, the best paid works will be the ones that have the most associated negative factors, such as the degree of difficulty, the risk, how unpleasant they are, etc. have differences in productivity levels (for example, due to differences in the quantity and / or quality of human capital with which they work). In this case, salary differences simply compensate for productivity differences, but there is a discrimination factor that makes productivity different. 

In this case, we cannot speak of salary discrimination itself, but of discrimination in access to the factors that explain productivity (such as education, credit, etc.) When you get out of the world of competition (reasonably) perfect, additional possibilities of salary differences are found, some of them associated with some kind of salary discrimination. For example, when there are information problems that prevent knowing the true level of workers’ productivity,

What can be done, on a first level of analysis is to document the existence of salary differences and try to associate the magnitude of those that could be consistent with some type of discriminatory practices. From this analysis you can have some idea of the magnitude of the problem and it is also possible to begin to design the direction in which the government’s policy can be oriented for the solution of the possible problem.

 In this exercise, it is based on the fact that the average salary differences are due to two possible causes: one is that there are differences in the occupational structures of the two comparative groups. A group of people can have a salary greater than another group because, although within each occupation they gain the same, the first group is concentrated in occupations that pay high salaries and the second in occupations that pay low salaries. 

The other cause of salary differences lies in the fact that there may be salary differences within each occupation and qualification level. In this case, a group of people earn less than another because within each occupation it receives minor salaries. A situation like the latter is consistent with the existence of salary discrimination.

As presented in said Gary Becker, he speaks of three possible sources of discrimination: discrimination by employers, which implies a salaried work situation, discrimination by other workers, and discrimination by consumers (which can be givenWhen, as in the case of services, direct producers and buyers of the fine good come into contact.

The inequality in salaries, the restriction in the hiring of women regarding men, the precariousness of our contracts and the difficulties we have to access professional success are some of the alarming indicators of labor inequality among genres. The lack of responsibility and involvement of the male gender in these situations, with this I mean, of the equal cast in domestic tasks, hinders the employment situation of women. To do this, we need general measures to face the precariousness of women and the lack of equality in the distribution of work.

CONCLUSION

In the presentation of this essay of gender discrimination at work, it is relevant to take into account that to more economic power, more differences between men and women. In my opinion it is an elementary norm of the functioning of our society, where men obtain a higher remuneration than women and have more opportunities to be ascending in their job. This is due to the fact that they present attributes and / or qualities different from women and even when women adapt better in some aspects or prove to have better qualities. This situation of inequality arises from gender stereotypes implicit in society.

These stereotypes entail unequal appreciations regarding success and failure according to the assigned gender. So in my opinion the fact that women were successful, is attributed to their work and good luck, and not their qualities. While their failure seems to be an unequivocal sign that they are not good enough or that they do not have enough capacities. For example, in the work that entails a totality effort, it is not believed that they are able to carry out that work successfully and tend to be afraid of a probability of failure, so companies prefer not to risk not riskthat a woman cannot and prefer priority to men when giving work.

On the other hand, the success of men always has to do with their genius and good performance, while their failure is usually attributed to bad luck.It should also be said that this type of discrimination grows when women themselves have in their mind that they are not able to develop certain work successfully and oppress themselves. The self-discrimination of women is among themselves the saddest way of discrimination, because it is the woman who censors itself. 

The explanations that lead a woman to think so andsince they have other preferences. This last reason, however, can be made and a difficult distinction can be made between self-discrimination or lack of interest, since many times the woman puts the family ahead at work, which is still a form ofAuto discrimination.

When a woman tries to ascend using attitudes socially considered as masculine, then her excessively aggressive and not typical attitude of this genre is considered so that the starting point of the rejection that is received. When women behave incompatible with their gender, social rejection is so great that they generally avoid any situation incoherent with it. Women generally always seek and want.

 When a woman wants to access these spaces of power in which the presence of men is greater, if their behavior is consistent with the preconceived ideas of the socially female gender then it is considered that it does not have the ability to occupy that work or performance. On the contrary, men usually compete, since they feel in their comfort zone in large groups and competitive environments. The fact is that the economic structure of the world in which we live is competitive. A question is presented below that lets me think, is it really necessary for the optimal functioning of society?

Currently, entering into competition means having a series of qualities, forces and performances associated with men, and, therefore, women are always excluded. Therefore, I want a change of mentality in society and also a change in the economy of this, less competitive and more collaborative. If these rules of the competition were fixed by women and men together and we help each other among all to remove prejudices and empower the two genres equally, there could be a much greater balance between work and therefore in life too.