Discrimination on women in the workplace
Around the world, women have been suborned to men in many sectors. Men occupied the first place in most everything as the main money-maker; make important decision due to the earnings men’s work is considered greater than wife’s work. However, traditions and cultures play a huge role by impacting the way women are treated in society. For many women, this idea of thinking that it is a different place for women than men should be completely change to break the glass ceiling. As an example, what can be done to stop workplace discrimination did to women?
Before the commercial world begin to expand, women worked
as housework with some task such as responsibility for children and the home.
For example Burundi, in my country, men is the important person of the family
who is responsible of the family in rural areas; he is still seen as the only
person who provides money for food, clothes and any needs which are undeniable
for the survival of the family. When he is at work, the wife takes care of
children and home by maintaining the family’s health well-being. With this
lifestyle, the stereotype of women was founded on that, which means they are
seen as household. Mostly, men were agree in some way women can have a career,
as long as children are taken care, dinner is served and the house is clean and
order.
Across the world with the industrialization, women found
their place as the first common job in the industries of clothes, shoes because
they were reputed to do things with smoothness and young women were encouraged
to work for those fields. Many women’s earning stay not equal to men’s earning
reflected to this ideology that men is the only responsible of the family which
explain women has been segregated with less wave than men. Mostly, the presence
of poverty conducts to the divorce for many women. In that situation, women
have to work many hours almost 17 hours per day, and they have children to take
care. Sometimes, women get not enough waves but they still have to buy food or
clothes for their children. Whereas, women work hard between life at home and
life at work.
Since working, women have difficulty to advance in their
career caused by men who want to
manage any sectors in workplace. In many companies or in any workplace, the
most common job for women is a receptionist, cashier for less waves than men.
With this glass ceiling, women cannot make a progress in their career because
there is an obstacle which is a barrier made by men to keep women in low post
without any way to be a leadership. As result, women has been suborned in the
workplace considered as they are weak for leading a group of people; for
example make good decision.
Days after days, women fight for their right in workplace,
gender inequality and their right against discrimination by creating some
associations or using education. Using education as a way to inform people,
this system should be fundamental for preparing the future generation to avoid
completely the subordination of women. What constitutes discrimination against women is not a point on which states readily agree.
The Convention on the Elimination of All Forms of Discrimination Against Women (the Women Convention) develops the legal norm on nondiscrimination from a women's perspective. This Convention moves from a sex-neutral norm that requires equal treatment of men and women, usually measured by how men are treated, to recognize that the particular nature of discrimination against women merits a legal response. This Convention is thereby able to address the particular nature of women's disadvantages.
One approach to clarifying what constitutes discrimination against women in international human rights law is though the development of General Comments or General Recommendations by the committees established under the different human rights conventions. For example, the Human Rights Committee, established to monitor state compliance with the Political Covenant, has issued General Comment 18 on nondiscrimination based upon the " similarity and difference" model of discrimination. The General Comment states that "not every differentiation of treatment will constitute discrimination, if the criteria for such differentiation are reasonable and objective and if the aim is to achieve a purpose which is legitimate under the Covenant". For the purposes of the Women's Convention, a legal definition of "discrimination against women" was required. Discussion leading to the evolution of the Women's Declaration into the Women's Convention showed an intention to define discrimination against women for purposes of legal application and enforcement of the Convention.
According to Article 1,
The term "discrimination against women" shall mean any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field.
The Convention on the Elimination of All Forms of Discrimination Against Women (the Women Convention) develops the legal norm on nondiscrimination from a women's perspective. This Convention moves from a sex-neutral norm that requires equal treatment of men and women, usually measured by how men are treated, to recognize that the particular nature of discrimination against women merits a legal response. This Convention is thereby able to address the particular nature of women's disadvantages.
One approach to clarifying what constitutes discrimination against women in international human rights law is though the development of General Comments or General Recommendations by the committees established under the different human rights conventions. For example, the Human Rights Committee, established to monitor state compliance with the Political Covenant, has issued General Comment 18 on nondiscrimination based upon the " similarity and difference" model of discrimination. The General Comment states that "not every differentiation of treatment will constitute discrimination, if the criteria for such differentiation are reasonable and objective and if the aim is to achieve a purpose which is legitimate under the Covenant". For the purposes of the Women's Convention, a legal definition of "discrimination against women" was required. Discussion leading to the evolution of the Women's Declaration into the Women's Convention showed an intention to define discrimination against women for purposes of legal application and enforcement of the Convention.
According to Article 1,
The term "discrimination against women" shall mean any distinction, exclusion or restriction made on the basis of sex which has the effect or purpose of impairing or nullifying the recognition, enjoyment or exercise by women, irrespective of their marital status, on a basis of equality of men and women, of human rights and fundamental freedoms in the political, economic, social, cultural, civil or any other field.
From sexuality issues to Age, the discrimination against women include different forms.The Age Discrimination in Employment Act of
1967, as amended, 29 U.S.C.A & 621 et seq., prohibits discrimination on the
basis of age against 40 and 70 years. The act uses the enforcement provisions
of the Fair Labor Standards Act, and covers: employers, who have 20 or more
employees for 20 weeks in a year; labor unions having 25 members; and
employment agencies. State and local governments were included in the term
"employer'' by amendments in 1974. The application of the Fair Labor Standards
Act to state and local governments was held invalid under the Commerce Clause.
The EEOC (Equal Employment Opportunity Commission) is generally charged with
the enforcement of the act. It investigates claims of age discrimination,
attempts conciliation, and has the power to file civil actions. It should be
remembered that an EEOC suit generally precludes private relief.
Over years and years, even if these laws exist, women
still have really big issues on struggling with their career. In fact, the impacts
of balancing work and family, financial distress, using skills talents that
aren't "natural" to them, also feeling chronically undervalued and
disrespected. In addition, women had experienced little joy or positive meaning
in their work although they are in a good position. This condition of
discrimination in the workplace had certain effects which have been affecting
in some way women in their work.
Some of those discriminate can be submerged with a huge
anger which will result to a loss of selfish and confidence. In some case,
women who work in place that they have been physically violated; it will impact
them emotionally, and their work will be not productive as well which can cause
to the women to be fired. Most of women are destructed in that way which
perturbs their confidence in the workplace.
In Brief, so many associations and Women’s conference
around the world had been created to find solutions to resolve the
discrimination on women in the workplace. Therefore, women’s discrimination
still exists but it has been changing years after years.
Work-Cited :
1. http://www.85broads.com/experts/kathy-caprino/top-5-reasons-for-womens-career-dissatisfaction-and-what-to-do-about-them
2. http://www.rainbo.org/discrimination-of-women-throughout-the-world/
3. Jack B. HOOD & Benjamin A. HARDY, Jr., " Worker's Compensation and Employee Protection Laws", West Publishing Compagny, October 1983
4. http://smallbusiness.chron.com/effects-gender-discrimination-workplace-2860.html
5. Rebecca J. Cook, "Human Rights of Women", Pennsylvania studies in human rights, 1994
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