Women In Montana

Being a country who is ran by men, it is still hard for a woman to compete with men. A woman could have a 4 year degree at Harvard and a man with a two year degree will still get the job. Even if a woman is hired, her male counterpart will still make more money than she will. Sad, but true. When it comes to gender roles, although now days women work out side of the home, women are still the ones who come home to work their second jobs. Pick up the kids from school, clean, cook dinner and get the kids ready for bed. Some men may help out with the second shift job, but not often. Our textbook refers to Susan Moller Okin who talks about making family roles fair and just by reconstructing family and gender roles in her book entitled “justice, Gender, and the Family”. I agree with this, women and men will not be able to share house hold work until men and women or forced to rethink family responsibilities.

When you think about women in the work field today, what do you see? A successful lawyer, a doctor, perhaps. That’s true. In fact, there have been more females holding high employment positions in the late 20th and 21st century than ever before. According to Donald M. Fisk in “Bureau of Labor Statistics, 2003”, 60% of working-age women worked in the labor force in 1999. That’s 41% more than that of 1900, where only 19% of women worked in the labor force. Among these women, a vast majority have seen their salaries sky-rocket in the past two decades, almost surpassing those of male workers. However, it is not always this way.

This comes from the idea that men have better characteristics for taking on higher roles and representing at a higher level. When a women is against a man for a job promotion, the man is most likely to receive it, even if they are the same in education levels and

In American society today there is an imbalance in the gender income gap between men and women in the work force. Many factors such as discrimination, productivity, educational background and disproportional hours worked contribute to this ongoing challenge. While many are skeptical, others remain to have strong beliefs that women and men are treated equally. In most professions according to Glynn “women only earn seventy seven cents for every dollar earned by men” (2014). Although, the seventy seven cents figure does not accurately reflect gender discrimination, it does capture some discrimination,

Law enforcement has become a predominantly male-dominated field over the past several decades. With gender roles and cultural influence in play, women have been left behind when it comes to more difficult or dangerous fields of work and study. As time has gone on, the number of women in the law enforcement has slowly increased, but that being said the numbers have not changed much. Only 14% of people employed in any branch of law enforcement are women. This is a problem that must be solved.

Men In the work force are often seen as superior, a better fit worker compared to women 's who are often seen as weak and a better fit for the housework and mother duties.

Women account for half of the workforce today, but when looking at their current standings in the areas of salaries and career advancement, there seems to be a gap in comparison to men. It was in 1964, when the Civil Rights Act demanded equal employment

Evidence from study carried out by the U.S. Bureau of Labor Statistics shows that women’s participation in labor force activities has greatly expanded and their earnings as a proportion of men’s earnings also have grown over time. And in 2013, 51 percent of women were in the labor force which means women are now moving from their homes as housewives and taking up paid jobs, this is due to the fact that women have increasingly attained higher levels of education. Women accounted for 51 percent of all workers employed in management, professional, and related occupations, somewhat more than their share of total employment  (47 percent) [13].

The American Association University of Women reports that the average full time workingwoman receives just 80% the salary of a man. In 1960, women made just 60% of what men made, an upward trend that can be explained “largely by women’s progress in education and workforce participation and to men’s wages rising at a slower rate”, but a trend that is not yet equal (p. 4). Hill recognizes that the choices of men and women are not always the same, whether it be in college major, or job choice, however she concludes that women experience pay gaps in virtually all levels of education and lines of work. She suggests that continuing to increase the integration of women in predominately male dominated work will help the pay gap, however, she believes that alone won’t be enough to ensure equal pay for women.

“They” say, “We’ve come a long way baby!” “They” are both correct and incorrect at the same time. While it is true that women have come a long way from June Cleaver and the typical 50’s housewife to the modern two parent working household, statistically, it would take women approximately one extra day of work per week to earn the same as their male counterpart. So, while women have begun to work in higher paying professional and managerial jobs that before were typically held by men; they are paid less. This is gender discrimination and is commonly known as the Gender Wage Gap. There are many arguments as to why there is a wage gap between men and women; there are those who argue that women are taking lower-paying jobs, so they can attend to the needs of their families. Others argue that women are purposely choosing fields that pay less. One thing is clear, though: a gender wage gap exists, and if steps are not taken to remedy this situation, women may never see equal pay for equal work.

Unlike racial inequality, females and males are able to get the same education, “in 2012, 57.2 percent of women ages sixteen and older were in the labor force. In contrast to, 38 percent of working age women were in the labor force in 1960” (Giddens et al 268). Although men and women are getting the same education, there is a big gender gap in the workplace. There is an idea that certain jobs belong to a specific gender, for example women should be secretaries and men should be managers, this is called gender typing (Giddens et al. 269). Women make an average of .79 cents to every dollar a white man makes and that price varied based on ones ethnicity and race. Women are getting paid twenty-one percent less than men for doing the same

This is also what Wajcman was saying, that even if women possess a masculine style of leadership, they will still be considered as bossy, unlike men where it is considered to be assertive (Wajcman,1998). Furthermore, working in general is seemed to be more of a masculine thing to do. While dad managers are seen more of “family men” and more trustworthy, companies do not feel the same towards women who has children (ibid). Moreover, there is this discrimination that women are more perceived to be mothers.

It seems that men would be more willing to enter the job market as the reward would be higher than if a woman were to enter the job

First, sexism can be seen today in America’s work forces through discrimination in salaries. U.S. Bureau of Labor Statistics (BLS) reported that when men worked full time, 35 hours or more per week, they earned average of 871 dollars per week in 2014, and full time working women earned average of 719 dollars per week. Women’s weekly earnings were 83 percent of men’s. The biggest factors about a wage gap between female and male is that they work in different types of jobs. The different types of jobs lead up to 49.3 percentage in the wage gap. In the top 20 well paid jobs, such as medical field, software developers, and mechanical engineers, women’s population is only one-third of men’s population in those jobs. Furthermore, in the top 10 highest

Gender and leadership? Leadership and gender? A journey through the landscape of theories start off by giving a statistical summary of percentages of women in higher echelon position in the workforce. With this information in the intro, the article quickly highlights the limited representation of women in exclusive positions in Fortune 500 companies. Next, the paper examines multiple theories why this problem exists in the workforce. The four theories examined are biology and sex; gender role; causal factors; and attitudinal drivers (Appelbaum et al, 2003, p. 44).