There are too many mechanisms that create inequality among men and women in the labor environment, but glass ceiling, cognitive bias (implicit bias) and competing devotions work to create and continue the gender wage gap and gender inequality in the workplace.
Glass ceiling shuts off female workers from gaining access to the top of the corporate world and the jobs that are deemed to be prestigious (and pays more). It works to reproduce gender inequality in that the disproportionate numbers of men are represented in the authority- and responsibility-holding managerial positions (in other words, “the person in charge; Deutsche, #15). In addition, due to the male dominance in authority-holding positions, the supervisors (who are likely to be men embodying the ideal worker) may push the women to also fully embody the ideal worker image that most male workers embody, by denying any flexibility needed but promising to pay more (Stone, 2007).
Next, the cognitive bias works to create gender pay gap by valuing men as productive and “better” worker, while devaluing women as “naturally bad” workers. Gender essentialist claims are not always made against women …show more content…
Those women who transition from full-time job to part-time job (with exactly same work requirements) went through decrease in the responsibility they hold, and decrease of job security and benefits (Stone, 2007). The competing devotion works to reproduce gender inequality by putting women in more vulnerable labor environment, such as lack of employment security and of promotion, thereby decreasing the women represented on the top, and devaluation of women as ‘not as competent and fully committed to work’ stereotypes, as Christine Thomas expresses the feeling of having “MOMMY” stamped into her (Stone,
Glass ceiling shuts off female workers from gaining access to the top of the corporate world and the jobs that are deemed to be prestigious (and pays more). It works to reproduce gender inequality in that the disproportionate numbers of men are represented in the authority- and responsibility-holding managerial positions (in other words, “the person in charge; Deutsche, #15). In addition, due to the male dominance in authority-holding positions, the supervisors (who are likely to be men embodying the ideal worker) may push the women to also fully embody the ideal worker image that most male workers embody, by denying any flexibility needed but promising to pay more (Stone, 2007).
Next, the cognitive bias works to create gender pay gap by valuing men as productive and “better” worker, while devaluing women as “naturally bad” workers. Gender essentialist claims are not always made against women …show more content…
Those women who transition from full-time job to part-time job (with exactly same work requirements) went through decrease in the responsibility they hold, and decrease of job security and benefits (Stone, 2007). The competing devotion works to reproduce gender inequality by putting women in more vulnerable labor environment, such as lack of employment security and of promotion, thereby decreasing the women represented on the top, and devaluation of women as ‘not as competent and fully committed to work’ stereotypes, as Christine Thomas expresses the feeling of having “MOMMY” stamped into her (Stone,