In 1972, the government attempting to correct discrimination in the
workplace passed the Equal Employment Opportunity Act. This act
protects individual rights and promotes employment opportunities and
fairness for everyone within the workplace (Klingner & Nalbandian, 1998,
p. 158). This act should have eliminated gender bias and pay
inequities, but has it accomplished its goal? Are employment
opportunities and promotion opportunities fair and equal to everyone?
Does gender bias and pay inequities still exist in 2000, 28 years after
the passage of the act? In researching this topic, I do find that
gender bias and pay inequities are still prevalent in today's work
world. Because there are so many women and minorities in the workforce
today, I will attempt to explore some of the reasons why gender bias and
pay inequities still exist.
Organizational Culture First, does the organizational culture attribute
to gender bias and pay inequalities? In researching this topic, I find
the answer to be yes.
Many times, the organizational culture and
climate foster workplace inequalities and these inequalities are
maintained by group pressure (Hale, 1999, p. 13). Informal networks
within the agency help to maintain inequality because women and
minorities are traditional employed in lower status jobs and not allowed
into the networks. These jobs limit their access to powerful employees
(McGuire, 2000, p. 1). These informal networks tend to be personal,
voluntary and have their own boundaries. You don't join the network
because you want too, you join because you are allowed too (McGuire,
2000, p. 1).
Organizations have always been geared to the white male and these habits
are hard to break. To accomplish goals of the agency, all employees
must work together. Managers must build rapport with their employees
and this is most easily accomplished by interacting with those who share