Gender Bias In The Workplace And Pay Inequalities.

Essay by iamerikaCollege, Undergraduate October 2003

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Gender Bias In The Workplace And Pay Inequalities

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...