The following article is one that I wrote for DS and stood my ground with my CE because I believe it is a good article, backed by strong research. Normally I wouldn't tell the world that I had an article rejected, but this is the second one, in as many weeks, that went into Demand Studios virtual garbage can after 3-4 hours of research and reading.
I would love to hear from any of you career coaches and writers that have an opinion. I really do want to know if it's as bad as my CE said it was. Blast me if you have to, but I need to know if I'm really failing in my ability to provide clear, concise information that "reads more like opinion than fact...lacks authoritative research...does not appeal to the 20-30 year-old target...is dark and unfriendly and lacks expertise."
Gender Discrimination in the Workplace & Hiring Practices
Introduction
Gender discrimination has come a long way since the times
of Florence Nightingale--the original developer of the applied statistics
methodology, and Madam Marie Curie--two-time Nobel Laureate in physics and
chemistry, when women many cultures were not allowed a college education and
professional jobs in the workplace were completely dominated by men. This does
not change the fact that gender discrimination still exists and, with the
advent of role reversals in some sectors over the past several decades, extends
to both men and women in both traditional and non-traditional jobs.
Gender Discrimination in Disguise
The true extent of covert discrimination (which
experienced more often than overt discrimination, these days, due to the legal
ramifications) is difficult to research on a statistical basis, since coworkers
and supervisors often disguise discriminatory acts through innuendo. Men and
women in traditional and non-traditional roles often fail to report sly
comments, being passed over for promotion, and being ignored or hushed up in
meetings or general conversation. These types of discrimination do exist, but
anti-discrimination laws are steadily being strengthened with the passage of
legislation such as the Civil Rights Act of 1964, and Family and Medical leave
Act of 1993.
Role-Reversal
Women in engineering roles and men in nursing roles have experienced
higher than normal rates of discrimination. This is partly because fields have
been dominated by professionals of the opposite sex for decades. Some of these
situations are difficult and cause employees to complain about everything from
outright displays of disrespect to being passed over for someone of the
opposite gender regardless of qualifications and experience. In both hiring
practices and on the job, people in non-traditional careers can be subject to
discriminatory hiring practices, or assumed to be less qualified by their
peers. Someone who feels they've been discriminated against should take action
and make a claim against the company or manager responsible. A good place to
start is with the Equal Opportunity Employment Commission. They will provide
guidance and assist with filing valid claims.
Pay Differences
One of the biggest discrepancies women still face in
gender discrimination is the difference in pay scale. A report issued by the
International Labor Organization (2011) indicates that there is still an
average pay difference of 19 percent between men and women hired for the same
position. They attribute this difference to the patriarchal idea that women are
not as effective in traditional male job roles. The good news is that wages and
salaries are slowly leveling out and the Lily Ledbetter Fair Pay Act of 2009
provides women with a remedy to unequal pay.
Hiring Practices
Selecting a candidate for a position should be as simple
as choosing the one most qualified. It isn't always that simple. Hiring
professionals often make choices based on personal preferences and cultural
influences. While governments can institute rules and regulations and people
can try to assimilate those practices, they might be influenced by personal
biases. Corporate climate and environment regarding gender discrimination have
come a long way in the past several decades. Many companies are instituting
diversity training and best practices to follow in hiring. The best ones have
made diversity and inclusion a part of their corporate culture.
Key Concepts
- gender discrimination
- workplace
- hiring practices
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