His310: Working Girl Research Paper

Working Girl

HIS310

Working Girl

Since the beginning of known history women all over the world have fought courageously to gain respect as equals in all aspects of life.  Not unlike their counterparts, American women have been participating in an unwarranted struggle of tug-of-war concerning their rights and equal treatment.  Presently, in many areas, women have attained the same liberties as men; however, one area that still requires restructuring is the way women remain undervalued and regarded in the workplace.

Women pursuing careers “have to learn to deal with dual roles; the role of the employee and the role of mother/wife” (Michailidis, Morphitou & Theophylatou, 2012).  Despite countless women having the qualifications or the education essential for a job position, many women face discrimination in the workplace, especially those with families to care for or who are single mothers.  Some employers believe a woman cannot excel in the workplace.  The reason for this varies.  Some may believe that women do not have the mental or physical capability.  Others might assume that women, especially those with children, cannot be available all the time and therefore cannot put in any extra hours that could be needed.  The biggest issue these employers may have with a working mother is that it is more likely that if her child is sick, she will call out.  The assumption, based on the theory of social roles, is that if a man has children, or is married, the children are most likely in the care of their mother so he will have less work conflicts.  On the other hand, if a woman has children, she is their primary caregiver and responsible for home, life duties, and will have more work conflicts, “these assumptions may contribute to the perceptions that married men are more motivated and more dedicated to work, whereas married women are more motivated and more dedicated to their families” (Nadler & Kufahl, 2014).

Employers know that “women are the ones to bear the physical burdens of reproductive choices between couples, and women alone experience the physical bodily changes that occur during pregnancy.  Likewise, if infertility treatments are involved, the woman most often experiences the higher health risks and side effects” (Oyoung, 2013, p. 517), which may lead to the female employee calling in sick more frequently then a male employee.  Therefore, as harshly and archaic as it sounds, the reality is the majority of employers prefer to hire a man instead of a woman, because a man cannot get pregnant, and will not need to take time off for maternity leave or anything pertaining to the female reproductive system.  This discrimination of men believing a woman is a work liability is still alive and well.  Just recently, “businesswoman Karren Brady has criticised UKIP leader Nigel Farage over his claims some mothers are 'worth less' to employers than male colleagues” (Burrows, 2014).  It is sad that women have come so far on the road to the job market and men seem to have stagnated in old-fashioned, and offensive, mindsets.