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Essay about Inequalities In The Work Environment

This essay looks at different contemporary issues associated with age, gender, ethnicity in the working environment; which will particularly incorporate a discussion of gender relations, stereotyping and sources of inequality. The purpose of this essay is to fundamentally consider how organisational culture, norms of work, stereotypes and so on may impact on the opportunities people have. I am going to focus on the inequalities and who does what sort of work in the general workforce and more particularly, on women’s roles.

The given tv programmes are Dr Ken and Age discrimination from channel 4 (Diane Parsley) and Shortland Street, I will critically be observing and state my reflection on these videos based on inequality in a workplace and who does what kind of job in the workplace. In respect to inequality, one may wonder “What is inequality? ” Inequality in organizations as a deliberate inconsistency between individuals with leadership position who control over resources, goals and outcomes.

They are additionally in charge of decision making, such as organizing work opportunities, promotion and rewards, security in employment and benefits; pay; respect; and pleasures in work and work relations (Acker, 2006). It is an unreasonable situation caused by some members in a workplace having more rights or preferable opportunities more than others. It is also often related to: Class, gender, ethnicity, sexuality, race/or heteronormativity. Gender, as socially constructed differences between male and female and the beliefs and identities that support difference and inequality, is also present in all organizations.

Gender inequality is one of the issues that affect us generally these days. It is experienced by many in various ways. Despite the fact that we live in an age of freedom of speech, sexuality and as far as anyone knows, also of equality, sadly there are numerous issues, which we should have already solve that we continue to face on an everyday premise. Women are stereotyped to stay at home and take care of the house and have less paid job. In fact, even today women are still not treated the same as men. This is obviously appeared in the workplace.

The first show I will talk about is Dr Ken. The Dr Ken tv programme is based at a Medical centre with members with different work positions, including a doctor, boss, nurse, receptionist and so on. I chose this programme because it shows an inside example of diversity and inequality in a work environment. After watching the Dr Ken programme, I found that the highest position within the workplace are mostly men. In the work environment, the men are more likely to get highly placed executive and managerial positions than women.

As in the Dr Ken show, most the woman’s position were nurses, a receptionist and some other positions but not a doctor or boss. The women have lowered role beneath men in terms of everything, including jobs even though they have the same experience, education and training. They are least likely to be managerial positions of power. The presence of the women in the workforce has been growing consistently and now like never before, women can be felt in almost aspect of the workplace.

Women be that as it may, generally get less pay, are not promoted as fast as men and are discriminated against in the workplace. Also Clark, who played a role of a nurse at the clinic, but because he’s a homosexual guy, he’s given a lower position as he’s not fit to have a leadership role because of his sexuality. He’s position shows how he idolised Dr Ken because he thinks everything he does is right due the differences in the positions. This is obviously an example of gender inequality and diversity in the workplace.

Diversity can be defined as all the ways in which people differ (Danny Samson, 2016). Furthermore, Ken and Pat on the other hand played a role of a doctor and the big boss within the organization. Their position is higher and therefore this shows an example of gender inequality. As indicated by Acker (2006), that is, managers were quite often men; the lower-level white collar workers were constantly women. Class relations in the workplace, such as supervisory practices or wage setting processes, were shaped by gendered and sexualized attitudes and assumptions.

The managerial racks now contain women in many organizations, but secretaries, clerks, servers, and care providers are still basically women (Acker, 2006). ). The second show is Diane Parsley, Age discrimination. The Age discrimination from channel 4, Diane Parsley is based at a 65th year old lady who was being fired from work without any good reason. I chose this programme because it shows an inside example of age discrimination. This can be a burdened for both genders. They are discriminating due to old age. This is when people are being let go or treated distinctively due to their age.

Age discrimination has become more than a minor inconvenience throughout the twentieth century; indeed, the issue has become such a huge mess within the workplace that laws have been forced into existence as a means by which to address the issue. Human Rights Act 1993 and the Employment Relations Act both states that discrimination on age, gender and religions are prohibited and it is unlawful if they do so. It is also stated that all individual is born free and equal in dignity and rights (Human Rights Commission, 2011).

After watching the Age discrimination from channel 4, Diane Parsley had been with the company going on forty-five years. There was no doubt that her commitments over the past few decades helped the business success. As her 65th birthday rolled around, Diane was called to the office with a notice given that to leave immediately. Diane was shocked and was in tears, because she had no ideas at all, why she’s been letting go by the company; indeed, she didn’t mention the reason behind she lost her job.

Needless to say, Diane was completely disappointed with the discovery that she’s been fired despite her dedication and loyalty to the company. She was fired because she was considered too old. Lastly is Shortland Street. After watching the Shortland Street show, I found that hardly any male works as a receptionist in the workplace and men have always had the highest power. This is a gender bias as it is mainly happening in the workplace as women are the most burden. Similar to the Dr Ken show, Bella a female receptionist and who is a single parent.

As shows in the programme she wasn’t too comfortable dating Boyd a doctor due to the differences in their positions. She thinks she is not up to his standard or smart enough to be with a doctor. Another female who also gets to play, to work as a receptionist, I found that they can either be elderly women, women with coloured or young and bubbly, for example, Leanne, Clementine and Bella. Furthermore, most all of the doctors and other members with the highest power are males. The female’s positions are mostly nurses, receptionist and some of them who are doctors, however the male doctors are higher.

Also opposite to female having a lower position, Rachel McKenna who works as the CEO, controls everything within the hospital including decision making, resources and so on. Because she is a female the work environment actually works well smoothly. As indicated by Samson (2012), that is, some individuals think women may actually be better managers, mostly as a result of a more collaborative, less hierarchical, relationship oriented approach that is fit with nowadays worldwide and multicultural environment (Samson,2012). Recommendations The problem could be improved by suggesting action to be taken.

The recommendations for reducing the inequality within the workplace and for giving everyone a secure right to work freely should be fixed straight away. The rapid rising issues of inequality lead to various contemporary issues associated with age, gender, ethnicity in the working environment and other sources of inequality should come to an end. As indicated in the Origins and development of managing diversity article states that the organisation should engage with the ideas of managing diversity since it is the potential for positive business outcomes.

Diversity will be good for business if they had acknowledged inequality within the workplace (Stechanetal, 2010). This is by ensuring that employees act to further the organization goals and acknowledge inequality within the workplace. Organization theorists have distinguished various ways for controlling the issues, including direct controls, indirect controls, and internalized controls (Acker, 2006). By recognizing and acknowledging inequality and differences among each individual within the workplace enable to adopt new ways of doing business by considering cultural practices.

Other way to support diversity within the workplace is to provide diversity training. This is to educate employees about their own cultural boundaries, stereotypes, prejudices and develop skills for working and also managing in a diverse work environment. In conclusion, we can undoubtedly see that the fact of how inequality is created at work because people use gender, race and class based assumptions. Be, that is may, regardless they exist in reality and develop into complicated type.

Managers and leaders have to safeguard against discrimination or stereotypes in his or her workplace. Dealing effectively with discrimination is a twofold process: become knowledgeable with regard to antidiscrimination laws, and pay close attention to what’s going on in your organization. They should also have encouraged cultural differences and offered a proper training to the employees in regards to the issues. This is the easiest approach to discrimination, stereotypes and other source of inequality in the workplace.

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