Annotated Bibliography Gender Discrimination Of Women In The Workplace

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Cynthia M. Reyes Professor Broxton-Robinson English 101 4 February 2018 Gender Discrimination of Woman in a Workplace An Annotated Bibliography Wolfe, Lahle. “Gender Discrimination: It Happens To Men, Too.” The Balance, Lahle Wolfe, 1 Nov. 2017 Wolfe mentions in the article that Societal norms, rules, and roles instruct and encourage men to value or devalue women even in the United States even where there are anti-discrimination laws in place to discourage such attitudes. For example, in the workplace women are regularly exposed to understated discrimination by both genders. Entitled women may be ignored over for promotions because they become pregnant or because they might become pregnant. Women are also more likely to be…show more content…
Employment Equal Opportunity Commission to ensure that women are protected from gender-based discrimination in the workplace. The outcome discrimination in opposition to females in the workplace can include decrease in company revenue, high employee change in movement, low discipline and reduced efficiency. For example, pregnancy and deciding to have a family is a big thing in a workplace. A woman might decide to hide a pregnancy for worry of being ignored over for a promotion due to the 12 weeks leave-time to which she is qualified for under the provisions of the Family and Medical Leave Act. A pregnant woman might decide not to report her condition during an interview because of the conclusion that she will be incapable to work long hours after her child is born. When a supervisor acknowledges that a woman is the main caregiver to a sick parent, he may think the condition has forced the woman to put off action from work and find motives to fail her production at…show more content…
Even if there are many other reasons discussed in my other sources, Rivers presents one great reason to why discrimination is a big important topic in the workplace. For example, she states getting in the door will be more harder for a woman then it is a man. Her resume may look just like his, but because the name is Jessie and not John, recruiters may not give her application a second look. As Barnett stated in this article, a review of many studies of U.S. decision-makers who hired candidates found that clearly competent men were rated higher than equally competent women. This bias is largely out of control in the successful high-tech

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