代写论文:工作场所的性别歧视

10 5月 代写论文:工作场所的性别歧视

代写论文:工作场所的性别歧视

在培训和工作,工资和工资方面,大多数妇女处于劣势。此外,根据他们的年龄,种族和残疾,他们被限制为一个特定的职业,不论他们的技能和能力。例如,在一些发达国家,在进行同样的工作时,女性员工的工资仍然低于男性员工。劳动者在平等就业机会法的基础上,有自由的基本人权。此外,没有任何偏见,他们可以选择自己的就业,并有能力提高他们的潜力,以充分的水平。劳动者平等的待遇、培训和员工的总体素质等方面都有利于劳动者的利益。

代写论文:工作场所的性别歧视

如果工作地点有对等的话,整个经济体都有主要的经济利益。员工可以选择从各种有组织的劳动力,如果工人实行平价。劳工组织或国际劳工组织将平等作为一种工具,以消除在工作和社会中的歧视。此外,在劳动领域,他们还将性别观点纳入主流策略。

在工作场所,因为“玻璃天花板”,这是一个斗争的妇女爬上企业阶梯的顶部。基于组织或态度偏见有助于合格的个人预防人为的障碍。它有助于在进步提供动力,位置更多的责任,权力和更多的工资被称为理论的“玻璃天花板”(布鲁克谬勒等人。2013)。

代写论文:工作场所的性别歧视

In areas of trainings and job, salaries and wages, most of the women are at a disadvantage. Moreover, based on their age, ethnicity, and disability they are constrained to a specific occupation irrespective of their skills and capabilities. In some developed nations today for instance, for performing the same work, women employees are still paid less as compared to the male employees. Workers have the fundamental human right to free from discrimination under the Equal Employment Opportunity law. Moreover, without any bias they could choose their employment and have the capability to enhance their hidden potential to the full level. There are benefits to the workers from the policy of equality by means of equal wages, training and the total quality of the employees.

代写论文:工作场所的性别歧视

There are major financial benefits to the whole economy if there is equivalence in the place of work. Employees can select from a variety of properly organized labor force if workers practice parity. ILO or the International Labor Organization practices equality as a tool to eliminate discrimination at work and in the society. Moreover, in the field of labor they also apply strategies of gender mainstreaming.

In the workplace, because of ‘glass ceiling’ it is a struggle for the women to reach the top by climbing the corporate ladder. The artificial barriers based on the organizational or attitudinal bias which helps in the prevention of qualified individuals. Ithelps in advancement to the position which offers power, more responsibility, authority and more salary is known as the theory of ‘glass ceiling’(Bruckmuller et al. 2013).

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