Social Equality between Men and Women

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Social Equality between Men and Women

Outline

1. Introduction
2. Thesis:

Although substantial milestones have been achieved in developing legal and policy frameworks to promote social equality between men and women, desired outcomes can only be achieved if strict execution of such policies gets implemented.

• Causes of social inequality between men and women.
  1. Societal and corporate culture.

1. Laws and policies on social equality between men and women.
   1. Equal Pay Act
   2. Equality Act
   3. Sex Discrimination Act
2. Addressing social inequality between men and women
3. Conclusion

Addressing the problem through the implementation of established policies stands out as a key facet if holistic development for all communities is to be achieved.

Social Equality between Men and Women

Introduction

The basic implication of social equality between men and women connotes that individuals of either gender should have equal treatment and opportunities with regard to legal rights, property ownership, electoral rights, and access to education, health, leadership positions, and other social securities (Neckerman 2). However, this has not been the case for many years. According to Fenstermaker and Candace, social inequality and gender imbalance have continued to exist in societies for centuries (12). Developing countries have great preferences for males from early ages as they are perceived to infer a greater sense of security and identity for families and communities. In Neckerman’s view, due to poor academic and other related professional qualifications, female discrimination in all the key societal managerial areas is legitimized (4). Females receive lesser privileges in healthcare, education, and other sectors. Although substantial milestones have been achieved in developing legal and policy frameworks to promote social equality between men and women, desired outcomes can only be achieved if strict execution of such policies gets implemented.

Causes of Social Inequality between Men and Women

Concerns relating to societal and corporate cultures have often been cited as major causes of social inequality. Different communities have defining trends that dictate expected roles assigned to each gender. Nonetheless, most females have remained disadvantaged in the society as they are expected to embrace home based roles alongside other professional work. Culturally, child-bearing and early childhood care is considered a feminist role in most societies. In addition, most females have stereotypically been considered better in handling family chores such as cooking, home cleaning, and general child caring. Though this type of setting appears to be greatly pronounced in developing countries, it is equally evident in developed countries (Neckerman 375).

From a religious point of view, the role and position of females at family and societal levels are clearly outlined. While modern scientific researchers appear to be in agreement that both men and women can equally perform, the notion strongly contrasts religious teachings. Notably, biblical teachings are considered to give relevant guidelines and examples for family and social setups. However, the teachings have equally been poorly interpreted to reflect the superiority of males over females. With most claims being anchored on the Bible’s book of Genesis, women get depicted as helpers and therefore easily discriminated upon. This is reflected in socio-political settings where preference for male leaders remains very high.

Laws and Policies on Social Equality between Men and Women

Notably, numerous attempts have been made by different countries to address the problem of social inequality. These have aimed at facilitating higher levels of equality and maximum potential realization. However, researchers appear discontented with the implementation of policies advocating equality in the society.

In the United Kingdom, gender inequality prompted the establishment of the Equal Pay Act (Walsh 389). Before, most women in various labour positions received less pay for performing similar types of jobs as men. As a result, Walsh indicates that most females suffered greatly in the hands of men. They were denied key leadership and managerial positions. Therefore, the act sought to establish a more level operating platform for males and females. Thus, it outlined the requirements to be considered for equal payments in employments (391). Particularly, it established the pay structures and regulation orders for the determination of wage rates.

The Equality Act of 2006 was also established to promote the realization of maximum potential by all stakeholders in the society. The act sought to eliminate discrimination of any kind; thereby giving all people equal opportunities to utilize their potentials while raising innovative and creative capacities. The passing of this legislation was seen as a key achievement towards addressing the problem of gender inequality as it sought to increase the involvement of women at all levels of development and management in the community (Naamat, Nina and Dina 490).

The problem of gender-based discrimination appears to have existed for a long time. It is in relation to its consideration that the sex discrimination Act of 1975 was done in the UK. Notably, this legislation provided the description of discrimination against all sexes. It sought to generate continued inclusion and representation in all areas of social and economic development (Walsh 69). It also outlined a way to achieve non-discriminatory approaches in various sectors such as education and employment for the country’s success.

Addressing Social Inequality between Men and Women

Because gender discrimination is widespread in the society, Analysts indicate that, it has seen strong internalization and therefore effective approaches must be applied to eliminate it. People’s attitudes must be effectively changed to reflect on the need for all people’s contribution towards growth and development. In the view of McMullin, institutions that emphasize on equality as part of the societal and cultural development must be developed at all levels (253).

Fenstermaker and Candace emphasize on specific intervention methods for females in the society with the aim of creating the needed awareness on the existence of gender discrimination and the need to eradicate it. This strategy has however been criticized for being biased and lacking the holistic outlook for addressing the problem. It is important that the strategy incorporate mechanisms of facilitating attitude change in the community as the main platform for influencing personality changes (97).

Though policies over the years appear to have failed in generating the need for equality at all levels in the society, McMullin indicates that strengthening already instituted policies would create strong support for other mechanisms to be more effective (42). She further suggests that effective implementation of policies in the society would help to eliminate stereotypically derived gender discrimination. The legislation should particularly seek to facilitate strong cooperation between institutions and organizations at local, regional, and international levels.

Conclusion

Gender discrimination and inequality undermine the realization of holistic human potential, increase the challenges facing humanity, and ultimately stall societal growth and development. Causes of this discrimination came out to be highly diversified and internalized while the effects have far-reaching social and economic implications. Addressing the problem through the implementation of established policies stands out as a key facet if holistic development for all communities is to be achieved.

Works Cited

Fenstermaker, Sarah, and Candace West. Doing Gender, Doing Difference: Inequality, Power, and Institutional Change. New York: Routledge, 2002. Print.

McMullin, Julie A. Understanding Social Inequality: Intersections of Class, Age, Gender, Ethnicity, and Race in Canada. Don Mills, Ont: Oxford University Press, 2009. Print.

Naamat, Talia, Nina Osin, and Dina Porat. Legislating for Equality: A Multinational Collection of Non-Discrimination Norms. Leiden: Martinus Nijhoff Publishers, 2012. Print.

Neckerman, Kathryn M. Social Inequality. New York: Russell Sage Foundation, 2004. Print.

Walsh, David J. Employment Law for Human Resource Practice. Mason, OH: South-Western Cengage Learning, 2010. Print.