The Economic and Career Effects of Sexual Harassment on Working Women

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According to the majority-minority paragon, whites have higher socioeconomic characteristics than racial and ethnic minorities due to discrimination. However, Asian Americans defy this typical view, at least in some way. Studies have shown that Asian Americans have an increasing mean level of educational attainments. Also, recent studies have shown an improvement in the labor market, especially for the Asian Americans who attained their education in the United States. Per capita income among Asians is significantly high and is comparable to that among whites. Asian Americans are considered to have the lowest poverty levels than any other racial or ethnic group. However, it is important to acknowledge that there have been improved opportunities for Asian Americans compared to the widespread discrimination and labor markets drawbacks in the early twentieth century (New American Economy, 2018).

Effects of Sex Segregation, Sex Discrimination, and Sexual Harassment on Women’s Careers

Women gain positions in lower-paid occupations compared to men in most labor markets. Discrimination against women at work can have detrimental effects on mental and physical health. Sexual harassment impacts the life of a career woman and can cause other aspects of mental health such as anger and self-doubt. These mental effects are generated at work, causing a reduction in job satisfaction and unproductivity (Folke & Rickne, 2020). In addition, it leads to work withdrawal, absenteeism, and detrimental relationships with co-workers. For more than a decade, the gender gap in income has remained the same due to gender segregation in workplaces. Therefore, this can be attributed to women being overrepresented in “pink collar” jobs. Sexual harassment is precise across many occupations, but it is higher in male-dominated industries (Blackstone et al., 2017).

Effects on the Work Hours and Earnings of Men and Women Who Have Children

In the case of childbirth, both genders (female and male) are treated differently. The gap occurs even when a child’s mother has a higher income than the father. Compared to their lower-income male partners, women with higher income have to leave their well-paid jobs after the child’s birth if the women continue to work, it results in a notable decline in working hours compared to their male counterparts, where we see minimal to no decline in their paid work hours (Blau, & Winkler, 2017).

Experiences of Younger Workers with Sexual Harassment

Young workers who encounter sexual harassment are likely to have declined productivity, and it is difficult for them to manage the physical and mental health consequences. Most of them abandon their careers or become accustomed to sexual harassment in the work environment. In order to curb sexual harassment, various measures need to be put in place. For instance, an employer should ensure that the workplace has a sexual harassment policy. In addition, present precise harassment reporting strategies to ensure appropriate help is granted (McLaughlin et.al, 2017).

Employment and Income-Related Effects of Being Overweight for Women and Men

Employers aim at healthy workers who have positive social characteristics. Overweight or obesity places individuals at a greater disadvantage in the labor market. These individuals are unlikely to be regarded in certain desirable work profiles and are likely to stay unemployed. Moreover, it applies to both men and women, with women suffering the greatest discrimination since society has a certain social profile (Li et al., 2021). Employers can create and encourage a work environment that is intolerant of any form of harassment. Strict company policy on discriminatory issues is also essential. It shows that perpetrators will receive severe punishment for their actions, thus curbing harassment or discrimination in the workplace. In order to recognize diversity, it is important to emphasize the uniqueness of each of us and acknowledge that we all have our differences. These can be based on race, gender, ethnicity, or other notions.

References

Blackstone, A., Uggen, C., & McLaughlin, H. (2017). The economic and career effects of sexual harassment on working women. Gender and Society, 31(3).

Blau, F. D., & Winkler, A. E. (2017). Women, work, and family (No. w23644). National Bureau of Economic Research.

Folke, O., & Rickne, J. K. (2020). Sexual harassment and gender inequality in the labor market. Web.

Li, P., Chen, X., & Yao, Q. (2021). Body mass and income: Gender and occupational differences.International Journal of Environmental Research and Public Health, 18(18), 9599. Web.

McLaughlin, H., Uggen, C., & Blackstone, A. (2017). The economic and career effects of sexual harassment on working women. Gender & Society, 31(3), 333-358. Web.

New American Economy. (2021). Examining educational, workforce and earning divides in the Asian American and Pacific Islander community. Web.

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The Economic and Career Effects of Sexual Harassment on Working Women

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