Gender Inequality in the Field of Working

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Table of Contents

Introduction
Creating Seasons for Life Domains through Their Separation
Conclusion
References

Introduction

It is no secret that some gender disparities and imbalances are still present when it comes to compensation and job opportunities in corporate cultures. It is also obvious that “the traditional roles of both sexes are changing in today’s world” (Changing roles for men and women, n.d., para. 1).

Creating Seasons for Life Domains through Their Separation

Factors contributing to these inequalities are fundamental life domains, which are too intertwined. According to Wright and Yaeger (2016), there is an ongoing “conflict between work and life domains for men and women” (p. 33). Over the past five decades, many successful and failed initiatives and programs were launched to help employees rebalance their time for life, work, themselves, and the community (Wright & Yaeger, 2016). One can see that it requires creative and unusual approaches and solutions to be overcome.

One such innovative measure could be the creation of seasons dedicated to one of corporate culture’s four major life domains. For example, a work season would be a period when an employee works primarily in the office. Life season is the time they would perform their job duties only remotely. Self and community seasons would be periods when the number of hours of the office and remote work would be determined by an employment contract or the outcome of a discussion between the person and responsible managers. Wright and Yaeger (2016) state that it is the deep intersection of the life and work fields in the current working paradigm that creates daily and long-term problems, limits the available time for male and female employees, and consequently gives rise to inequality.

Conclusion

In conclusion, the division into seasons would allow for separating these areas from each other, potentially resolving the existing contradictions that create imbalances and inequalities in wages and career growth.

References

Changing roles for men and women and planning for effective human relations. (n.d.). American Public University System. Web.

Wright, M. C., & Yaeger, T. F. (2016). Women and work: A call to transform corporate culture to include more flexibility. Organization Development Journal, 34(4). Web.

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Gender Inequality in the Field of Working

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