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Gender Inequality in the Workspace

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In practice there is continuing gender inequality at the workplace, with discrimination against women in several areas: appointment, pay, type of job, harassment- and stress-free working conditions, opportunities for learning and skills-enhancement, and promotions.
This paper proposes to find the main sources of continuing inequality among men and women at the workplace, as identified by recent sociological studies. Further, the ways in which women are affected by the gendered division of labour in the household and wider social institutions will be determined.
The principle of equal treatment for men and women and discontinuation of gender segregation remains one of the most deep-rooted concepts of the labour force in the European Union (EU). This is in spite of equality legislation which reiterates the principle of equal treatment for men and women, providing them access to equal pay, employment, vocational training, promotion, and in working conditions (Rees, 1998: 69). In all labour markets, those occupations and professions in which the incidence of women is predominant, are considered to be less skilled, are paid less and valued less. Gender segregation is the cause of inequalities and also the force inhibiting the effectiveness of Equal Opportunities policies (p.70).
From the earliest times, women and men have undertaken division of labour on a day-to-day as well as long-term basis. Work varies considerably between different societies and also keeps changing and developing over time. Due to several reasons, most societies have allocated particular jobs to men and different ones to women. resulting in men and women performing different work. Crompton (1997: 6) states that this gender division of labour has been occurring concurrently with another historical fact: “which is that men have occupied the dominant positions in society”.&nbsp.