Mediating Gender Inequality in the Workplace

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Kane and Sanchez (1994) argue that the discrepancy in attitudes towards women in the workplace exists because of the attitude towards labor division at home. Challenges to the status quo at home are said to be threatening to the interests of men therefore it appears than men want to keep women dependent on them. This would create a situation where the only segment of society who is really concerned about inequality are women themselves since the men (in general) do not wish to do anything to alter the conditions as they are.
This is where the writers suggest the first and most important interaction needs to take place before gender inequality can be mediated. If men can not appreciate the changing role of women in their homes it can be expected that they will be hypocritical towards them in the workplace (Kane &amp. Sanchez, 1994). The process of diminishing inequality of the sexes in the workplace begins at home, once men can be made to accept a more equal division of labor at home, they would be less inclined to discriminate against women in the office. Men’s display of differing attitudes in terms of home and office equality can only be changed if interactions at home are given the same level of attention as the interactions in the office.
The issue of equality of the sexes has often been taken as a diversity issue and that stance is a good starting point since women remain a minority in many professional fields. In fact, the interaction processes required to bring any norm of equality amount to a cultural change within the organization (Kane &amp. Sanchez, 1994). Culture change and interaction between genders take such a long time and is often given such a low preference than the core business of the company that even when companies are actively trying to create greater equality by improving social interaction between the sexes, the process is only said to be seen as "generally&nbsp.slow and patchy" (Beck &amp. Davis, 2005).