Employment and Gender
Over the years, the controversy surrounding employment and gender has been ongoing, where some companies turn down women or men who come seeking to fill vacancies by their gender. An important issue about this discussion is that women have been to the same schools and other training institutions with men, and that is enough to prove that they have gone through the same training and preparation with men. However, some employers find it difficult to entrust women on responsibilities while others find them more suitable than men. The controversy gets bigger when heavy and technical assignments like military combat are mentioned in the discussion. This paper seeks to explain why gender should not be a point of concern for employment while giving reasons for not engaging in gender-based prejudice. Companies should not employ members of staff depending on their gender because qualification and expertise do not depend on gender.
Academic qualification does not depend on which gender the student is, and thus, exercising of that knowledge should not be subjected to gender-based selection. Women go to the same schools and are subjected to the same training and testing with male counterparts, which means that they should be able to deliver with the same level of competence as men. According to Dr. Hooks, B in the article, “Dig Deep: Beyond Lean In,” if women are given equal chances with men they can be able to deliver. She gives an example of the current Chairperson and Chief Executive Officer of PepsiCo, Indra Nooyi, who is a woman with Indian background leading the world’s second largest food and drinks entity. According to Dr. Hooks, B, the current corporate world is run by people who believe that women cannot be trusted with huge responsibilities, but if they asked about the few successful senior officials in multinational firms they cannot have a comprehensive response. The qualification of an individual depends on their commitment to training and their willingness to take up challenging tasks with only one goal of making themselves better.
Gender equality in employment improves enterprise productivity and competitiveness in the market. In companies where people are employed with equal chances being offered to men and women candidates, productivity is usually recorded at higher levels than where there is bias in recruitment. Women and men have their weaknesses as well as strengths with equal measures, and when they are combined and allocated equal tasks, they use their strengths to support each other on their weaknesses. This makes productivity smooth, and targets are achieved at ease. According to Richard Dorment in the article, “Why Men still Can't Have It All”, the current society is made up of dual working couples and their success at home and in their private investments is evident. This is where a family has both the husband and wife working, and at the same time investing in family activities together with a lot of success. Richard Dorment argues that men cannot have everything that companies and the society require since they are created with their weaknesses which can only be supported through offering them female help. These gaps may be emotional thus hindering their critical thinking in some instances. This means that productivity is well maintained and improved when both genders are engaged in assignments together.
Companies should not consider gender in recruitment as far as the candidate is qualified in their personal capacity since the world is in the process of equating roles and empowering the disadvantaged in the society to achieve sustainable development. In most cases, women are the disadvantages in the male-dominated assignments even if they are qualified. According to Sheryl Sandberg in her article, “What would you do if you weren’t afraid?” the world is going through a revolution where all genders are supposed to be considered equally to eradicate stigma and discrimination of women and people with disabilities. There are women who are good in technical assignments like engineering and can perform better than men if they are put together in a challenge. On the other hand, there are men who are known to be good in soft responsibilities like housekeeping, cooking, and laundry services and even babysitting. This means that anybody who has the required minimum threshold should not be ignored just because they belong to the expected opposite gender.
Ability and qualification is a process that never ends in human life, and people should be equally given chances to grow themselves in the field they feel interested. Companies should never consider at gender but rather the passion and qualification in the candidate since that is what makes them keep learning more to perfect themselves in their career. According to Penelope Eckert and Sally McConnelle-Ginet in their article, “Learning to be gendered,” they argue that a man is not born the way he grows, rather, he is made to be what he becomes through a process of training and challenging. Women too according to them are made in a process that never ends in their lifetime. This means that qualification of a person does not depend on their gender but on what they are taught to do when they are born. Thus, gender should not be used as a determining factor on what a person can do if they are recruited to a workforce.
Conversely, in the wake of women empowerment internationally, there are times when men are disadvantaged and left out of opportunities just because women are given priority, thus, companies should consider gender when recruiting. This means that even if women are qualified, companies should consider some recruitment and reserve them for men if they have enough women represented in the existing labor force. Furthermore, there are responsibilities which are risky to some people based on their genders like mining of minerals and other assignments classified as risky jobs. For example, in the power generation and distribution companies, there are jobs which involve taking risks like pole climbing where women cannot be considered safe. Chemical mining and e-waste recycling is considered risky to the health of women and can cause long-term damage to their reproduction while men can survive with the risk and never get affected due to body structure difference and chemical composition. These are instances which allow gender differentiation during recruitment. However, that is not enough reason to discriminate against people on gender lines, because not all people are subject to those risks, and some women can even outrun men in those risky fields. Furthermore, there are means of protecting the workers from the risks which should be used by all genders and not to use the risks as an excuse for discrimination.
In summary, the controversy revolving around gender-based recruitment of members of staff is an international and dynamic issue that does not seem to be ending anytime soon. Companies should not be gender-biased in their recruitment since there are stereotypical reasoning in the society which may hinder people from progressing even if they are qualified. Both women and men are made through training and exposure to challenges, and without giving them a chance to prove their worth, it may not be possible to understand their strength. The world is on the way to gender equality and fair consideration for all people, thus, it is taking people back to the age of pre-civilization if gender is still a factor for determination of qualification. There are big and technical companies which are led by women while men operate successful beauty and food firms with equal success. This means that gender does not make a person useful in any employment capacity.