Gender discrimination and women's promotion in workplaces Research Paper

Gender discrimination and women's promotion in workplaces - Research Paper Example hrough participation in the civil rights movement and as advocates for the community based groups that grew up around that movement and President Johnson  War on Poverty. The ideas were an attempt to make sense out of the labor market problems as the people in these communities experienced them (or at least described their experiences) and to describe the labor market as these people saw it.  1. As Blau and Jusenius have pointed out, because structured internal labor markets treat workers as members of groups and tend to treat workers within these groups consistently, differentiation between women and men is likely to take the form of segregating women and men into different jobs, rather than paying them unequally for the same job.  17.  In general, in structured internal labor markets, all individuals in the same job are likely to be equally paid, except for performance or seniority differentials. This leaves open the reasons women and men are likely to be differentiated, but it does suggest that entry-level jobs are likely to be different for men and women and arranged in different job families so that segregation will be maintained throughout ones career in the firm. This is precisely what  Kelley  found. Beyond that, womens job ladders may be shorter, and other ways of maintaining differentiation in the firm may exist. For example, Osterman suggests that in a pu blishing firm he studied differential opportunity was maintained by keeping women in the lowest grade levels of various occupation groups.18.  Institutionally, that type of differentiation could be aided by placing women in job titles that differ from related jobs that men hold or possibly by locating them in different departments. Such observations suggest that the effects of internal labor markets differ for men and women, despite their emphasis on consistent rules. The rules of the game are neutral on their face but disparate in their impact. The rules may also differ in different parts of the