History And Overview Of Frances Beauty Industry Economics Essay

History And Overview Of Frances Beauty Industry Economics Essay France is positioned sixteenth in the Global Competitive Report up two spots from a year ago and showing various serious qualities, for example, a framework that is positioned second on the planet, a sound workforce, a high caliber of training, a complex business culture and administration in the region of mechanical advancement. Then again, as demonstrated in the Global Competitive Report, France experiences high non wage work costs and severe guidelines on recruiting and terminating and poor work boss relations. There is additionally an oversee Gross domestic product Per Capita, (US$), 2007..$41,511.2 Gross domestic product: (US$ billions), 20072,560.3 Gross domestic product (PPP) as offer (%) of world aggregate, 2007㠢â‚ ¬Ã¢ ¦.3.17 Absolute Population: (millions), 200760.9 Middle Age: 39 Land Area: Largest land zone of all EU individuals Joblessness: 7% 2008 Current President Nicolas Sarkozy ment spending shortfall which is over the EU limit of 60% and national investment funds rates are low. (Worldwide Competitive Report, 2008/09 p.19) Although France is right now in a decent situation in sixteenth spot, the worldwide economy is changing and new contenders are shutting in. This paper will analyze the difficulties that France and their excellence industry are confronting. France key realities: source: The Global Competitive Report 2008-09 Exhibit A Monetary PerformanceFrances Gross Domestic Product (GDP) has lined up with the European normal to some degree, in spite of the fact that, as the chart beneath delineates, France has fared superior to the EU inside the most recent year. Display B This outline made on the Eurostat site, contrasts Frances Real GDP and the European Union (EU) normal. Genuine (GDP) is a macroeconomic proportion of the size of an economy balanced for value changes (that is, balanced for changes in the estimation of cash: swelling or emptying.) source: Real total national output. Web. ttp://en.wikipedia.org/wiki/Real_gross_domestic_product>. Legend:Blue = FranceGreen = EU (27 countries)source:http//epp.eurostat.ec.europa.eu/tgm/graph.do?tab=graphinit=1toolbox=typelanguage=enpcode=tsieb010plugin=0http://epp.eurostat.ec.europa.eu/tgm/graph.do Frances Gross Domestic Product per capita (PPP US$)The Human Development report and the Global Competitive Report exhibit that Frances buying power equality (PPP) has declined since 1993 to 33,000 or more/short. Human Development Report 2009 Exhibit C Human improvement file 2007 and its parts Gross domestic product per capita (PPP US$) HDI Rank Nation 2007 1 Norway 53,433 1 2 Australia 34,923 3 Iceland 35,742 4 Canada 35,812 5 Ireland 44,613 1 6 Netherlands 38,694 7 Sweden 36,712 8 France 33,674 9 Switzerland 40,658 10 Japan 33,632 11 Luxembourg 79,485 source: http://hdrstats.undp.org/en/pointers/91.html got to March 29 2010 source: Global Competitive Report 2008/09Exhibit D Advancement MeasuresThe Global Competitive Report says Although less-propelled nations can even now improve their profitability by embracing existing advances or making gradual upgrades in different zones, for nations that have arrived at the advancement phase of improvement, this is not, at this point adequate to build efficiency. Firms in these nations must structure and create forefront items and procedures to keep up a serious edge. (Worldwide Competitive Report, 2008/2009, page 6) Display D shows France in blue is ahead in the level of GDP for RD. This shrouds the way that Germany one of Frances contenders which we will talk about later in the Cosmetic business investigation, spends a significant sum more than France. Despite the fact that France in blue is ahead in the level of GDP they spend on RD another significant part of development is licenses. Display E shows that Germany has twofold the measure of licenses. Net Domestic Expenditure on RDExhibit D France = Blue EU = Green Germany has twofold the measure of licenses than France Show E Investigating the date from the Global Competitiveness Report plainly France is languishing in the positioning over development and sophisticatio n as delineated underneath. Show F France is losing behind Germany who is winning as of now in fourth spot Show F: Innovation and modernity factors As per Porter, a countries seriousness relies upon the limit of its industry to advance and overhaul. Organizations gain advantage against the universes best contenders on account of weight and challenge. (Watchman, On Competition, p.171, 2008) In Exhibit F France is holding consistent in fourteenth position a clarification for their absence of progress is appeared in Exhibit G condition of bunch improvement, where France is low and their pace of patent advancement is low contrasted with its rivals, for instance, Germany, Japan and the U.S.A. source: Global Competitiveness Report 2008-2009Exhibit G France P E S T Analysis POLITICAL LANDSCAPE Diagram French political framework can be depicted as semi-presidential type of equitable republic. France has improved thinking about the standard of law and responsibility. France positions in the 91.3 percentile on voice and responsibility starting at 2007, which is an improvement from 2002, when it was positioned in the 84.1 percentile. (Datamonitor (2009). France: Country Analysis Report. London: British Library. Page 3) Be that as it may, France is as yet considered as a profoundly incorporated nation and the world class bunch is essentially engaged with the state and corporate areas. Besides, defilement is by all accounts one of the fundamental issues in French governmental issues. Qualities Political solidness can be viewed as one of Frances qualities. Decisions are reasonable and straightforward. Albeit at first the communist gatherings were increasingly well known and in this manner winning the races, of late most of the general public hosts decided in favor of master change gatherings. Before the decisions president Sarkozy made after guarantees: a decrease of joblessness, adaptable work laws, benefits change and assessment changes. Frances way to deal with forestalling fear mongering is viewed as one of the best in Europe. Be that as it may, it didn't come free and the cost was restricting common freedoms. (Datamonitor (2009). France: Country Analysis Report. London: British Library. P. 14) Shortcomings Despite the fact that the current French government is certainly genius change, the remainder of French society is by all accounts contradicted to the changes. For instance, the administration needs to disentangle open organization and administration, advance the opposition in the market just as make least wages adaptable. (www.lemonde.fr)(EWA I kind of realize what you mean yet would you be able to incorporate two or three the progressions that the administration need to get. I comprehend that the residents would be reluctant to acknowledge any change that would bring down wages yet does the French government need to bring down wages that would likewise conflict with what Porter says is the purpose of being serious. The populace is reluctant to receive any estimates that cause a reduction in compensation. One reason would be the decrease in buying intensity of the French populace. As of now referenced in display B above France is as of now indicating a decrease in GDP (PPP US$) per capita. Improving the benefits framework and modernizing the work advertise has been postponed in view of the reluctance of French resident to acknowledge change. When all is said in done, the changes are being postponed. In addition, the advancement procedure is likewise not as powerful as sought after, as a result, president Sarkozy is losing his prominence. In provincial races on 21st March the Socialist Party increased 54 % while UMP 35 % as it were. (Web. . Gotten to March 15 2010). Openings Improving French international strategy has been one of president Sarkozys primary objectives. So far he has been fruitful. France has come back to NATOs military order. It has helped US in confining Iran as a result of its atomic force. By and large, France has been of late dynamic in universal connections. With no uncertainty improved outside relations will assist the monetary relations with these nations. French National Assembly piece Source: Datamonitor (2009). France: Country Analysis Report. London: British Library. P. 39. President Sarkozys organization has likewise at long last improved French administration which currently ought to be progressively straightforward and effective. Dangers In France, the administration has kept on assuming a conspicuous job in business contrasted with numerous other EU nations. (Datamonitor (2009). France: Country Examination Report. London: British Library. Page 16) A centralization of tip top residents in power helps defilement rehearses and furthermore help to impact government arrangements which in actuality can square turn of events. (Political Theory: An Introduction, Michael G. Roskin, June 2005, P. 79) Moreover, since the legislature turns out to be progressively disagreeable while attempting to actualize the changes (would we be able to get a rundown of the changes then I can mesh that into this passage annuity framework change, human services framework change, open organization change, change of work conditions guidelines un contrat one of a kind, change of open accounts, charge framework change, enterprise charge change) there is a hazard that it will become populist to restore power. There have been various fights against change measures. Financial LANDSCAPE Review The International Monetary Fund (IMF) has expressed that France confronted a 3 % fall in development in 2009. The reduction of salary and wages joined with rising joblessness will influence household utilization. In view of the restriction actualizing Sarkozys changes isn't going easily. Frances FICO score may be influenced. That will build the expense of subsidizing for future governments and business enterprises.(Datamonitor (2009). France: Country Analysis Report. London: British Library. P. 14) Qualities President Sarkozys ace change approach influenced as a rule survey of open arrangement. This caused the improvement out in the open administrations and accordingly diminishing the open expenses. French foundation is truly outstanding in Europe. There are more than 10,0

Antenatal Leaflet Plan

I have been asked as my asset assignment to make an antenatal pamphlet for a youthful mother to assist her with her pregnancy. Antenatal consideration is significant for a pregnant mother since it ensures that both the infant and the mother are well and that the pregnancy is all working out in a good way and if the mother has any inquiries or issues, she can ask her GP. The data I will remember for the handout will be made reasonable for a youthful pregnant mother by making to pamphlet look alluring and fascinating. I will utilize shading and pictures to likewise make it look eye-getting and stick out so that if there are loads of different pamphlets to browse, the mother will pick mine. I will ensure that the composing isn't excessively little and I will likewise make the text style straightforward and simple to peruse. I will likewise make an effort not to place in an excessive amount of composing which may even put the mother off perusing the handout. The sort of data which I will put inside the handout will be about and offer guidance on: o Smoking o Clothing and footwear o Diet o Medicines and medications o Hygiene o Rest and exercise o Benefits I will attempt to make the pamphlet look eye-getting by utilizing pictures and movement. On the facade of the flyer I will put a photograph of a youthful mother with a child and all through the handout I will incorporate pictures of pregnant moms so the youthful mother feels as great as conceivable with what she looks like thus she realizes she looks typical for somebody who is pregnant. The data and pictures which I will place into my flyer will be from: o Internet as there is a huge assortment of data and it is anything but difficult to get to. o Text books as I probably am aware it's all exact o From other antenatal handouts as I probably am aware there is a huge assortment o Parents who have has youngsters as they have had understanding o And in conclusion magazines as they have a ton if data inside them. At the point when I have completed I will plan 5 polls and offer them to various individuals who have had kids and who haven't and the handouts will assist me with assessing my pamphlet. My game plan is: o Collect data from various sources o Select applicable data which is required for flyer o Make pamphlet utilizing data I have chosen o Evaluate pamphlet utilizing surveys o Hand in my completed pamphlet by the cutoff time.

How Long Does Hash Stay in Your System

How Long Does Hash Stay in Your System Addiction Drug Use Marijuana Print How Long Does Hash Stay in Your System? Hash in Your Blood, Urine, Hair, Saliva By Buddy T facebook twitter Buddy T is an anonymous writer and founding member of the Online Al-Anon Outreach Committee with decades of experience writing about alcoholism. Learn about our editorial policy Buddy T Updated on January 21, 2020 Verywell / Cindy Chung More in Addiction Drug Use Marijuana Cocaine Heroin Meth Ecstasy/MDMA Hallucinogens Opioids Prescription Medications Alcohol Use Addictive Behaviors Nicotine Use Coping and Recovery In This Article Table of Contents Expand Effects Duration Detection Times Elimination Symptoms of Overdose Getting Help View All Back To Top Hash, which is short for hashish,  is a preparation of marijuana made from the resin of the buds of the  cannabis  plant. Hashish oil, or hash oil, is the strongest form of marijuana since its so concentrated, with a pound of marijuana yielding just an ounce or two of hash or hash oil. It can be used in preparing edibles, smoked, or ingested orally. The psychoactive ingredient  in hash and marijuana  is  tetrahydrocannabinol (THC). Since the processing of marijuana into hash oil isnt standardized, even in legal production, its difficult to know just how much of the active ingredients are present in the hash oil. It can contain anywhere from 15% to 60% THC. While marijuana is still considered a Schedule I drug at the federal level (meaning that its still considered to be a drug with no currently accepted medical use), several states  and Washington, DC have legalized marijuana for recreational use for people over the age of 21. As of the 2018 midterm elections,  30 states have laws legalizing marijuana for medical use and others have legalized cannabis-based oils with low-THC content. Hash or hash oil may be used as a form of medical marijuana and may be allowed in states where marijuana has been legalized. How Long Does Hash Stay in Your System? Blood: Up to 4 hoursUrine: Up to 30 daysSaliva: Up to 72 hoursHair: Up to 90 days What to Know About Marijuana Use How Long Does It Take to Feel Effects? THC  enters your bodys bloodstream rapidly after smoking hash oil. You feel the effects within minutes and they peak in about 30 minutes. If hashish is ingested, such as in baked goods or edibles, it takes longer to be absorbed into the blood, usually from 20 minutes to an hour and a half.?? Once in your system, you may feel like the effects have passed after two to three hours, although there can be some impairment for as long as 24 hours. The timeframe is extremely variable. Duration depends on the concentration of THC, which, as noted before, is not standardized with hash oil, even where it can be produced and purchased legally. If youre a light user, the effects of THC on attention, concentration, and working memory generally pass six hours after ingesting or smoking THC-containing products. During this period, your psychomotor skills are affected, so you shouldnt drive or operate machinery. In a traffic stop, you could be charged with DUI, even if you have a prescription for medical marijuana. If youre a heavy user, there can be residual effects for as long as 28 days after you stop using THC-containing products. The physical side effects of hash oil include: Increased heart rateRed eyesDry mouthIncreased appetiteVasodilatation (widening of blood vessels, which decreases blood pressure) Due to the uncertain concentration of THC in hash oil, you should be cautious about the amount you take for medical purposes. Taking a large dose may result in the following: HallucinationsParanoiaAltered moodMemory problemsAnxietyAltered sensation?? Fortunately, these effects will wear off over the course of a few hours. How Long Does Hash Last? The half-life of hash is how long it takes for half of the drug to be metabolized and eliminated from the bloodstream. Some THC metabolites have an elimination half-life of 20 hours. The half-life of fat-stored THC is about 10 to 13 days, meaning there is half of the original amount left at this time.?? Some of the THC in your bloodstream is rapidly metabolized into more than 80 different chemicals, known as metabolites. A portion of these metabolites is then excreted in your urine.?? But THC and its various metabolites are also stored in body fat and remain in your system for much longer. These metabolites accumulate, so if you use hash or hash oil every day, you will have more stores of THC in your body and it may take much longer to eliminate them from your system.?? Some of the THC is stored unchanged, so when its released from fat into your body, it can again exert its psychoactive properties as well as be metabolized and excreted in your urine. Blood Blood tests are rarely used to detect THC since it can only be detected in the bloodstream for about three to four hours after use. Urine In general, the detection windows for THC in a urine test can range from three to 30 days, depending on how often you use the drug. One use: 3 daysModerate use (4 times a week): 5 daysDaily use: 10 daysDaily use over an extended period of time: 30 days Saliva THC typically remains in saliva for one to three days, or until its fully swallowed. Drinking water, brushing your teeth, and using mouthwash may speed up this process. Hair THC can also be stored in your hair follicles, where it may be detected for up to 90 days.?? This long elimination period can be of concern for someone who uses medical marijuana and who may need to take a drug screen. False Positives Previously, over-the-counter non-steroidal anti-inflammatory (NSAID) medications like Advil, Motrin, and Nuprin caused false positives on tests used to detect THC. The tests have been adjusted, however, and this is no longer a problem. Factors That Affect Detection Time How long THC stays in your system depends on a variety of factors, including age, amount of body fat, hydration, physical activity, and how frequently and how much hash you use. Body Mass Index Although not perfect, body mass index (BMI) is a method of estimating body fat levels based on a persons weight and height measurement. Since THC tends to accumulate in fatty tissues, people with a higher BMI of body fat percentage may metabolize THC more slowly, causing longer detection times than a person with a lower index. Sex Since women tend to have higher levels of body fat than men, they may metabolize THC at a slightly slower rate. Metabolic Rate If you have a higher metabolic rate, the shorter the time a drug can be detected in the body. Metabolic rates can be affected by your age, physical activity level, and certain health conditions. Hydration If you’re dehydrated, you’re likely to have higher concentrations of THC in the body after use. That said, drinking lots of water will only dilute a urine drug test, which in most cases, will mean you’ll be asked to retake it.   Frequency of Use If you use hash one time, it might be detectable for only a short period of time, whereas heavy or very frequent use can cause concentrations in the system that can be detected for longer periods of time. Smoking vs. Ingesting Whether you smoke or vape hash, ingest an edible, or take it orally will also influence how long the drug stays in your body. For example, when you  ingest the drug or eat it in the form of an edible, hash takes longer to enter the bloodstream. It has to first go through the entire digestion process. This means it will stay in your body longer. If you smoke or vape hash, it will enter and leave your body more quickly How to Get Hash Out of Your System There is no reliable, quick way to remove THC from your body, despite what people and products claim. Certainly, drinking a lot of water and liquids or exercising vigorously may help, but you’ll still need time for your body to break down and eliminate THC metabolites from your body.  The only reliable way to get hash out of your system is to discontinue use and wait. Various companies sell drinks and herbal supplements like creatinine or vitamin B12 that claim to dilute your urine or “clean” the body’s system, but these drug screening agents may take time and are not always reliable.   Symptoms of Overdose Medical professionals dont yet know how much THC it takes to overdose. That said, THC toxicity has been found to result in psychotic episodes, uncontrollable vomiting, and heart arrhythmias. THC overdose can occur more easily with edibles, as it takes longer for your body to absorb the THC and feel the effects, which can prompt people to ingest more. Can You Overdose on Marijuana? Drug Interactions THC can interact with other drugs, including alcohol, as well as a number of medications like blood thinners and anti-anxiety medications. If youre on any medications, discuss your use of hash oil and other THC-containing products with your doctor as it may influence your dosages.?? Getting Help While marijuana, and by extension hash, isnt considered a highly addictive substance, you can become psychologically addicted to THC and experience symptoms of cannabis withdrawal  if you stop suddenly. While these symptoms are milder than many other drugs, they still exist and may include cravings, mood swings, sleep disruptions, headaches, and digestive troubles. The frequency and amount of hash used prior to stopping will affect the severity and length of the withdrawal. If these symptoms become intense enough to drive you to relapse to find relief, youll want to seek guidance from a healthcare professional who can offer coping strategies for the physical side effects. Its also smart to get help if you find you cant get through your day without hash; this may be a sign of a substance use disorder. Setting up an appointment with a mental health professional or visiting an online or in-person support group can help you deal with the psychological symptoms of hash withdrawal. An Overview of Addiction Treatment

Essay about Descartes Theory of Substance Dualism

Descartes Theory of Substance Dualism Throughout the history of man, philosophers have tried to come up with an explanation of where our minds, or consciousness, came from and how we are able to have a nonphysical characteristic of ourselves. Does our physical brain automatically give us nonphysical characteristics like feelings, thoughts, and desires or is there something else there, the mind, that interacts with our bodies and makes us feel, think, and desire? Also, is the mind the only nonphysical entity in our universe or do other entities exist such as ghosts or souls? One man came up with a theory to explain the two different properties in our universe in which he called Dualism. Hopefully with his theory of†¦show more content†¦Therefore, humans are composed of two types of substance: physical and nonphysical. According to Descartes, our minds and bodies causally interact with one another almost all of the time. Meaning that events and states in our mind can cause physical events in our bodies and vice versa. For example, a tack puncturing your foot (a physical event) causes you to feel pain (a mental event) and causes you to say ouch, (a physical event) (Barcalow, pg. 72). As a result, the term Interactionism was used to explain the relation between the physical and mental. Descartes theory of Substance Dualism was his best way of explaining human life and how our minds are able to interact with our bodies. Of course, not everyone is going to agree with Descartes theory. There are many objections one can make about Substance Dualism, but mainly there are three. First of all, some believe causal interaction between the body and mind is a physical phenomenon. For example, throwing a baseball is the result of ones arm being swung back in a smooth motion and using force to release the ball (science has proven that force is physical). What caused the arm to throw the baseball? The muscles in the arm contracted, thus the arm raised. The electrical impulses that originated in the brain told the arm to throw the ball. Some peopleShow MoreRelatedFor Years, Philosophers Have Debated The Mind-Body Problem,1195 Words   |  5 Pageswor ld. Philosopher Descartes believed in substance dualism, the belief that the mind and the body are two different things. In this essay, I will examine Descartes’ substance dualism theory. First, I will review Descartes’s theory and reasons that support it. Then, I will review objections with Descartes’s argument. After that, I will imagine how Descartes would respond to these objections. Finally, I will conclude with an overall assessment. Descartes’ substance dualism theory was formed in theRead MoreDescartes Dualism And The Mind Body Theory1322 Words   |  6 PagesDescartes’ Dualism Rene Descartes dualism states that the mind and body are separate entities. 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The main argument for dualism is that facts about the objective external world of particles and fields of force, as revealed by modern physical science, are not facts about how things appear from any particular point of view, whereas facts about subjective experience are precisely about how things are from the point of view of individual conscious subjects. They have to be described in the first person as

Essay on Is Democracy Sustainable in Latin America

Is Democracy Sustainable in Latin America? In order to determine if democracy is sustainable in Latin America, it is important to understand or at least have an idea of what democracy is. There are several types of democracy and each is different. According to the English dictionary, democracy is â€Å" a government by the people; especially: rule of the majority by a government in which the supreme power is vested in the people and exercised by them directly or indirectly through a system of representation usually involving periodically held free elections and the absence of hereditary or arbitrary class distinctions or privileges (Webster’s Dictionary). It is a common view among American†¦show more content†¦Colonial ideas of fueros, caste systems, and church ideologies during the inquisition, have influenced Latin America socially. Economically Spanish mercantilism has made Latin America dependent on outside res ources and has given rise to corruption and a loss of trust in the government. In order to have sustainable democracy it is necessary to have the support of the people. The society must support the idea of government in which, †there is an absence of hereditary or arbitrary class distinctions or privileges.† Fueros, caste, and church ideologies still impact present day Latin American society. During Spanish rule, government officials and military officials had â€Å"fueros,† or special immunity from prosecution. Fueros still exist today in Latin America and give no recourse for complaints of the population. This situation instills hopelessness in the society overall. A democracy cannot exist, even through elections, if the elite rules it. In order for a democracy to be sustained, the government must be kept in check if not through constitutional powers then the people must check it. A democracy should have an educated populace; people should constantly qu estion their surroundings to keep a government in check (Aristotle). Latin America must be capable of producing a literate and educated population. Church control of information and perhaps the desire of the elite to keep the population under control have kept a large majority of theShow MoreRelatedThe Influential Example Of Costa Rica973 Words   |  4 PagesCosta Rica is the country’s brand; it tries to â€Å"sell† and promote Costa Rica as a high tech industry and innovative country, it showcases the nation ´s advanced export capacity as well as its leadership in protecting natural resources and promoting sustainable development. Essential Costa Rica aims to promote the country as a destination for investment and tourism by highlighting the nation’s main characteristics, which sets it apart from its neighboring countries. 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How does gender discrimination manifest itself in a workplace Free Essays

Introduction In 2000 the United Nations established the Millennium Development Goals (MDGs). These eight goals focused on international development were accepted by 193 member states of the United Nations as well as by 23 international organizations. One of MDGs became to promote gender equality and to empower women (Rao, 2012). We will write a custom essay sample on How does gender discrimination manifest itself in a workplace? or any similar topic only for you Order Now Therefore, women’s rights and gender discrimination have become the important topics on the international agenda with the beginning of the twenty first century. Not only did international community aim to improve social status of women (i.e. living standards) but it also focused on the economic situation of women, in particular on gender inequality at work. Despite these ambitious goals, Global Report prepared by International Labour Organization (ILO) in 2011 warned that â€Å"Women continue to suffer discrimination in almost all aspects of employment, including the jobs they can obtain, their remuneration, benefits and working conditions, and their access to decision-making positions† (ILO, 2011, p.19). In the recent years there was a few well-known cases of gender discrimination at work. One of them is the example of Morgan Stanley’s, investment banking business. The company had to pay $54 million to its 300 female employees after they postulated that they ha ve been treated unequally compared to their male colleagues in reference to payment and promotion opportunities. Following the statistics of the Equal Employment Opportunity Commission a number of discriminatory lawsuits have increased in the last decade (Welle and Heilman, 2005). The issues presented above indicate that gender discrimination is still an inherent element of the work places. The following essay is an in-depth analysis of gender inequality at work that aims to examine various types of gender discrimination in a workplace. First, the essay defines term â€Å"gender discrimination† and presents the methods of measuring discrimination in order to gain detail understanding of researched topic. Second, the essay analyzes changes in gender inequality between 1970[1] and 2010 such as labour market participation, pay gap and occupational segregation in order to examine the improvement of women’s working situation within last 40 years. Further, the essay considers current forms of gender discrimination, in particular problem of women’s career advancement and sexual harassment. Moreover, the essay studies the roots of gender inequality at work with an emphasis on gender stereotyping. Finally, the essay presents various actions taken by the national governments and international organizations in the last decade in order to combat gender discrimi nation. Gender discrimination – definition According to the EU legislation, gender discrimination may have a direct or indirect character. Direct discrimination is defined as a case where â€Å"one person is treated less favourably on grounds of sex than another is, has been or would be treated in a comparable situation† (Prechal and Burri, 2009, p. 4). Typical example of direct discrimination is wage gap between women and men who perform the same duties in a workplace. Direct discrimination does not include the situations where the sex of the person is a factor that determines the job. For instance, a male role in the movie has to be performed by a man (Welle and Heilman, 2005). In turn, indirect discrimination is regarded as a situation where â€Å"an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving t hat aim are appropriate and necessary† (Prechal and Burri, 2009, p. 4). A form of indirect discrimination is a part-time contract as a basis of women’s employment, typically preferred by the employers. Over the past years a number of methods have been developed in order to analyze gender discrimination at work. Standard measures are women’s participation in labour force as well as the gender gap in earnings (Cotter et.al., 2004). In 2008 the ILO introduced two new indicators. These indicators were occupational segregation by sex as well as female share of employment in managerial and administrative occupations[2]. It is worth to mention about three groups of indicators developed by the EU. First group are indicators that measure discrimination and aim to expose gaps, disadvantages and other differentials affecting people protected by equality policies and anti-discrimination law. Second group constitute indicators that measure progress with anti-discrimination law. They intend to analyze how quickly and accurately public policies instruments and legal tools are implemented. Finally there are indicators that measure the consequences of anti-discrimination law. Their purpose i s to examine how effective the implemented policies are in combating inequalities (ILO, 2011). It is also important to add that the organizations use different methods of data collection and hence, the data on women employment and gender discrimination may vary. However, in order to gain a detail insight into the problem of gender discrimination at work it is crucial to consider these diversified data. Changes in gender inequality at work between 1970 and 2010 Over the last forty years, there have been massive changes in the gender composition of the global workforce. Women have strengthened their position on the labour market and gender discrimination at work has tended to decline. Three indicators should be considered in order to demonstrate these transformations. These are labour force participation rate, occupational segregation and pay gap, as these indicators are often perceived as prime indicators of changes in women’s status (Cotter, 2004) and hence, have significant implications for gender discrimination at work. Considering first labour force participation rate, an increase of female participation rate has been observed between 1970 and 2008. As Appendix 1 presents women aged 25-54 increased their labour force participation rate progressively from 42% in 1970 to 74% in 2000 while the men aged 25-54 decreased their participation rate from 94% in 1970 to 86% (Cotter, 2004). According to the ILO’s methodology[3], globa l participation rate of women grew from 50.2% in 1980to 52.2% in 1990 and settled at 51.7% in 2008. In turn, male participation rate decreased gradually from 82% in 1980 to 77.7% in 2008 (ILO, 2011). An increased participation of women in the labour market is mostly responsible for the changing composition of the global workforce. Amongst the most important reasons of growing female participation rate are better access to education for women, changing social, religious and cultural norms, marital power or political regime (Acker, 2006). It is crucial to add that female participation rate depends on the factors such as race, age, education level or marital status and hence, may vary across different types of women[4] (Cotter, 2004). In reference to the patterns in women’s and men’s occupations, women and men perform very different kinds of job and there is a strong division on female and male occupations. As Appendix 2 indicates most of women have been hired in female jobs. Between 1970 and 2010 a number of women working in female occupations have grown steadily what confirmed their increased participation in the labour market. One the other hand, over the past decades women have also gained an access to the jobs that had previously been unavailable to them. A number of women have successfully found employment in the professions such as lawyers and judges, doctors, architectures or policewomen (Appendix 3), typically perceived as male occupations. It is worth notice that there are still various professions that women have a limited access to. Amongst the most important are automobile mechanics as well as airplane pilots and navigators (Wright and Rogers, 2010). Finally, pay gap between men and women is perhaps the least visible indicator of work-related gender inequality. From 1970 women’s average earnings have grown steadily, while men’s average earnings increased until the mid-1980s, stagnated until the early 1990s and then declined. In 1995 men’s average earnings started to increase again. Although the pay gap between women and men was reduced during the last 40 year, until this day women earn much less than men. In the 1970s the average women who worked full-time earned approximately 62% of the salary estimated for the average men at that time (Cotter, 2004). Currently, there is no statistics on the global gender pay gap, as it varies significantly across the regions. In 2010 the OECD report stated that the average gender pay gap for people being in full-time employment amounted to 17.6 % across the OECD countries (Appendix 4). It indicates that even the countries and regions strongly focused on the elimination of gender inequality at work still struggle with significant earnings gap. Moreover, the ILO postulates that there is still a large number of developing countries where women earn on average between 70-90% of men’s payment (ILO, 2011). The following analysis of the changing patterns in gender inequality between 1970 and 2000 has two main implementations. First, gender discrimination at work still persists. The labour force is still dominated by men. Men and women are still highly concentrated in typically male and female occupations, respectively. Moreover, there is still a large inequality in the average earnings between men and women. Second, gender discrimination in the labour market has decreased since 1970. However, while a sharp decline in gender inequality falls on the 1970s and the 1980s, this decline seems to have stalled from the 1990s. The primary outcomes of the analysis by the end of the 2000s closely resemble the outcomes at the beginnings of the 1990s. It indicates that strengthening women’s position at work has mostly fallen on the 1970s and the 1980s, while the steps taken by the countries and organizations in last two decades brought much less positive changes to gender discrimination. It also indicates that no pattern of stability have been observed over these 40 years in reference to the reduction of gender discrimination (Cotter, 2004). Gender discrimination in a workplace Three primary indicators of the changes in women’s status at work do not reflect fully the problem of gender discrimination in the workplace any longer. In the previous decades a limited access to the labour market and pay gap were the signs of gender discrimination at work. Currently there are various forms of formal and informal discrimination of women in a workplace. While formal discrimination regards the limitations in the access to particular job positions, advancement opportunities and compensation for women, informal discrimination refers to the particular unfavourable situations that woman may face in a workplace. Five forms of discrimination[5] seem to be particularly visible in the current workplaces. Considering first formal discrimination, its major form is women’s problem with promotion and climbing career ladder in a work place. There is a common opinion amongst the employers that the jobs which concentrate the most power (i.e. organizational leadership, public governance) are male occupations. These positions require particular attributes and skills such as decisiveness and task-orientation, believed to be inherent attributes of male workers. In result, women have significantly lower chances for promotions than their male colleagues (Welle and Heilman, 2005). In order to prove that, it is worth to mention the statistics of the European Institute for Gender Equality. Women represent on average 59% of university graduates within the EU. However, approximately 3% of president roles within the European companies are allocated to women. Similarly, only 12% of them find employment in the company’s management board. Moreover, in the EU the unemployment rate remains hi gher for women rather than men (Rchland, 2011). It is also important to notice that the EU is one of the most developed regions in the world that aims to promote equal employment opportunities. It indicates that the problem of promotion and successful career might be more serious in other regions across the world, in particular in developing countries due to the traditional perception of women’s responsibilities and limited access to education for women. For instance, in India women represent just under 1% of all positions in the management boards (Rchland, 2011). Another indicator of women’s discrimination in terms of promotion and career is a percentage of women’s representation in national parliaments, used by the United Nations. As Appendix 5 demonstrates, in the developing countries women’s constitute 18% of the representation in national parliaments, while this percentage is only insignificantly higher for the developed regions and amounts to 23%. Hence, women across the world have also got serious problem with accessing prestige public positions (The United Nations, 2011). Considering informal discriminations, its prominent example is the employment status of women. As Appendix 6 shows, part-time employment is a common characteristic of the female labour participation, even in the most developed countries across the globe. While some women decide to knowingly choose part-time jobs in order to combine employment with household responsibilities, a significant number of women is forced by the employers to choose part-time work, as it is preferable form of women’s employment in most of the companies (ILO, 2010). Additionally, women are more likely hired in informal sectors than man are. This trend is particularly strong in various developing countries such as Kenya, Chad or Bolivia (Appendix 7). These forms of employment have various costs for women such as low job security, low payments[6] as well as limited access to the basic public services (i.e. public health care). As a result, women are exposed to the marginalization (ILO, 2010; The World Ban k, 2012). Another form of informal discrimination is sexual harassment. Research conducted by ILO revealed, that approximately 40-50% of women in the EU complain about various forms of sexual harassment and unwanted sexual behaviours that they had to face in a workplace. Similarly, UN’s analysis in Asia-Pacific countries showed that 30-40% of women in this region experienced similar abuses. In New South Wales (Australia) sexual harassment became the largest category of work-related complaints in 2009 (ILO, 2011). These examples of sexual harassment strongly underline an existing problem of gender discrimination in the workplace. It is important to add that these unwanted sexual behaviours tend to increase in the recent years. Due to the current economic crisis, women’s employment is highly precarious. Many employers and male workers at the prestige position within a company may take advantages of current situation on the labour market in order to increase these negative behaviour s (ILO, 2011). Finally, informal discrimination of women at work also concerns maternity status. The Maternity Protection Convention from 2000 states that the benefits should be provided for pregnant women so they can ensure accurate level of living standards and good health both for themselves and for the child. According to the ILO survey from 2010, in a number of countries across the world the governments do not provides maternity benefits by themselves. They also fail to obligate employers to deliver such benefits. These negative patterns exist in mostly in developing countries. However, there is also a significant number of developed countries such as the United States where the national legislation does not obligate to provide cash benefits to pregnant women. Hence, as a consequence of pregnancy women have been disadvantaged at work (ILO, 2011). The roots of gender discrimination in a workplace As gender discrimination commonly appears in the workplaces, it is crucial to consider the causes of this discrimination. A major determinant of gender discrimination at work are cultural beliefs about the gender, as people translate â€Å"ideas about gender into discriminatory behaviours through sex categorization and gender stereotyping†. (Bobbit-Zeher, 2011, p.766). These stereotypes can be further divided into two groups, descriptive stereotypes and prescriptive stereotypes. While descriptive stereotypes refers to the collection of attributes and traits that has been unique for women or men, prescriptive stereotype concerns a set of characteristics and attributes that define what women and men should be like. These stereotypes of gender may lead to different ways of discrimination. Descriptive stereotyping will cause discriminatory behaviour when the attributes associated with that stereotype does not match the attributes required in a particular job. A good example is tha t women are less likely hired in male gender-typed jobs. Typical attributes of women are relationship-orientation and nurturance, while male gender-typed jobs require usually decisiveness and task-orientation that are regarded as typical male characteristics. Hence, the employers often believe that men will be more successful in male occupations due to their congenital attributes. This fact works against women, particularly in reference to highly prestige job vacancies in senior management. These positions are perceived as male gendered-typed and hence, women are less likely to perform them. In turn, prescriptive stereotyping will lead to discriminatory behaviours when the attributes associated with gender do not match expectation of employers and coworkers. This stereotype is based on the assumption what women should be like and how she should behave. If women undermine typical attributes of women by her behaviour (i.e. being extremely successful while performing male gender-typed job) it might lead to disapproval and hostile reactions from employers and coworkers (Welle and Heilman, 2005). It is important to add that also organizational structure, policies and practices contribute to gender discrimination. For instance, the company is dominated by male workers may decide to hire women. It may lead to women’s exposure to sexual harassment and various forms of provocation from their male coworker’s side, as a consequence of men’s attempts to demonstrate their strong position within a company in order to preserve it. Also actions and interactions within a company may cause gender discrimination. Institutional actors are responsible for hiring and firing, performance evaluation and promotions. Therefore, actions and interactions within a company affect both gendered belief and organizational context and hence, may contribute to gender discrimination (Bobbit-Zeher, 2011). Conclusions To sum up, the following essay provided strong evidences that gender discrimination is an inherent element of the contemporary workplaces. Three primary indicators of changes in women’s employment status proved that gender inequality had significantly declined over last forty years while the position of women on the labour market strengthened. Nowadays women have a significant share in global labour force and enjoy an access to these vacancies that were previously reserved for male workers. Nonetheless, until this day women meet significant forms of gender discrimination in the workplaces. One of its most prominent forms are difficulties in climbing career ladder and problems with advancement opportunities that women have to face in most of the workplaces. Until this day there is still a large pay gap between women and men, even in the developed countries. Additionally, women are often refused a full-time employment and are hired on the basis of the part-time contracts. Furt her, women often find difficulties in fulfilling obligations by their employers when they are on the maternity leave. Finally, women are exposed to various discriminatory behaviours from their male colleagues, in particular to sex harassment and various forms of provocation. The gender discrimination has strong roots in the cultural views of gender and the stereotypical concept of women as fragile and weak. Also practices and policies implemented by organizations are in favour of spreading gender discrimination. A number of positive steps was taken in the recent years in order to tackle the problem of gender discrimination. For instance, the Confederation of Norwegian Enterprises launched the Female Future programme (FF) in 2002. It was an eighteen months training which main purpose was to identify talented women in the Norwegian labour force and to move them quickly into leadership roles. This program was further accepted by other countries such as Japan, Austria or Uganda (Rchland, 2011). Another example can be EU Strategy for Equality between Women and Men (2010-2015) accepted by the European Commission. The strategy defined five priorities which should be realized to improve gender equality. These priorities were equal economic independence; equal pay for work and work for equal value; equality in decision-making; dignity, integration and the end to gender-based violence as well as gender equality in external actions (ILO, 2011). Further, the International Trade Union Confederation (IT UC) started a campaign, Decent Work, Decent Life Campaign that intended to promote the rights of these workers that are highly vulnerable to discrimination. Over a hundred trade unions from 64 countries have been involved in this campaign. Also some national governments took steps to combat gender discrimination. For instance, Norway developed a program which obligated all the large publicly limited companies to ensure that 40% of their board members constitute women. This program is currently implemented in France (Rchland, 2011). Although a significant number of various initiatives have been developed to promote gender equality at work in the recent years, more time is needed to assess the effectiveness of these steps. List of references: Acker, J., (2006). Inequality Regimes: Gender, Class and Race in Organizations. Thousand Oak: Sage. Bobbit-Zeher, D., (2011). Gender discrimination at work: Connecting Gender Stereotypes, Institutional Policies and Gender Composition of Workplace. Thousand Oak: Sage. Cotter, D., al., (2004). Gender Inequality at Work. New York: Russel Sage Foundation. International Labour Organization, (2010). Women in labour markets: Measuring progress and identifying challenges. Geneva: International Labour Office. International Labour Organization, (2011). Equality at work: The continuing challenge. Geneva: International Labour Office. OECD, (2010). Gender brief. Paris: OECD. Prechel, S., and Burri, S., (2009). EU Rules on Gender Equality: How are they transported into national lawBrussels: The European Commission. Rchland, H., (2011). Discrimination at work. World of Work. 72. P.6-26. Rao, A., (2006). Gender Equality Architecture and UN Reforms. New York: The United Nations. The United Nations, (2011). The Millennium Development Goals Report. New York: The United Nations. The World Bank, (2012). World Development Report 2012: Gender Equality and Development Outline. Washington: The World Bank. Welle, B. and Heilman, M., (2005). Formal and Informal Discrimination Against Women at Work. The Role of Gender Stereotypes. Ohio: Centre for Public Leadership. Wright, E. and Rogers, J., (2010). American Society. How it really worksNew York: W.W.Norton. How to cite How does gender discrimination manifest itself in a workplace?, Essay examples How does gender discrimination manifest itself in a workplace Free Essays Introduction In 2000 the United Nations established the Millennium Development Goals (MDGs). These eight goals focused on international development were accepted by 193 member states of the United Nations as well as by 23 international organizations. One of MDGs became to promote gender equality and to empower women (Rao, 2012). We will write a custom essay sample on How does gender discrimination manifest itself in a workplace? or any similar topic only for you Order Now Therefore, women’s rights and gender discrimination have become the important topics on the international agenda with the beginning of the twenty first century. Not only did international community aim to improve social status of women (i.e. living standards) but it also focused on the economic situation of women, in particular on gender inequality at work. Despite these ambitious goals, Global Report prepared by International Labour Organization (ILO) in 2011 warned that â€Å"Women continue to suffer discrimination in almost all aspects of employment, including the jobs they can obtain, their remuneration, benefits and working conditions, and their access to decision-making positions† (ILO, 2011, p.19). In the recent years there was a few well-known cases of gender discrimination at work. One of them is the example of Morgan Stanley’s, investment banking business. The company had to pay $54 million to its 300 female employees after they postulated that they ha ve been treated unequally compared to their male colleagues in reference to payment and promotion opportunities. Following the statistics of the Equal Employment Opportunity Commission a number of discriminatory lawsuits have increased in the last decade (Welle and Heilman, 2005). The issues presented above indicate that gender discrimination is still an inherent element of the work places. The following essay is an in-depth analysis of gender inequality at work that aims to examine various types of gender discrimination in a workplace. First, the essay defines term â€Å"gender discrimination† and presents the methods of measuring discrimination in order to gain detail understanding of researched topic. Second, the essay analyzes changes in gender inequality between 1970[1] and 2010 such as labour market participation, pay gap and occupational segregation in order to examine the improvement of women’s working situation within last 40 years. Further, the essay considers current forms of gender discrimination, in particular problem of women’s career advancement and sexual harassment. Moreover, the essay studies the roots of gender inequality at work with an emphasis on gender stereotyping. Finally, the essay presents various actions taken by the national governments and international organizations in the last decade in order to combat gender discrimi nation. Gender discrimination – definition According to the EU legislation, gender discrimination may have a direct or indirect character. Direct discrimination is defined as a case where â€Å"one person is treated less favourably on grounds of sex than another is, has been or would be treated in a comparable situation† (Prechal and Burri, 2009, p. 4). Typical example of direct discrimination is wage gap between women and men who perform the same duties in a workplace. Direct discrimination does not include the situations where the sex of the person is a factor that determines the job. For instance, a male role in the movie has to be performed by a man (Welle and Heilman, 2005). In turn, indirect discrimination is regarded as a situation where â€Å"an apparently neutral provision, criterion or practice would put persons of one sex at a particular disadvantage compared with persons of the other sex unless that provision, criterion or practice is objectively justified by a legitimate aim, and the means of achieving th at aim are appropriate and necessary† (Prechal and Burri, 2009, p. 4). A form of indirect discrimination is a part-time contract as a basis of women’s employment, typically preferred by the employers. Over the past years a number of methods have been developed in order to analyze gender discrimination at work. Standard measures are women’s participation in labour force as well as the gender gap in earnings (Cotter et.al., 2004). In 2008 the ILO introduced two new indicators. These indicators were occupational segregation by sex as well as female share of employment in managerial and administrative occupations[2]. It is worth to mention about three groups of indicators developed by the EU. First group are indicators that measure discrimination and aim to expose gaps, disadvantages and other differentials affecting people protected by equality policies and anti-discrimination law. Second group constitute indicators that measure progress with anti-discrimination law. They intend to analyze how quickly and accurately public policies instruments and legal tools are implemented. Finally there are indicators that measure the consequences of anti-discrimination law. Their purpose i s to examine how effective the implemented policies are in combating inequalities (ILO, 2011). It is also important to add that the organizations use different methods of data collection and hence, the data on women employment and gender discrimination may vary. However, in order to gain a detail insight into the problem of gender discrimination at work it is crucial to consider these diversified data. Changes in gender inequality at work between 1970 and 2010 Over the last forty years, there have been massive changes in the gender composition of the global workforce. Women have strengthened their position on the labour market and gender discrimination at work has tended to decline. Three indicators should be considered in order to demonstrate these transformations. These are labour force participation rate, occupational segregation and pay gap, as these indicators are often perceived as prime indicators of changes in women’s status (Cotter, 2004) and hence, have significant implications for gender discrimination at work. Considering first labour force participation rate, an increase of female participation rate has been observed between 1970 and 2008. As Appendix 1 presents women aged 25-54 increased their labour force participation rate progressively from 42% in 1970 to 74% in 2000 while the men aged 25-54 decreased their participation rate from 94% in 1970 to 86% (Cotter, 2004). According to the ILO’s methodology[3], globa l participation rate of women grew from 50.2% in 1980to 52.2% in 1990 and settled at 51.7% in 2008. In turn, male participation rate decreased gradually from 82% in 1980 to 77.7% in 2008 (ILO, 2011). An increased participation of women in the labour market is mostly responsible for the changing composition of the global workforce. Amongst the most important reasons of growing female participation rate are better access to education for women, changing social, religious and cultural norms, marital power or political regime (Acker, 2006). It is crucial to add that female participation rate depends on the factors such as race, age, education level or marital status and hence, may vary across different types of women[4] (Cotter, 2004). In reference to the patterns in women’s and men’s occupations, women and men perform very different kinds of job and there is a strong division on female and male occupations. As Appendix 2 indicates most of women have been hired in female jobs. Between 1970 and 2010 a number of women working in female occupations have grown steadily what confirmed their increased participation in the labour market. One the other hand, over the past decades women have also gained an access to the jobs that had previously been unavailable to them. A number of women have successfully found employment in the professions such as lawyers and judges, doctors, architectures or policewomen (Appendix 3), typically perceived as male occupations. It is worth notice that there are still various professions that women have a limited access to. Amongst the most important are automobile mechanics as well as airplane pilots and navigators (Wright and Rogers, 2010). Finally, pay gap between men and women is perhaps the least visible indicator of work-related gender inequality. From 1970 women’s average earnings have grown steadily, while men’s average earnings increased until the mid-1980s, stagnated until the early 1990s and then declined. In 1995 men’s average earnings started to increase again. Although the pay gap between women and men was reduced during the last 40 year, until this day women earn much less than men. In the 1970s the average women who worked full-time earned approximately 62% of the salary estimated for the average men at that time (Cotter, 2004). Currently, there is no statistics on the global gender pay gap, as it varies significantly across the regions. In 2010 the OECD report stated that the average gender pay gap for people being in full-time employment amounted to 17.6 % across the OECD countries (Appendix 4). It indicates that even the countries and regions strongly focused on the elimination of g ender inequality at work still struggle with significant earnings gap. Moreover, the ILO postulates that there is still a large number of developing countries where women earn on average between 70-90% of men’s payment (ILO, 2011). The following analysis of the changing patterns in gender inequality between 1970 and 2000 has two main implementations. First, gender discrimination at work still persists. The labour force is still dominated by men. Men and women are still highly concentrated in typically male and female occupations, respectively. Moreover, there is still a large inequality in the average earnings between men and women. Second, gender discrimination in the labour market has decreased since 1970. However, while a sharp decline in gender inequality falls on the 1970s and the 1980s, this decline seems to have stalled from the 1990s. The primary outcomes of the analysis by the end of the 2000s closely resemble the outcomes at the beginnings of the 1990s. It indicates that strengthening women’s position at work has mostly fallen on the 1970s and the 1980s, while the steps taken by the countries and organizations in last two decades brought much less positive changes to gender discrimination. It a lso indicates that no pattern of stability have been observed over these 40 years in reference to the reduction of gender discrimination (Cotter, 2004). Gender discrimination in a workplace Three primary indicators of the changes in women’s status at work do not reflect fully the problem of gender discrimination in the workplace any longer. In the previous decades a limited access to the labour market and pay gap were the signs of gender discrimination at work. Currently there are various forms of formal and informal discrimination of women in a workplace. While formal discrimination regards the limitations in the access to particular job positions, advancement opportunities and compensation for women, informal discrimination refers to the particular unfavourable situations that woman may face in a workplace. Five forms of discrimination[5] seem to be particularly visible in the current workplaces. Considering first formal discrimination, its major form is women’s problem with promotion and climbing career ladder in a work place. There is a common opinion amongst the employers that the jobs which concentrate the most power (i.e. organizational leadership, public governance) are male occupations. These positions require particular attributes and skills such as decisiveness and task-orientation, believed to be inherent attributes of male workers. In result, women have significantly lower chances for promotions than their male colleagues (Welle and Heilman, 2005). In order to prove that, it is worth to mention the statistics of the European Institute for Gender Equality. Women represent on average 59% of university graduates within the EU. However, approximately 3% of president roles within the European companies are allocated to women. Similarly, only 12% of them find employment in the company’s management board. Moreover, in the EU the unemployment rate remains hig her for women rather than men (Rchland, 2011). It is also important to notice that the EU is one of the most developed regions in the world that aims to promote equal employment opportunities. It indicates that the problem of promotion and successful career might be more serious in other regions across the world, in particular in developing countries due to the traditional perception of women’s responsibilities and limited access to education for women. For instance, in India women represent just under 1% of all positions in the management boards (Rchland, 2011). Another indicator of women’s discrimination in terms of promotion and career is a percentage of women’s representation in national parliaments, used by the United Nations. As Appendix 5 demonstrates, in the developing countries women’s constitute 18% of the representation in national parliaments, while this percentage is only insignificantly higher for the developed regions and amounts to 23%. He nce, women across the world have also got serious problem with accessing prestige public positions (The United Nations, 2011). Regarding informal discrimination, its prominent example is the employment status of women. As Appendix 6 shows, part-time employment is a common characteristic of the female labour participation, even in the most developed countries across the globe. While some women decide to knowingly choose part-time jobs in order to combine employment with household responsibilities, a significant number of women is forced by the employers to choose part-time work, as it is preferable form of women’s employment in most of the companies (ILO, 2010). Additionally, women are more likely hired in informal sectors than man are. This trend is particularly strong in various developing countries such as Kenya, Chad or Bolivia (Appendix 7). These forms of employment have various costs for women such as low job security, low payments[6] as well as limited access to the basic public services (i.e. public health care). As a result, women are exposed to the marginalization (ILO, 2010; The World Bank, 2012). Another form of informal discrimination is sexual harassment. Research conducted by ILO revealed, that approximately 40-50% of women in the EU complain about various forms of sexual harassment and unwanted sexual behaviours that they had to face in a workplace. Similarly, UN’s analysis in Asia-Pacific countries showed that 30-40% of women in this region experienced similar abuses. In New South Wales (Australia) sexual harassment became the largest category of work-related complaints in 2009 (ILO, 2011). These examples of sexual harassment strongly underline an existing problem of gender discrimination in the workplace. It is important to add that these unwanted sexual behaviours tend to increase in the recent years. Due to the current economic crisis, women’s employment is highly precarious. Many employers and male workers at the prestige position within a company may take advantages of current situation on the labour market in order to increase these negative behaviour s (ILO, 2011). Finally, informal discrimination of women at work also concerns maternity status. The Maternity Protection Convention from 2000 states that the benefits should be provided for pregnant women so they can ensure accurate level of living standards and good health both for themselves and for the child. According to the ILO survey from 2010, in a number of countries across the world the governments do not provides maternity benefits by themselves. They also fail to obligate employers to deliver such benefits. These negative patterns exist in mostly in developing countries. However, there is also a significant number of developed countries such as the United States where the national legislation does not obligate to provide cash benefits to pregnant women. Hence, as a consequence of pregnancy women have been disadvantaged at work (ILO, 2011). The roots of gender discrimination in a workplace As gender discrimination commonly appears in the workplaces, it is crucial to consider the causes of this discrimination. A major determinant of gender discrimination at work are cultural beliefs about the gender, as people translate â€Å"ideas about gender into discriminatory behaviours through sex categorization and gender stereotyping†. (Bobbit-Zeher, 2011, p.766). These stereotypes can be further divided into two groups, descriptive stereotypes and prescriptive stereotypes.While descriptive stereotypes refers to the collection of attributes and traits that has been unique for women or men, prescriptive stereotype concerns a set of characteristics and attributes that define what women and men should be like. These stereotypes of gender may lead to different ways of discrimination. Descriptive stereotyping will cause discriminatory behaviour when the attributes associated with that stereotype does not match the attributes required in a particular job. A good example is that women are less likely hired in male gender-typed jobs. Typical attributes of women are relationship-orientation and nurturance, while male gender-typed jobs require usually decisiveness and task-orientation that are regarded as typical male characteristics. Hence, the employers often believe that men will be more successful in male occupations due to their congenital attributes. This fact works against women, particularly in reference to highly prestige job vacancies in senior management. These positions are perceived as male gendered-typed and hence, women are less likely to perform them. In turn, prescriptive stereotyping will lead to discriminatory behaviours when the attributes associated with gender do not match expectation of employers and coworkers. This stereotype is based on the assumption what women should be like and how she should behave. If women undermine typical attributes of women by her behaviour (i.e. being extremely successful while performing male gender-typed j ob) it might lead to disapproval and hostile reactions from employers and coworkers (Welle and Heilman, 2005). It is important to add that also organizational structure, policies and practices contribute to gender discrimination. For instance, the company is dominated by male workers may decide to hire women. It may lead to women’s exposure to sexual harassment and various forms of provocation from their male coworker’s side, as a consequence of men’s attempts to demonstrate their strong position within a company in order to preserve it. Also actions and interactions within a company may cause gender discrimination. Institutional actors are responsible for hiring and firing, performance evaluation and promotions. Therefore, actions and interactions within a company affect both gendered belief and organizational context and hence, may contribute to gender discrimination (Bobbit-Zeher, 2011). Conclusion To sum up, the following essay provided strong evidences that gender discrimination is an inherent element of the contemporary workplaces. Three primary indicators of changes in women’s employment status proved that gender inequality had significantly declined over last forty years while the position of women on the labour market strengthened. Nowadays women have a significant share in global labour force and enjoy an access to these vacancies that were previously reserved for male workers. Nonetheless, until this day women meet significant forms of gender discrimination in the workplaces. One of its most prominent forms are difficulties in climbing career ladder and problems with advancement opportunities that women have to face in most of the workplaces. Until this day there is still a large pay gap between women and men, even in the developed countries. Additionally, women are often refused a full-time employment and are hired on the basis of the part-time contracts. Furthe r, women often find difficulties in fulfilling obligations by their employers when they are on the maternity leave. Finally, women are exposed to various discriminatory behaviours from their male colleagues, in particular to sex harassment and various forms of provocation. The gender discrimination has strong roots in the cultural views of gender and the stereotypical concept of women as fragile and weak. Also practices and policies implemented by organizations are in favour of spreading gender discrimination. A number of positive steps was taken in the recent years in order to tackle the problem of gender discrimination. For instance, the Confederation of Norwegian Enterprises launched the Female Future programme (FF) in 2002. It was an eighteen months training which main purpose was to identify talented women in the Norwegian labour force and to move them quickly into leadership roles. This program was further accepted by other countries such as Japan, Austria or Uganda (Rchland, 2011). Another example can be EU Strategy for Equality between Women and Men (2010-2015) accepted by the European Commission. The strategy defined five priorities which should be realized to improve gender equality. These priorities were equal economic independence; equal pay for work and work for equal value; equality in decision-making; dignity, integration and the end to gender-based violence as well as gender equality in external actions (ILO, 2011). Further, the International Trade Union Confederation (ITUC ) started a campaign, Decent Work, Decent Life Campaign that intended to promote the rights of these workers that are highly vulnerable to discrimination. Over a hundred trade unions from 64 countries have been involved in this campaign. Also some national governments took steps to combat gender discrimination. For instance, Norway developed a program which obligated all the large publicly limited companies to ensure that 40% of their board members constitute women. This program is currently implemented in France (Rchland, 2011). Although a significant number of various initiatives have been developed to promote gender equality at work in the recent years, more time is needed to assess the effectiveness of these steps. List of references: Acker, J., (2006). Inequality Regimes: Gender, Class and Race in Organizations. Thousand Oak: Sage. Bobbit-Zeher, D., (2011). Gender discrimination at work: Connecting Gender Stereotypes, Institutional Policies and Gender Composition of Workplace. Thousand Oak: Sage. Cotter, D., al., (2004). Gender Inequality at Work. New York: Russel Sage Foundation. International Labour Organization, (2010). Women in labour markets: Measuring progress and identifying challenges. Geneva: International Labour Office. International Labour Organization, (2011). Equality at work: The continuing challenge. Geneva: International Labour Office. OECD, (2010). Gender brief. Paris: OECD. Prechel, S., and Burri, S., (2009). EU Rules on Gender Equality: How are they transported into national lawBrussels: The European Commission. Rchland, H., (2011). Discrimination at work. World of Work. 72. P.6-26. Rao, A., (2006). Gender Equality Architecture and UN Reforms. New York: The United Nations. The United Nations, (2011). The Millennium Development Goals Report. New York: The United Nations. The World Bank, (2012). World Development Report 2012: Gender Equality and Development Outline. Washington: The World Bank. Welle, B. and Heilman, M., (2005). Formal and Informal Discrimination Against Women at Work. The Role of Gender Stereotypes. Ohio: Centre for Public Leadership. Wright, E. and Rogers, J., (2010). American Society. How it really worksNew York: W.W.Norton. How to cite How does gender discrimination manifest itself in a workplace?, Essay examples

Walt Disney Research Paper free essay sample

The opening of the park impacted the world because it showed the world a different perspective because the kids weren’t the only ones who could ride on attractions. The parents were able to ride as well because Mr. Disney dreamed of a place where families could have fun and make memories. Furthermore, the opening of the park was kind of a letdown, but Walt Disney didn’t let that stop him from improving the park. He once stated, â€Å"Disneyland will never be completed. † To this day Disneyland is getting bigger and opening new attractions. Both Disneyland and Walt Disney World are a big vacation destination to people around the world.And also, throughout his lifetime and after his death Walt Disney has received many different awards, nominations, and etc. The awards he receives vary from his films to the creation of Disneyland. Disney also holds the records for most Oscars won; he has been awarded 22 Oscars. Those are a lot of award s that he won! Walt Disney did do some extraordinary work so he truly did deserve all the awards. Most of the awards he won were for his films that he either made or directed. With this is mind, the most famous he has received is the Honorary Award for his creation of Snow White and the Seven Dwarfs.Walt also holds a record for the most nominations for the Academy Awards. Those nominations were mostly for the cartoons he made! He ended up winning 21 awards in all the categories he was nominated in. Also, some other honors that Walt Disney has gotten are 3 stars; 2 of them being located on the Hollywood Walk of Fame and the other on the Anaheim Walk of Stars. â€Å"One of the stars in Hollywood was awarded to him for motion pictures and the other for his television work. † (â€Å"Walt Disney†) Two stars? He must be really proud of his work that he achieved! Walt will be forever honored for the extraordinary work he did throughout his career.In like manner, Disneyland is supposed to be the happiest place on earth and that is what Walt Disney dreamed of when building the park. The public gave him a lot of great criticism and really liked Walt Disney’s idea of building a family-friendly park. â€Å"He dreamed of a place where families could come together and experience something unique yet familiar. † (â€Å"Classic Hollywood†) This is very true because Walt did dream of a place where all types of families could come together and have fun and sort of forget about their problems. People from all over the world have visited the theme park.Disneyland attracts tourists from around the world every single day. â€Å"The tourists come to enjoy all the shows and attractions that the park has to offer! He created a place where cutting edge technology and animatronics could create an immersive virtual reality of an idealized past and future, relying on each family to provide the present. † (â€Å"Classic Hollywood†) This means that Walt Disney created a place where really high-tech technology could combine with animations and create a new dimension of entertainment for families. Disneyland still has many original features that Walt Disney created himself.The theme park was a great success for Disney company. In addition, The well-known author Neal Gabler changed the way that the world sees things because Walt Disney used his imagination to change American culture.. He states, As I see it Mickey Mouse’s creator and alter ego, refined traditional values. † He believes that Walt Disney changed America’s 20th generation. â€Å"He reinforced American iconoclasm, and he helped mold a counter cultural generation. † (â€Å"The Critics†) He helped form a multi-cultural world because a lot of different races came together to celebrate the different events that Walt Disney held.Everything that Walt Disney did changed all of America one way or another that is how much he impacted society. â€Å"He also credits Disney with helping to establish â€Å"American popular culture as the dominant culture in the world. † (â€Å"The Critics†) The American culture dominated because we were known for many different things that were made for Walts request. Furthermore, The American traditions were also changed because the different movies Disney directed encouraged the world to expand their imagination. â€Å"Disneyland combined nostalgia for a halcyon; nonexistent past with utopian fantasies of Tommorowland,† as Mr.Gabler sees it. This means that he combined a regular and normal world with his imagination of the future and combined them to make a unique world! So in the end Walt Disney did change American culture forever! Likewise, filmmaker Jon Favreau states that he is truly proud of what Walt Disney achieved throughout his life. He was once quoted as saying, I understood more about him not as the man but what he was able to achieve, and that is the genius of Walt Disney. (Classic Hollywood) This is very true because mostly everyone knows Walt Disney because of his many successes either from his films or Disneyland. WaltDisney was very well talented and known by people around the world! Walt Disney will always be a legend for many people. In particular, Jon is mostly proud about Walt Disneys success on Disneyland. Disneyland was made in honor for families to come together. Jon says, Some of my earliest memories are of the park, my eyes pinched closed as my father described everything we passed in the Haunted Mansions doom buggy. (Classic Hollywood) Walt Disney will remain an American icon for many including Jon! In Conclusion, Walt Disney has become one the biggest, most successful film producers, directors, animators, and entertainer of all time.Because of his early films/cartoons, creations of the happiest place on Earth also known as Disneyland, and the benefit the critiques have given him. With his big imagination, he has created many popular animated films such as Snow White, Bambi, Dumbo, Mickey Mouse, and many more. Through the many ups and downs, Walt has never given up on what he believed and achieved. He took risks to improve his films that not many producers took. He also created Disneyland. In this case, people from all around the world praise and love him.