Gender discrimination against women in the workforce may have been more prevalent fifty years ago but that does not mean that it is a thing of the past. In fact, 22% of Canadians admit to being discriminated against at work based on their gender. This can include:
- Assuming a woman will not be as committed to her job because she will want more time off for her family or for having/raising children.
- Making women dress differently than their male counterparts. For example, making skirts or dresses part of a mandatory uniform, rather than allowing pants.
- Not hiring a woman for a certain positon because you think she “won’t fit”. For example, not promoting a woman to a management position because you think staff won’t respect her as much as a man.
- Paying men and women different amounts for the same position.
In a recent Globe and Mail article, it was stated that women only make $0.82 to every $1.00 that men make. A chart showing the earnings of men and women since around the 1970s showed a surprising gap. Although the gap has, of course, grown smaller since then, it is still startling to see. This is attributed to many things, including a higher amount of men working in trades jobs, or women taking time off for maternity leave. However, 10-15% of this gap is purely ascribed to gender discrimination.
When hiring new staff or dealing with current staff, it is important to be aware of all forms of discrimination. It may be easy to assume that certain types of discrimination are no longer rampant enough to worry about (like gender discrimination) and focus primarily on the usual, more current issues (like sexual orientation); however, all discrimination is still possible in the workplace. It is important to ensure that all individuals are treated as just that: individuals. No one should ever be singled out for their gender, sexual orientation, race, age, or any other aspect.
