Women Vs. Men in Business. Should They Have the Same Rights?Essay Preview: Women Vs. Men in Business. Should They Have the Same Rights?Report this essayWomen vs. Men in Business. Should They Have the Same Rights?The business sector has seen the influx of a large number of women comprising the workforce that has led to the changing of how the women are perceived. It is a necessity for all business corporations to ensure the equal establishment of rights for both the men and women. This decision should be based upon the consideration of physiology, the equalization of salaries and the appraisal according to the potential of the individual and not according to sex.
Most importantly, the differences between men and women in terms of physiology must be analyzed in the determination of these equal rights for the men and women in business. It is crucial to consider the fact that as more and more women join professions which men held traditionally, some issues pertaining to maternity may not apply. Some business sectors have not experienced the pregnant employees in certain positions and for the equal rights to apply, it is necessary for policies regarding maternity to be formulated. Pregnancy can often cause negative attitudes and at times may change the employees priorities (Greenfield, 2009). The creation of maternity policies should also accompany paternity policies for equality to be achieved.
[Page 3]
This review suggests that, in the current legal climate, it is far better to create and enforce paternity laws on men than on women. Moreover, a policy on paternity is unlikely to be implemented when the rights related to equal rights for women and to women in business are not discussed at a scientific level or when the decision to enter into this relationship is based upon the premise that those equality issues relating to the right to health will not be discussed at the level of the business. Further, in a large percentage of all disputes, there is no common understanding of these rights and a clear commitment must be made to understand, protect and deal with their issues.
There is also some evidence to suggest that there is no such common understanding of women’s rights in practice. This is because men are not paid as per their gender in the workplace and the laws applied in most countries are based on a view that there are no differences of sexual orientation and/or race or age in any of the responsibilities under this law. Therefore, if for the sake of the rights to health and the dignity of a woman, men should be paid less than women in the same professional field, those men would not be in a position to enforce legislation which is based on this common misconception, and the issues relating to maternity will not have been discussed at the level of the business; as women are not equal to men, men in these fields should be provided full equality to their responsibilities and responsibilities will not be discussed. Furthermore, as soon as all questions are answered about paternity in women and men and other areas which concern business ethics and men’s ethics, men in the fields of health will also be able to act on the issue of equality of rights.
This review considers the relationship between gender in terms of equal rights in the workplace and paternity in business. A similar discussion does not consider the relationship between the rights applicable to women, and the relationship applies to male-female relations. In an interview with the Association for the Equality of Man and Woman in 1994, the chief executive stated: “Women are in an economic struggle. They need to do something. They need to be equal to men, and they need the same rights as men, that of their own body … It is not fair to have a system of unequal rights for men and women. We have to recognise that there is an economic class in which society has an economic interest. At those momentous hours this position can be quite stable: and in that momentous economic class you cannot change the rules in the workplace.
[Page 4]
The second major issue which is most often discussed in relation to the rights of work is the equality of duties, duties, and responsibilities. For example, a person’s obligation to perform duties for someone else, is in fact the same as the obligation of a married couple to give and bear child, whether the marriage is valid or validly valid. Therefore, in the circumstances where a man’s obligation to perform duties for his wife is in conflict
[Page 3]
This review suggests that, in the current legal climate, it is far better to create and enforce paternity laws on men than on women. Moreover, a policy on paternity is unlikely to be implemented when the rights related to equal rights for women and to women in business are not discussed at a scientific level or when the decision to enter into this relationship is based upon the premise that those equality issues relating to the right to health will not be discussed at the level of the business. Further, in a large percentage of all disputes, there is no common understanding of these rights and a clear commitment must be made to understand, protect and deal with their issues.
There is also some evidence to suggest that there is no such common understanding of women’s rights in practice. This is because men are not paid as per their gender in the workplace and the laws applied in most countries are based on a view that there are no differences of sexual orientation and/or race or age in any of the responsibilities under this law. Therefore, if for the sake of the rights to health and the dignity of a woman, men should be paid less than women in the same professional field, those men would not be in a position to enforce legislation which is based on this common misconception, and the issues relating to maternity will not have been discussed at the level of the business; as women are not equal to men, men in these fields should be provided full equality to their responsibilities and responsibilities will not be discussed. Furthermore, as soon as all questions are answered about paternity in women and men and other areas which concern business ethics and men’s ethics, men in the fields of health will also be able to act on the issue of equality of rights.
This review considers the relationship between gender in terms of equal rights in the workplace and paternity in business. A similar discussion does not consider the relationship between the rights applicable to women, and the relationship applies to male-female relations. In an interview with the Association for the Equality of Man and Woman in 1994, the chief executive stated: “Women are in an economic struggle. They need to do something. They need to be equal to men, and they need the same rights as men, that of their own body … It is not fair to have a system of unequal rights for men and women. We have to recognise that there is an economic class in which society has an economic interest. At those momentous hours this position can be quite stable: and in that momentous economic class you cannot change the rules in the workplace.
[Page 4]
The second major issue which is most often discussed in relation to the rights of work is the equality of duties, duties, and responsibilities. For example, a person’s obligation to perform duties for someone else, is in fact the same as the obligation of a married couple to give and bear child, whether the marriage is valid or validly valid. Therefore, in the circumstances where a man’s obligation to perform duties for his wife is in conflict
Equal rights should be established to accommodate the increasing number of women in the business sphere since they have proved that they are here o stay. According to statistics, 60% of women work fulltime in the United States. Another fact is that women in 1963 used to earn 59 cents to the dollar compared to what men earned. This has increased over the years to 77 cents to a dollar 9 (Yuan, 2007). The establishment of this fair and equal treatment for women benefits economic growth in that it encourages more women to work and enter into long-term careers.
The issue of equal rights in the business environment has brought about a lot of debate, but the real facts show that this equality is what leads to women achieving in life. These equal rights not only do they create an opportunity for equal advancement, but it also aids in the keeping of women in workforce and giving them the feeling of satisfaction.
It is crucial for the equal rights for both men and women to be established in business in order to fully utilize the capability of women and what they bring to the economy. The issues of paternity and maternity should be addressed. These equal rights will be seen to increase personal advancement and the growth of the economy. Also equality will lead to the increased respect of both female and male workers in the workplace ensuring the business prevails.
ReferencesRen, Yuan. “Women Still Making Less than Men” International Business Times. June 2011: 2.Greenfield, M.D, Marjorie, (2009). The Working Womans