Women currently in Canada are increasing intensely in proportion to the last few decades; however men still earn more as compared to females in the Canadian workforce (Henslin, 2014). Even though this gap is currently closing over time, there are still some levels of educational achievements where women are earning less than men due to their disadvantage of being a female.
Women’s paid earnings are averaged to be lower even when they are more qualified as compared to the males working in the workforce (Henslin, 2014).
A common disadvantage addressed as an issue in the workplace is that women are more likely to be excluded from the inner circle which is due to the fact of having a large gap between the earnings of male and females. A term used in the textbook identifies the term “glass ceiling” to describe the invisible barrier that is for women when trying to attain an executive position in the workforce (Henslin, 2014). This is due to the belief and disrespect for women not being appreciated to the degree of men in the workforce because women do not bring the same profit as men working in higher rankings (Henslin, 2014).
Much of this ranking and gender inequality is due to the male corporate culture society that we live in. This entire disadvantage of females in the workforce relates to the females enduring unequal division of roles and responsibilities in the family.
According to the textbook a term referred to as the “mommy track” stresses that both career and family require commitment, where a lower commitment level to the workplace and higher commitment to family duties (Henslin, 2014).
The functionalist’s theories perspective identifies the importance of how family plays a part in society and how family can contribute to the well-being of the society (Henslin, 2014).This concept includes the relation of family and the workforce being related through the common similarities of gender inequality and the division of roles and responsibilities.
The conflict perspective identifies the families struggle around the division of housework which is a conflict that arises between the female and male partners within the family system. According to the textbook it identifies that most men resist completing housework, consequently wives that are in the workforce end up doing more or all the housework as well (Henslin, 2014).
The women of these households and families feel the unfair division of housework; Arlie Hochschild found that after completing 8 hours at the workplace women tend to work a “second shift” at home resulting to females in the workforce working double the hours each day consequent in feeling deep discontent (Henslin, 2014).
This relates to the females working in the workforce having inequality compared to males and similarly having the same disadvantage at home with their families. The same females who struggle through their day at work with the treatment of being “lower” than men who at times have less qualifications but get paid more is connected to the same females working more than their husbands at home because of the males dislike for the housework. Male superiority in making decisions, dividing roles and ranking of male/vs. Female is the connection for how female are treated at home and in the workforce.