{"id":1680,"date":"2020-07-02T09:47:42","date_gmt":"2020-07-02T13:47:42","guid":{"rendered":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/?p=1680"},"modified":"2020-07-04T11:09:48","modified_gmt":"2020-07-04T15:09:48","slug":"kianna-holm-institution-artifact-final-portfolio","status":"publish","type":"post","link":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/2020\/07\/02\/kianna-holm-institution-artifact-final-portfolio\/","title":{"rendered":"Kianna Holm Institution Artifact Final Portfolio"},"content":{"rendered":"

We live in a country where there is a high demand for equal rights for all. But still today there are still many women treated unfairly in contrast to men.\u00a0 Men tend to receive higher pay and better access to promotions. This reality of inequality has been portrayed in the movie, \u201cWhat Men Want\u201d directed by Adam Shankman.\u00a0<\/span><\/p>\n

The movie, \u201cWhat Men Want\u201d, starring Taraji P. Henson, presents a scene where Taraji\u2019s character, \u201cAli, is overlooked for a promotion she thought was hers\u201d (Rosa and Radloff), but instead was given to one of her fellow male coworkers. Within the embarrassing scene, \u201cAli\u2019s boss tosses a football to the man who\u2019s getting the [promotion], but Ali intercepts it\u201d (Rosa and Radloff). This scene within the movie illustrates a feeling that many women know way too well, it’s the feeling of losing an opportunity over male privilege.\u00a0<\/span><\/p>\n

In today\u2019s society, women are more likely to be \u2018top performers\u2019, but less likely to be the boss. Only 5% of Fortune 500\u2019s CEOs are women as presented in The Women’s Leadership Gap. \u201cInstitutionalized discrimination refers to the unjust and discriminatory mistreatment of an individual or group of individuals by society and its institutions as a whole, through unequal selection or bias, intentional or unintentional, as opposed to individuals making a conscious choice to discriminate\u201d. Women are more likely to be \u2018top performers,\u2019 but less likely to be the boss. Why is that? If women work harder why aren\u2019t we getting the recognition deserved. For example, my mother works in a school and she wanted to get a promotion, so she worked really hard, probably harder than anyone else in her job, just to be promoted. And when the promotion was given, she didn\u2019t receive it and a male coworker, who barely attended work, received it. She was mad, but not only because she didn\u2019t get the promotion, but because when she asked why she didn\u2019t get it they said because the male coworker is more dedicated to the job because he doesn’t have kids. This made my mother later realize that your color and gender has an effect on the outcome of your future. This shows that even though women tend to work harder than men they aren\u2019t rewarded nearly as much as men. But not only are women rewarded less than men, they are also paid less.\u00a0<\/span><\/p>\n

Women\u2019s median earnings are lower than men\u2019s in nearly every occupation, according to another report released this week from the Institute for Women\u2019s Policy Research, a nonprofit think tank. For example, \u201cIn 2020, women earned 81 cents for every dollar earned by men\u201d as presented by PayScale. The evidence provided by PayScale demonstrates the gender pay gap or gender wage gap, which is the average difference between the remuneration for men and women who are working. And the gender pay gap displays that women are generally considered to be paid less than men. For example, my aunt works in a business firm, she has been working there for over 20 years. And she wants higher pay and bonuses, but they won\u2019t give it to her although she has been working at her job longer than anyone else has. She told me that most males at the firm tend to get higher bonuses and pay than she does. She was so frustrated, but still continues to try to get more pay. This displays the idea that gender privilege is present still today.\u00a0<\/span><\/p>\n

Systematic inequalities are \u201cpatterns of differential group treatment repeated across time even in the absence of overt discrimination\u201d. Systematic inequalities are policies that keep people of color and women from gaining power, which are enforced through laws and etc. For example, CEOs or people in headquarters of a company are mainly men, white men to be specific. About 46.9% of the labor force is made up of women. And only 5% of those women are CEOs. Of the companies that made up the 2019 Fortune 500 list, only 33 of those companies had women CEOs. This illustrates the idea that there is a miniscule number of women in higher positions in businesses.\u00a0<\/span><\/p>\n

In brief explanation, women tend to be treated unfairly in the business world. We are paid less and given less promotions, even though they tend to work more than men. And institutionalized discrimination and systematic inequalities can be used to demonstrate the ideas of gender inequality from all aspects. Women are strong and hard working, we deserve to be treated fairly. If we live in a country where there is freedom and equality then why aren\u2019t 50% of CEOs women? And why aren\u2019t men and women given equal pay?\u00a0<\/span><\/p>\n

Works Cited<\/span><\/p>\n

Rosa, Christopher, and Jessica Radloff. “Taraji P. Henson Hopes Her New Movie Inspires Women to ‘Keep Fighting.'” What Men Want.<\/span> Glamour.com<\/span><\/a>,<\/span>\u00a0<\/span><\/a><\/p>\n

www.glamour.com\/story\/taraji-<\/span><\/a> p-henson-on-what-men-want. Accessed 8 Feb. 2019.<\/span><\/p>\n

THE STATE OF THE GENDER PAY GAP 2020. PayScale,<\/span>\u00a0<\/span><\/a><\/p>\n

www.payscale.com\/data\/gender-<\/span><\/a> pay-gap.<\/span><\/p>\n

The Women’s Leadership Gap. Center for American Progress,<\/span>\u00a0<\/span><\/a><\/p>\n

www.americanprogress.org\/<\/span><\/a> issues\/women\/reports\/2018\/11\/ 20\/461273\/womens-leadership- gap-2\/<\/span><\/p>\n

.<\/span><\/p>\n

 <\/p>\n","protected":false},"excerpt":{"rendered":"

We live in a country where there is a high demand for equal rights for all. But still today there are still many women treated unfairly in contrast to men.\u00a0 Men tend to receive higher pay and better access to promotions. This reality of inequality has been portrayed in the movie, \u201cWhat Men Want\u201d directed … Continue reading “Kianna Holm Institution Artifact Final Portfolio”<\/span><\/a><\/p>\n","protected":false},"author":1418,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"portfolio_post_id":0,"portfolio_citation":"","portfolio_annotation":"","openlab_post_visibility":"","footnotes":""},"categories":[11,1],"tags":[31],"class_list":["post-1680","post","type-post","status-publish","format-standard","hentry","category-institutional-artifact-project","category-uncategorized","tag-kianna-holm-portfolio"],"_links":{"self":[{"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/posts\/1680","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/users\/1418"}],"replies":[{"embeddable":true,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/comments?post=1680"}],"version-history":[{"count":3,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/posts\/1680\/revisions"}],"predecessor-version":[{"id":1831,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/posts\/1680\/revisions\/1831"}],"wp:attachment":[{"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/media?parent=1680"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/categories?post=1680"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/openlab.bmcc.cuny.edu\/gendercommunication\/wp-json\/wp\/v2\/tags?post=1680"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}