1. Multimedia Presentation
Jodi Revell
Women in the Workplace
Gender Inequality

2. What is gender inequality?
 Gender inequality can be known as sexism
 Sexism is the belief that there
psychological, behavioural, or intellectual differences
between females and males and these differences
make one group superior than the other
(Moony, Holmes, Knox, and Schacht, 2013).
 As we age these lead to prejudice and discrimination
to both sexes (Moony, Holmes, Knox, and
Schacht, 2013).
(Not Good

3. The issue of gender inequality
Issues that gender inequality form is that women
don’t get equal pay in the workplace. There is a
theoretical wall blocking women from growing in
their job that they have and that effects their pay,
men on the other hand get promotions and a
larger income because it is believed that men are
more superior then women when it comes to
getting work done.
(Therapy Toronto,
2012)
(Where Women
Work, 2014)

4. The elements of a diverse workforce
 HR Council stated, “In Canada, diversity extends
beyond race or ethnicity, religion, culture or
newcomer status to include factors such as
geography, language, politics, gender, beliefs, sex
ual orientation, economic status, abilities, skills
and interests. A diverse workplace reflects our
communities. Small organizations may have to
think about diversity more broadly and consider
their volunteer base, board of directors and
community partners” (2014).

5. Woman and their education
 Statistics show that women attend more colleges
and universities to get into a workforce of their
choosing more then men do.
 In 2009, 34% of women went to university to gain
a bachelors degree in the field they wanted
compared to 26% of men (Statistics
Canada, 2013).
 Chart: http://www.statcan.gc.ca/pub/89-503-
x/2010001/article/11542/tbl/tbl001-eng.htm
(BBJ, 2014)

6. The Income
More women are working now, and with more work
means there is more hours that women are
getting at their jobs but some still not getting the
money they deserve. Women still earn 77 cents
to a man’s dollar. Huffington post reported
that, “In 2012, the median earnings of American
women working full time year-round were
$37,791. American men earned a median income
of $49,398. The gender wage gap has hovered at
about 77 cents on the dollar since 2007 (2012).
The struggle for equal income is still an ongoing
issue in America and Canada.
(Blogspot, 2011)

7. Reasons why women get
discriminated in the workplace
(Google.com)

8. Family matters
 Women are working while having families.
Instead of the stay at home mom life, now they
are going out into the workforce to also support
their family with or without a partner
(Mandell, 2010).
 Mothers are more likely to want more hours when
they do have families at home (Mandell, 2010).

9. Family matter cont’d..
 With or without these hours women are still
getting paid less than their male co-workers which
cause them to be more in dept, and have more
family struggles (Mandell, 2010).
 Some jobs even decline mothers from having
jobs (Mandell, 2010).
(Blogspot, 2013)

10. Pregnancy discrimination
 Women who want to work but are pregnant or
who also have smaller children are also
discriminated against.
 Acquirer Article:
http://www.enquirer.com/editions/2003/10/13/biz_
wwwbiz1disc.html
 In the above article, a women who was pregnant
worked at home as a sales women. She knew
she could continue with work because she was
already at home, so she called her supervisor
and told them. A day after the call, she was fired.
Many women are starting to work this way but
more and more are reporting that they are getting
fired because of discrimination against them

11. Pregnancy discrimination
cont’d...
(Google, 2014)

12. Aboriginal, immigrant, and racialized
women.
 Aboriginal and immigrant women earn just as less
as white women and men (Mandell, 2010).
 Mandell started, “Racialized women are
overrepresented in the low-paying sectors and
non-standard occupations and under-represented
in high paying high status jobs” (2010).
 Gender inequality is high in Canada, but in other
countries it is much worse for women to become
equal to men.
(Google, 2014)

13. How can we fix this issue??
 http://www.youtube.com/watch?v=UaCwOdNeA7
k
(Google, 201
4)

14. How can we fix this issue
cont’d...
 A lot of people don’t understand or know that in other
countries women get treated like this.
 UN Woman Watch: http://www.un.org/womenwatch/
 Feminist Majority Foundation
http://www.feminist.org/
 Equality Now
http://www.equalitynow.org/english/index...
 About women's rights
http://www.awid.org/
 UNIFEM
http://www.unifem.org/about/fact_sheets....
 All of these organizations want to fight for equality all
around the world.

15. Women and their job choices
(Google,2014)

16. Women and their job choices
 Women are making the movement into jobs that
have a more masculine background, jobs that we
recognize as a male role doing it.
 Women are getting good education and working
hard at that education to get into these fields of
choice not because they think they can do it
better, but show that they genuinely want to do
the job, and love hands on work.
 As an example, women accelerate in an
engineering job because they have great
communication skills more than a man does.
(CBC,2013).

17. Women in the military
 Women as stated before, like to go for more
masculine based jobs.
 There is a high percentage of women who are
joining the army in Canada because the army are
always looking for new people to join. They are
asking more women to join now then before. With
a job like this there really is no limit to the job
opportunities a woman can have (Canadian
Armed Forces, 2014).
(Canadian Armed Forces,
2014)

18. Women in the Military statistics
 According to the Canadian armed forces,” As of January
2014, the percentage of women in the CAF, Regular Force
and Primary Reserve combined was at 14.8 per cent, with
more than 9400 women in the Regular Force and more
than 4800 women in the Primary Reserve.
 The Royal Canadian Air Force comprises the highest
percentage of women at 18.7 per cent. Similarly the Royal
Canadian Navy has a representation of women of 18.4 per
cent and the Canadian Army 12.4 per cent. Women today
are joining the CAF with the widest range of options for
occupations and career advancement.
 Just under 500 Canadian soldiers, sailors, airmen and
airwomen are currently serving with task forces deployed
on expeditionary operations by Canadian Joint Operations
Command. Although the CAF do not keep track of the
gender of deployed personnel, it is safe to assume that
eligible women are likely to be serving on the majority of
our missions” (2014)

19. In conclusion
 Women in the workplace do
earn less than their male co-
workers.
 Gender inequality is not only an
issue in Canada, but a bigger
issue in other countries such as
Africa.
 There are many ways that
women overcome inequality by
showing men that they can do
their jobs as well or even better
as them.
 Gender inequality can be
changed, but as a country we
need to start thinking equal!
(Google, 2014)

20. References
 Bassett, L. (2013). Women still earned 77 cents to a
man's dollar . Retrieved from
http://www.huffingtonpost.com/2013/09/17/gender-wage-
gap_n_3941180.html
 CBC News. (2013). Why do women earn less than
men? Retrieved
from:http://www.cbc.ca/news/business/why-do-
women-earn-less-than-men-1.1316375
 Canadian Armed Forces (2014). Women in the canadian
armed forces . Retrieved from
http://www.forces.gc.ca/en/news/article.page?doc=wome
n-in-the-canadian-armed-forces/hie8w7rm
 Geller, A. (2003). Workplace discrimination: pregnant
women . Retrieved from
http://www.enquirer.com/editions/2003/10/13/biz_www
biz1disc.html

21. References cont’d
• HR Council (2014). Diversity at work. Retrieved
from http://hrcouncil.ca/hr-toolkit/diversity-at-
work.cfm
• Mandell, N. (2010). Feminist issues . (5th ed., pp.
247-271). Toronto, ON: Pearson.
• Mooney, L., Holmes , M., Knox, D., & Schacht, C.
(2013).Understanding social problems .
Toronto, ON: Nelson Education.
• Turcotte, M. (2013). Woman and education .
Retrieved from http://www.statcan.gc.ca/pub/89-
503-x/2010001/article/11542-eng.htm