By Jeanie Ahearn Greene
Name VII of the 1963 Civil Rights Act in particular prohibits gender-based discrimination, and over the last forty years girls have made fantastic growth in breaking down boundaries within the place of work. however, discrimination remains to be greatly practiced in either overt and sophisticated methods, denying girls entry and chance, quite in blue-collar occupations that experience lengthy been ruled through males. In Blue-Collar ladies at paintings with males, Jeanie Ahearn Greene brings the studies of blue-collar ladies vividly to existence via interviews and research that divulge the demanding situations they face every day. From Peg the police officer to Angela the alternate union president, those girls describe the damaging occasions they come across in each part in their paintings lives—from the hiring strategy to socializing with co-workers to relationships with supervisors—and speak about the coping mechanisms they've got constructed for navigating in an often-hostile atmosphere. Greene then takes the dialogue to the following point, exploring the social, political, and monetary implications of tolerating gender discrimation. She concludes with a chain of concepts for employers, policymakers, social staff, legal professionals and different advocates, human source pros, and girls themselves, designed to advertise office equality in either spirit and practice.Title VII of the 1964 Civil Rights Act particularly prohibits gender-based discrimination, and over the last forty years girls have made fantastic development in breaking down limitations within the workplace—from the store ground to the nook place of work. however, discrimination continues to be generally practiced, in either overt and sophisticated methods, denying girls entry and chance, quite in blue-collar occupations that experience lengthy been ruled by way of males. In Blue-Collar girls at paintings with males, Jeanie Ahearn Greene brings the studies of blue-collar ladies vividly to lifestyles via interviews and research that disclose the demanding situations they face each day. From Peg the police officer to Gretchen the wood worker, Mary the automobile meeting line employee and Angela the exchange union president, those girls describe the unfavourable events they stumble upon in each part in their paintings lives—from the hiring method to socializing with co-workers to relationships with supervisors—and speak about the coping mechanisms they've got constructed for navigating in a regularly adversarial surroundings. unusually, they don't see themselves as pioneers, mavericks, or martyrs, yet extra easily as individuals with accounts to pay, households to elevate, and modest profession aspirations to fulfil.After telling those women's tales, Greene takes the dialogue to the subsequent point, exploring the social, political, and financial implications of tolerating gender discrimination. She argues that regardless of formal protections less than the legislations, girls are nonetheless sometimes burdened and discriminated opposed to, to the detriment not just of person progress and improvement, yet of office productiveness and social welfare. She concludes with a chain of strategies for employers, policymakers, social employees, attorneys and different advocates, human source execs, and ladies themselves. finally, she contends that during order to have equivalent employment chance, employment guidelines and practices needs to exceed the status protections supplied via equivalent rights laws and coverage.
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One important consideration is the differentiation between comparable worth and equal pay. Historically, men and women have performed different jobs, resulting in what is referred to as job segregation. The different jobs pay different rates, with traditionally male jobs paying higher wages than traditionally female jobs, even when the jobs require similar skills. Thus, workers performing jobs of comparable worth often do not receive comparable pay, and the courts have considered whether employees doing 34 BLUE-COLLAR WOMEN AT WORK WITH MEN jobs of comparable worth should be paid the same if the work is deemed to be of the same value.
More than 65 million jobs for women were added from 1964 to 1997, more than doubling the 1964 figure. This represents a rise in rates of 43 percent of the labor force in 1970 to 60 percent in 1999 (Bureau Labor Statistics, 2005). 5 cents for every dollar a man makes (IWPR, 2005). This problem is compounded by the fact that women are disproportionately represented in lower-paying service and clerical jobs. Beyond an overall consideration of pay equity is the concern for employment opportunities for women in higher-paying traditionally male occupations.
It requires employers not to discriminate between employees on the basis of sex by paying wages to employees of the opposite sex in such establishment at a rate less than the rate at which he pays wages to employees of the opposite sex in such establishment for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions except where such payment is made pursuant to (i) a seniority system; (ii) a merit system; (iii) a system which measures earnings by quantity or quality of production; or (iv) a differential based on any other factor other than sex: Provided, that an employer who is paying a wage rate differential in violation of this subsection shall not, in order to comply with the provisions of this subsection, reduce the wage rate of any employee.