In any society aspiring to justice and the value the rights of those whom which they serve, equality is critical. Although Katherine’s actions provoked a fundamental change in the rules of sports and strides have been made around the world working towards the elimination of the discrimination against women, the issue is still very relevant today.
PCI has made a proactive effort to positively affect the inequalities faced by women by enabling them with the Women Empowered (WE) Initiative. Women Empowered Initiative is a global effort to promote the economic and social empowerment of women through the formation of self-managed and self-sustaining savings groups. This program allows women to divert the pervading power of discrimination and actively bring about change in their lives. Thus, they become powerful agents of economic and societal transformation within their communities.
Women and men are being empowered all over the world to put a stop to the injustices that they face on a daily basis, but that’s not enough. PCI knows the importance of using a gender lens when connecting issues and programs to facilitate change. Comprehensive approaches are required to not only provide women with more power and self-esteem, but to change the way society responds to the discrimination that they regularly face.
Because of this, many communities have already been affected. Over 6,000 leaders in South Africa have been called to action to promote the end of violence against women. In Liberia, PCI helped increase the enrollment of girls in schools by at least 5%. Over 15,000 women have participated in village-led savings groups in Ethiopia.
Discrimination against women on a societal level is embedded in everyday life. They are discriminated against based on their weight, height, age, use of societally dictated clothing, level of education and economic status. A woman may not be seen as valuable or worthwhile if she does not fit the collective representation of normal. Abercrombie & Fitch, a U.S. based clothing retailer, has unabashedly excluded plus-sized teenagers from wearing their clothing by only carrying up to size 10 for girls, furthering the misled concept that women need to fit a certain size to fit in.
(It might have been some other womens group, but the general trend has been for the share of womens funding to grow.) And this means that male interest groups seeking public funding or contracting are being turned away -- the "victims," if you will, of a policy that bans voting discrimination against women.
And all this, based on blanket laws of race and gender.
These examples do much to put everything in their proper light.
Although many discussions of gender discrimination have focused on the ways managers and supervisors treat men and women, gender discrimination could involve managers, co-workers, subordinates, clients, or customers....
Discrimination can take a very overt form (e.g., refusal to hire women into certain jobs), but in many instances, gender discrimination involves the degree to which the workplace is open to versus resistant to the participation of women.
Discrimination is defined as the negative treatment of different groups: Prejudice, on the other hand is viewed as the negative emotions or attitudes associated with discrimination (Ramasubramanian, 2010)....
Discrimination is defined as the negative treatment of different groups: Prejudice, on the other hand is viewed as the negative emotions or attitudes associated with discrimination (Baron & Branscombe, 2012, p....
In 1967, Katherine Switzer made headlines by becoming the first woman ever to officially enter the Boston Marathon, the world’s oldest and best-known annual race. At the time, it was believed that women were physiologically incapable of running for the prescribed distance, an excuse that fit in with the ubiquitous notion that women should embrace femininity through domesticity in the home. Instead of allowing the discrimination against women to hold her back, Katherine registered for the race using only her initials for the sole reason that she wanted to run.
According to the growing research on discrimination and prejudice, these are learned behaviors that with practice can be unlearned, and ultimately eliminated (Baron & Branscombe, 2012, p.
The Australian experience in developing vital strategy and policy to protect the women from discrimination in the workplace is very significant and unique because the Australian workplace is unique and multicultural....
The discrimination against the women in the workplace is a serious issue which has influenced the economy and the human resources in any country or company.
Women experience discrimination in the work force in terms of pay, hiring and promotions. Their earnings are consistently lower than that of a man’s in almost every occupation, regardless of the overall gender domination of that sector of work. They are more susceptible to sexual harassment, with 1 in 4 women claiming that they have experienced some form of unwanted advancement. Strides have certainly been made to improve the work place for women, but their potential still goes largely untapped.