Gender in the Workplace
When the topic of gender biases in the workforce comes up, naturally the first argument would consist of finding ways to fix this injustice and ways to alleviate gender biases completely, but gender biases in the workforce are inevitable. Humans must learn the attributes that set male and females apart and embrace the legitimate distinctive strengths, weaknesses, potential and limitations between the two. Some bias may be acceptable, some may not.
The contemporary concept of gender has at least two major meanings: the first is language, both masculine and feminine, and the second is human male and female distinctions. Gender is built into many modern language structures. Gender generally refers to 'kind', 'type' or 'sort' within the context of languages. The most common application of the concept of gender has reference to the differences between male and female especially as applied to human beings. These differences include the physical, psychological, and sociological variants. Historically, gender biases have been the result of these pronounced variables.
Besides the obvious physical variables inherent with male and female bodies, major gender-related chemical variations relate to gender bias as well. Testosterone affects males and estrogen affects females in profound ways. Thus, hormones have direct and significant impact on the typical gender type. The presence and quantity of these chemicals directly impacts the behavior and characteristics of both male and female as humans move through the various stages of development and aging. Babies and the young have limited amounts of these hormones. When humans leave childhood and become adolescents, the innate design of human beings features gender-related hormones 'kicking in'. When this occurs, human drives are stimulated toward sexuality and procreation. In conjunction with this, major physical characteristics are impacted as well. In males, the deepening of the voice,...