3rd Post: ANALYSIS OF A SCHOLARLY SOURCE
Title: Inequality in Organizations: Stereotyping, Discriminations, and Labor Law Exclusions by Daphne Berry and Myrtle P. Bell
Link to Scholarly Article: http://www.emeraldinsight.com/doi/abs/10.1108/02610151211209090
Daphne Berry and Myrtle P. Bell, writers of the international journal, establish the fundamental factors that contribute to the gender wage gap. They state that class, race, and gender are the three top components that decrease the pay of racial minorities, in this case women. Although this article does not solely focus on Latina women, it does focus on the overall issues that affect women in general, including Latina women.
To begin with, Berry and Bell make it very clear that there is an income inequality between women and men. As a consequence, they state that class is one of the factors that plays a role in the pay of an individual because it dictates who they are and what their socioeconomic status is. As Berry and Bell wrote, an individuals class (education, income, wealth, and occupation) are components that produce inequalities in the lives of the racial minorities because they are put at a disadvantage. They are put at a disadvantage when the people of work organizations focus on what kind of individual (class wise) is interested in working for them and from there, employers determine their pay.
The second factor Berry and Bell address is gender. According to the writers, gender contributes to the income inequality when pay, benefits, and schedule flexibility are not fairly given to just any individual. In other words, to women, usually not to racial minority women. Pay, benefits and schedule flexibility are typically given to people who work full-time and that are not racial minorities. For instance, a woman, also a single mother, will typically have a part-time job so that she could have time to also take care of her children. The single mother is most likely not given a flexible schedule, any health care benefits, or a fair pay. This example comes to show how gender is a factor that contributes to the gender wage gap because women are being paid much less than men even though they need the money just as much as men do. This precise example also demonstrates how women are often at a disadvantage at work places.
Lastly, race. As Berry and Bell wrote, race is another major factor that puts women at a disadvatage when it comes to getting hired or getting paid, etc. Moreover, Berry and Bell included a broad discriminatory example where it is possible for a racial minority individual to be discriminated even if an education is obtained from their part, causing that individual to feel discouraged. Another example could be applying online for a job. Usually, an indivdual’s race, sex, and name is requested in order for any person to successfully apply to a job. This procedure might put a racial minority at a disadvantage because of their identity since society has set expectations for particular jobs.
Class, gender, and race intertwine with one another when it comes to an individual’s opportunities for a job and their pay. Typically, racial minorities or women are put at a disadvantage.
1) I agree with Berry and Bell’s components: class, gender, and race. Society does determine the opportunities of an individual depending on those three factors.
2) I do not disagree with anything that Berry and Bell stated because its very applicable to many individuals’ experiences. I have a few friends who were personally discriminated because of their class so I thought about them as I read this article.
3). Will there ever be a law that solely protects the opportunities of an individual based on his/her identity?
Will there ever be an equal pay between men and women? I hope that a law is implemented to cut down the income inequality between men and women.
Will there ever be salary increase towards the single Latina mothers/women?
