The struggle for equality in employment began before the 1970's when there was a feminist movement. The movement itself sparked a rapid increase in the amount of women being employed and promoted. More women beginning to work is likely the cause of the increase of women being promoted. This surge was caused by the affirmative action taking place at the time. As the 1990s approached, there were findings that the rates of promoting women began to decrease. There are various reasons as to why the rate dropped. One reason is that women start out at lower level jobs than men. This extends the "ladder of mobility" for women. The lower women start out, the more promotions and climbing they need. A second explanation would be that some firms restructured and when these firms did, it inadvertently discriminated against women.
Some studies have shown that discrimination in promotions may not exist or show mixed results of it existing. In some studies, women are promoted more than men. Instead of men working at a certain job or firm for a long time to be promoted, they may decide to quit their jobs a find a new one in a different city or in a different state for a better job. Also with this explanation, it offers the idea that some women do not advance their careers on purpose in order for their husbands to advance their careers. Also women are more than likely to leave a job and relocate in order for their husbands to have a better job.
There is another type of discrimination that alines with the gatekeeper decision making or a person makes a decision based on who they want to have the job rather than who is more qualified to have the job. This means that a person's biased feelings come into play. There is more discrimination towards women who are mothers. Women who are mothers tend to be judged more harshly than males. These women are also seen as undependable and less promotable. These feelings lead to women having lower promotion rates and contributes to the gender gap in wages because men thinking among this sort of decision making feel that women deserves lower starting wages. Also Budig and England, researchers, found that wage penalties against a woman who has experience motherhood is due to discrimination as well.
Some studies have shown that discrimination in promotions may not exist or show mixed results of it existing. In some studies, women are promoted more than men. Instead of men working at a certain job or firm for a long time to be promoted, they may decide to quit their jobs a find a new one in a different city or in a different state for a better job. Also with this explanation, it offers the idea that some women do not advance their careers on purpose in order for their husbands to advance their careers. Also women are more than likely to leave a job and relocate in order for their husbands to have a better job.
There is another type of discrimination that alines with the gatekeeper decision making or a person makes a decision based on who they want to have the job rather than who is more qualified to have the job. This means that a person's biased feelings come into play. There is more discrimination towards women who are mothers. Women who are mothers tend to be judged more harshly than males. These women are also seen as undependable and less promotable. These feelings lead to women having lower promotion rates and contributes to the gender gap in wages because men thinking among this sort of decision making feel that women deserves lower starting wages. Also Budig and England, researchers, found that wage penalties against a woman who has experience motherhood is due to discrimination as well.