即使從數據來看，男性和女性全職工作的工資差距也對男性有利。女性每周的平均工資是男性的81%。我看到，與我相比，女性在職場上的進步非常緩慢。在過去20年中，女性經理的比例從35%上升到了38%，這一事實支持了上述觀點。性別不平等是社會地位和權力的不平等。根據美國人口普查局(U.S. Census Bureau)的數據，美國有一半人口是女性，女性也占美國勞動力的一半。然而，兩性之間的平等不能僅僅通過勞動力的存在來完成。在各行各業的最高管理職位上，男性的比例都不成比例。
There has been proclamation in the media as if the inequality of gender is something of the past. There are reports that there is increasing trend that the wives are making more money than their husbands. Further, women make up almost 60 percent of the college students and have been dominant in terms of earning master’s and doctorate degrees. Although, these data certainly points towards the women’s progress in education and employment, from my personal experience, I can say that it would be a grave mistake to think that gender inequality has ended in United States (Beswick n.p.). Fortunately, for me, my situation is not the kind that has been stated above. In fact, very uncannily, I have been the beneficiary of the gender equality, although I don’t support it.
Even going by the figures, the wage gap in terms of full time work between men and women has been favorable for men. The median weekly wage earned by women is 81 percent that of men’s. I have seen the progress of women in the workplace at a snail’s pace compared to mine. This is supported by the fact that the percentage of women managers rose from 35 percent to 38 percent in the past twenty years. The inequality in gender is about disparity in status and power. As per the U.S. Census Bureau, half the population of United States is women, as women are also half of the workforce in the country. However, the show equality between the genders cannot be complete merely by the presence in the workforce. There is disproportionate number of men in the top management positions in a range of professions.
The existence of sexism in the American workforce is far greater than one would have imagined. One of my colleagues, you can also say she was my competitor, had been a female executive in a media house who had been fired for her management style that was considered as abrasive and high handed. I protested as I found my organization pervaded with sexism (Butler n.p.). I cited incidents that she was treated shabbily for her gender. But because of her firing, I got promoted, which I have to admit. I accuse the culture, which is dominated by males. It is apparent that the sexism restricted my colleague from reaching the upper echelons of the corporate world. At the expense of her, I reached the respectable position. To elaborate the point, even when the female executives reach upper echelons; it becomes difficult for them to survive.
My visible roles have their stereotypes often in the form of “role traps” in the form of seductress, the mother, the pet, and also iron maiden. The management of companies usually lack female colleagues that isolate them with a subconscious view that they are merely symbolic gestures for the goodwill of the company for promoting equality. This is an advantage of the male executives like me, as the competition coming from the female colleagues is restricted with these kinds of stereotypes. The interpretation is that the demonstration of equal opportunities provided only with a few women holding the power positions, when the reality is quite different.