Theoretical Background

This study is anchored on the main theory of Assumptions of the Inequality Theory. Firstly,

Inequality theory explains the biological difference between men and women which is

inescapable, amongst race, class, culture and tradition irrespective of being developed or

underdeveloped. According to Linsey 2007, sex is the biological difference between men and

women while gender is the social construction of sexes considering race, politics, social,

economic, culture and traditional background. This cultures and traditions vary from place to

place and from culture to culture. These cultures that are learned change with time within and

between cultures. (Linsey, 2007). Following this sex distinction between male and female, some

advanced societies (Western and North American societies) have tried to narrow down the

gender gap by empowering females, by redefining laws and ignoring others to enhance

development. That notwithstanding, the distinction still persists and would always be there

because no matter all the feminist analyses on sex and gender, humans would never revert

nature on this perspective. Research have proven that no amount of theorist thinking can subtle

the simple fact of biological distinction, therefore inequality would persistently exist no matter

what. The question that ponders our minds is, why Maritime field is still lacking behind to

comprehend culture and tradition to reduce the wide gender gap, thereby empowering females

to enhance development?

Secondly, content and expression of this biological difference is exaggerated in the situation

in Maritime field. Tracing back from history until date, most of the hardest and most

commanding jobs are carried out by men therefore inequality is bound to exist between sexes.

The fact that men are a stronger sex to resist extreme hash conditions makes them dominant

irrespective of sex division. Complex cultural societies are build up by institution that keeps men
at a dominant position. This make the female sex constantly relegated at the background. The

norms and values that govern these complex in maritime society procure men at the forefront.

By respecting this norms and values women would be hardly seen in the public spheres.

(Sushama Sahay, in king and Hill Anne, 2010).

Thirdly, Inequality theory try to make some kind of biological differences that are sufficient

and necessary to persistently cause inequality between sexes and puts men at a commanding

and dominant position. There are three imputed biological differences that have received much

attention by the inequality view, such as reproduction by females, physical capacity and

predisposition toward violence. "Anthropologists largely agree that women have hardly occupied

position of higher status or political power than men in any society anywhere, anytime" (Buthler

2006) Some feminist theorist argue that, reproduction everywhere is done by females that

subordinates their position to men, others say that men are physically dominant in their actions

and activities and set rules that are of their own advantage. Some theorist argue that men are

very aggressive than women, that put them at a dominant position thereby creating inequality

between the both sexes. (Buthler, 2006).

Gender Discrimination on a Workplace

Gender discrimination in the workplace continues to be a major problem in the workplace

despite the passing of time since laws such as Title VII or the Equal Pay Act were enacted to

combat the issue. Sexual or gender discrimination at work occurs whenever an individual is

treated differently on account of their gender and may affect anything from hiring decisions to
promotions. Relatedly, sexual harassment is a form of gender discrimination similarly prohibited

by federal law and the subject covered in detail within FindLaw's Sexual Harassment section.

Below you will find information on gender discrimination, including an overview of gender

discrimination laws, some frequently asked questions, and examples of illegal interview

questions.

Objective of research on perceived gender discrimination is, to identify the correlation

between variables which determine gender discrimination among individuals. These variables

are gender, gender identity, gender bias, and gender discrimination. Also, it is investigated

which kind of effect these variables have on “intention to leave job” and “organizational

commitment”. To achieve the study’s objectives, an inquiry has been applied to blue and white

collar workers of two different firms. The results show that, there have been gender

discrimination in both firms and women workers perceive gender discrimination more than men.

Furthermore, gender discrimination among workers affects organizational commitment

negatively and intentions to leave positively.

Dimensions of gender Inequality

Gender inequality in employment is a complex phenomenon that consists of both objective

and subjective dimensions. The latter has been overlooked in previous research. This study

examines the subjective perceptions of gender inequality at work of Hong Kong people. It

analyses a data set collected from a large-scale territory-wide survey of 2,020 respondents.

First, it was found that there are significant gender differences in what constitutes gender
inequality as well as the perceived prevalence of gender inequality in Hong Kong. In addition to

gender, respondents’ age, marital status, and education are found to affect their sensitivity to

gender inequality. Results of two-way ANOVA (Analysis of Variance) also show a significant

interaction effect of gender and employment status. More research is called for to advance their

understanding of subjective perceptions of gender inequality in the workplace, particularly in

the Asian context.

Gender Neutrality

Gender discrimination remains a feature of working life in many contexts; research on

gender in organizations has shown that workplaces are often constructed as gender neutral.

This poses an ideological dilemma for workers: how can they make sense of gender

discrimination at work while presenting their workplace as gender neutral? This article explores

that dilemma through an analysis of how information communication technology (ICT) workers

talk about gender discrimination. Instead of denying gender discrimination, workers

acknowledge it can happen but construct it as singular events that happened in the past and

they place the onus on women to overcome such obstacles. Navigating the ideological dilemma

around gender neutrality and discrimination, interviewees display what the article characterizes

as gender fatigue.

Masculinity and Feminity

Gender relations and gender identity are explored based on ethnography of a Swedish

advertising firm. The organization is of special interest as it has a strong gender division of

labor, where men hold all senior posts, at the same time as creative advertising work seems to

have much more similarity with what gender studies describe as “femininity” rather than with
forms of “masculinity.” The paper discusses how gender is constructed in an organizational

context. Emphasis on workplace sexuality is related to identity work of men in response to the

highly ambitious and contested context of advertising work. Tendencies toward the

“feminization” of work and client relationships put some strain on (gender) identity for men,

triggering a structuring of gender relations and interaction at the workplace to restore feelings

of masculinity. The paper problematizes ideas of masculinities and femininities and argues for a

rethinking of their role in non-bureaucratic organizations.

Review of Related Studies

Gender Inequality refers to unequal treatment or perceptions of individuals based on

their gender. This is an area of study in sociology.

Sociology can be defined as the systematic study of human society (Macionis and

Plummer, 2005).

Gender roles refers to expectations regarding the proper behaviour ,attitudes and

activities of males and females(Schaeter, 2007) for example toughness is thought of

as masculine while tenderness as feminine.

 According to (Fulcher and Scott 2007) a person’s gender is not simply an aspect of

what one is but more fundamentally, it is something that one does, and does

recurrently in interaction with others.

In my view I think the application of dominant gender roles leads to many forms of

differentiation between men and women for example, from my experience with

most Africans, the woman is usually in charge of the physical care of the children,

although with the influence of society, some of the gender roles and inequalities are

gradually being erased, this is still prevalent in some African homes and families. I think

both sexes are physically capable of learning to cook and sew, yet most societies

determine that women should perform those task, also, both men and women are

capable of learning to weld and fly air plane, but those functions are generally assigned

to men.

I think in my view both gender roles can be learned through the process of

interactions from birth, which begins in the family. Gender inequality takes many

different forms depending on the economy and the society that we find ourselves.

Also generally women often receive lower pay for the same or comparable work,

and they are frequently blocked in their chances for advancement, especially to

positions. There is usually an imbalance in the amount of housework and child care a

wife does compare to her husband. Unequal sets of people “men” and “women.

In conclusion, gendering divides the social world into two complementary but unequal

sets of people "women" and "men.