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Experiences of Gender within Society

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Experiences of Gender within Society

Distinction between Gender and Sex

The terms sex and gender have been used interchangeably in the past, although their use is becoming increasingly different, and understanding this distinction is becoming an important issue. The term sex generally refers to the biological difference between females and males, such as genetic distinctions and genitalia. The definition of gender is more complex and may refer to the roles males and females are awarded in society or an individual’s perception of themselves or their gender identity. In some cases, the sex genetically assigned to a person may not match their gender identity. These people usually refer to themselves as transgender, gender-nonconforming, or non-binary.

Gender is the social and cultural roles assigned to each sex by society rather than a purely genetic assignment as sex distinctions generally are. Gender roles are developed in response to the surroundings, such as social interactions, family, peers, education, and the media. In addition to these influences, the primary construction of gender is a personal sense of either being male or female. Biological features such as hair growth on the face or breasts and hips show sex while gender is expressed through names, clothing, pronouns, and behaviors. Society considers these cues feminine or masculine, although the concept of masculinity and femininity changes gradually and is different in various cultures. In conclusion, sex is in reference to biological features, while gender refers to personal and societal perceptions of sexuality and the flexible ideas of masculinity and femininity.

Social Construction of Gender

According to social constructivists, an inherent truth to gender is nonexistent, it is but a construction of a society based on its expectations and gender performance. Social construction is the idea that people’s knowledge of reality is partly, if not completely, socially situated. Gender is an identity assigned by the society that requires contextualization. Individuals assume the expectations of society for gender norms and behave in accordance. The social construction of gender goes beyond groups and looks at the connections of multiple identities and the blurring of restrictions between essentialists categories. This is particularly applicable to categories of male and female, which are perceived typically as binary and opposite. Social constructionism works to blur the twofold idea and mix-up these two groupings, which are mostly supposed to be essential.

In essence, the idea of social constructivism of gender sees society as the basis of gender and not biological sex differences. Family is the first agent of socialization and learning gender identity. A good example of how family determines the gender of an individual is when the moment a child comes into the world, they are given either a blue or pink face. Attending a baby shower, the most astonishing thing is not the number of items a baby needs but the color choice of each item. For a girl, people wear pink clothing, all gifts wrapped in pink; the entire house is decorated in pink. What furthered this social construction of gender was what the girl child is supposed to play with. Most guests bring dolls because society has decided this is the way a girl should play and mimic the caring side of females by being sweet, considerate, emotional, and spending more time taking care of homes.

An example of social constructivism in society is the way women in business are required to dress in a masculine way to signify that they have succeeded in the field. Women in suits that look similar to those of men are taken more seriously. This is a demonstration of how society influences gender expectations and constructs behaviors and standards regarding gender. This might be an indication that some roles require man like abilities and that women must act like men in order to fit certain roles.

Gender Identity

Gender identity is the individual conception of oneself as their male, female, and in a few cases, both (Jenkins). Gender identity in almost all cases is identified by the individual and is the outcome of a combination of factors. For instance, a person who refers to his personal gender in masculine terminologies and considers himself male, then this is his gender identity. He can, however, only fulfill his gender role as a man by demonstrating characteristics including behavior, dress code, and manners that are typical to males. Gender identity is an inner expression that determines gender roles but not automatically so. In many people, gender identity and gender role agree. I am female and label myself as heterosexual. However, I am not limiting myself because I have the freedom and time to explore who I am. Being a female might just the result of social constructivism. Although I am heterosexual, I still believe that no single label captures my identity holistically. This label is just but a shortcut. I use she/her pronouns, and at the moment it is my right to correct anyone that misgenders me. Another interesting thing is that I am Demisexual and experience sexual attraction when I am deeply connected to a person emotionally. Again, I believe in taking the time to discover myself. I believe that certain things do not change, such as the fact that I am demisexual unless something scathing happens. The liberal age gives us the freedom to celebrate every new discovery without feeling the fear of changing labels when necessary.

Race has had a huge influence on my understanding of gender, particularly as an outcome of social construction, such as stereotyping. In the United States, ethnicity is perceived differently in terms of gender. Asian females are considered more feminine than whites, while blacks are seen as more masculine. Race is evidently gendered, which affects how interracial marriages, the selection of leaders, and athletic participation. The way race influences gender is determining which race has the “ideal woman” or “ideal man.” For instance, black women for years have been forced to act in a manner that almost conforms to the gender roles of men. During slavery, for example, they were sent in the field to works alongside men when only white men supervised the fields while white women sat pretty.

Using the example of women’s gender, particularly roles, is hugely influenced by class. Not to stereotype, but women in high social classes act in more feminine ways and try to showcase the same in public. Their advantage allows them to avoid having to change roles to provide for the family (Aguilar). White women, for example, because of their social class since the 19th Century have the freedom to sit home and concentrate on being a mother. In contrast, women from minorities, especially many black women who are not supported by men, have to take up masculine roles.

A person’s sexual orientation or preference sometimes influences how they act in accordance with gender. Some homosexual females tend to act masculine, while males tend to act feminine in terms of clothing the way they talk and so forth. This might also be another social construct.

Sexism, Gender Inequality, and Feminism

Sexism is prejudice or discrimination on the basis of gender or sex, common against women and girls. The second wave of feminism might be the origin of sexism and was constructed to raise awareness about the oppression of women and girls. By the 21st Century, the term sexism including prejudice against men and women, transgender, and intersexual people. As a woman, the male privilege is almost a daily experience of sexism, my male siblings may have the freedom to do their leisure activities, but a girl cannot until all the chores are done. Men can do chores when they feel like and are then considered heroes, and their act considered sweet. This is also the definition of gender inequality. Gender inequality acknowledges that gender influences how a person’s living experience will be. Women have limited access to resources, education, and power. They are usually at the disadvantageous end of discriminatory social practices.

Feminism is the belief in the equality of all sexes in terms of social, economic, and political opportunities (Aguilar). Feminism today is the advocacy of the rights of women based on the equality of all sexes. It is a theory of the possibility of political, economic, and social equality of every sex. It is the belief that men and women are equal in many aspects. My experience with feminism is with the multiple debates that I have been in advocating for the rights of women, although in a simulation setting and at school-level. Feminism is about equal rights and equal access to opportunities. It is not about being “same” because that is not biologically or physically possible. The argument that because men and women are not the same, they should not be equal is wrong at various levels.

Works Cited

Aguilar, Omar, et al. “The intersection between class and gender and its impact on the quality of employment in Chile.” CEPAL Review (2016).

Jenkins, Katharine. “Amelioration and inclusion: Gender identity and the concept of woman.” Ethics 126.2 (2016): 394-421.

Mitchell, Sally. “Feminism.” The Encyclopedia of Victorian Literature (2015): 1-10.

The United Nation Global Compact’s Ten Principles are derived from a series of other ethical codes and are focused very speci

The United Nation Global Compact’s Ten Principles are derived from a series of other ethical codes and are focused very specifically on the behavior of companies. In your paper respond to the following question:

How would you evaluate the efficacy of the Ten Principles in addressing emerging ethical global challenges?

In synthesizing and evaluating the Ten Principles, pick one specific issue to provide concrete examples. You can consider laws related to child labor, immigration/refugee hiring policies and practices, ethics in the workforce, corporate ethics, corporate social responsibility mandates, or corporate humanitarian activism/service. There are definitely other topics that could fit in this category, so you can certainly explore the possibilities.

You will need to develop a strong thesis to guide your discussion of the Ten Principles. It will be important to support your thesis with examples exploring the specific issue that you focus on. Recognize that there is no easy answer to this specific question.

 

Length: 4-5 pages (excluding title page, abstract, and the References page)

Points: 20

Please follow the APA guidelines for formatting your paper.

You will need to include a title page, a brief abstract with keywords, the text of your paper, and a References Page. You do not need to include an “Author Note” as that is optional for class papers, theses, and dissertation. You can refer to the extended discussion in Chapter 2 with the Publication Manual of the American Psychological Association, 7th edition about the structure of APA papers. In addition, there are sample papers available. Even though this paper is less extended than the sample papers in the Publication Manual, you should include the elements listed above in order to practice the conventions. You can find another good sample of an APA paper at the Purdue Online Writing Lab (OWL).ReaThe United Nations Global Compact (Links to an external site.)UN Global Compact (2010). Annual review. 10 Years 2000-2010 (Links to an external site.) View Videos

Dr. Patricia H. Werhane is the Chair of Wicklander Ethics and Business organization, and the Director of the Institute for Business and Professional Ethics at DePaul University. In the videos, Dr. Werhane shares her insights related to the use of business participation model to further understand ethical practices, sustainability and social responsibility.

The United Nations Global Compact (UNGC) (Links to an external site.)

UN Global Compact: Retrieved from https://www.youtube.com/watch?v=hBRLRehpVY0

UN Global Compact (Links to an external site.)

 Suggested Readings

Danish Institute for Human Rights (2001). Defining the scope of business responsibility for human rights abroad (Links to an external site.).

 

Darley, J. M. (2005). The cognitive and social psychology of contagious organizational corruption.  Download The cognitive and social psychology of contagious organizational corruption.Brooklyn Law Review, 70(4), 1177-1194.

 

OECD (1999). Convention on Combating Bribery of Foreign Public Officials in International Business Transactions (Links to an external site.).

 

OECD (2000). Guidelines for Multinational Enterprises (Links to an external site.).

 

International Business Leaders Forum, Transparency International and the UN Global Compact, Business against Corruption (2005). A framework for action – Implementation of the 10th principle. Download A framework for action – Implementation of the 10th principle. 

International Labour Organization (1998). Declaration on fundamental principles & rights at work (Links to an external site.) 

UN Sub-Commission on the Promotion and Protection of Human Rights, Working Group on the Working Methods and Activities of Transnational Corporations (2003). Norms on the responsibilities of transnational corporations and other business enterprises with regard to human rights  Download Norms on the responsibilities of transnational corporations and other business enterprises with regard to human rights. UN Doc. E/CN.4/Sub.2/2003/12/Rev.2, 2003.

 

United Nations Global Compact, the United Nations Environment Programme (UNEP), Oxfam, and World Resources Institute (WRi) (2011). Adapting for a green economy: Companies, communities and climate change. dings:

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The United Global Compact Principles in Relation To Refugee Hiring Policies and Practices

The United Global Compact Principles in Relation To Refugee Hiring Policies and Practices

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The United Global Compact Principles in Relation To Refugee Hiring Policies and Practices

Abstract

The ten United Nations Compact Principles speak to the conduct and ethical behavior of companies. When dealing with immigrants employers should abide by these ten principles as they serve as guidelines that ought to be observed across the world. The ten principles touch on four key sectors including human rights, labor, the environment, and anti-corruption. The first two principles are not efficient in safeguarding refugee rights in the hiring process. Principle three is achievable but there is no confidence in its implementation. Principles four, five, and six have also not proved effective in protecting refugee rights. As regards the environment, refugees are seen to contribute to problems such as urban sprawl, pollution, and congestion which makes them be viewed negatively in society. Moreover, the final policy that prohibits all forms of corruption is also not effective as refugees continue to part with bribes to make it possible to live a life they have always envisioned.

Introduction

If well cultivated, refugees and immigrants can be capitalized on as a viable talent solution amid ongoing great resignations. Employers need to address the hurdles that exist throughout the job process for refugees from job hunting to interviews. When they arrive, refugees are usually not in a position to navigate the labor market of the United States, and know the roles they qualify for and where their skills fit best. For all companies, corporate sustainability begins with its value system and its principle-based approach to conducting business. This means that companies must operate at a minimum in a manner that fulfills their fundamental responsibilities in the sectors of labor, human rights, environment, and anti-corruption. The ten principles of the United States Global compact are based on these four key areas. Responsible countries enact similar principles and values if they have a presence and are aware that good practices in one sector cannot harm another. Companies should incorporate the principles of the UN Global Compact into policies, procedures, and practices and develop a culture of integrity as it upholds the basic responsibilities of the planet and people and also sets the stage for long-lasting success. This text evaluates the efficacy of the ten principles in addressing refugee and immigration hiring policies and practices in the context of the United States.

The Ten Global Compact Principles

The ten principles of the United Nations Global Compact are supporting and respecting the protection of international human rights and making sure they are not complicit in human rights abuses. These first two principles are under the human rights docket. Principles 3, 4, 5, and 6 pertain to labor. Businesses are expected to respect the freedom of association and effectively recognize the right to collective bargaining. Principle 4 dictates that companies should eliminate all forms of compulsory and forced labor (Kingo, 2017). Principle 5 speaks to the effective elimination of child labor and Principle 6 speaks to discrimination elimination in employment and occupation. The next three principles speak to the environment. Principle 7 requires companies to take action to support the approaches to environmental issues. Principle 8 is about undertaking initiatives that promote more environmental sustainability and Principle 9 encourages companies to develop technologies that are environmentally friendly. Principle 10 is the only one that touches on anti-corruption. It insists that companies should work to eliminate all forms of corruption including money and extortion.

Analysis of Principles in Relation to Refugee Hiring

The first principle has not proved to be effective in protecting the immigrant population and refugees. The first principle calls for employers to recognize internal human rights. However, this is not the case. It is not uncommon to come across employers that discriminate against immigrants. Some international human rights include the right to life and liberty, freedom of expression and opinion, right to work and education, and freedom from torture and slavery. Despite these being international rights that should be observed by all, some employers tend to refuse to hire immigrants based on their citizenship status which is wrong. The Immigration and Nationality Act also prohibits national origin and citizenship status as bases for discrimination with respect to termination and hiring. Additionally, it is difficult to affirm that companies do not actively take part in human rights abuses. This is because employers have undoubtedly found themselves at the center of workplace human rights violations and immigrants and refugee populations tend to be at the center of it. Refugees tend to be on the receiving end as they are not paid bonuses, are not paid bonuses, have employee misclassification, miscalculated overtime, and workplace discrimination.

Moreover, principle three touches on freedom of association and collective bargaining have proved somewhat effective in refugee and immigrant hiring practices. In the United States, even undocumented workers that are not employed by the government are protected by the National Labor Relations Act in their right to organize and elect a union and collectively bargain with other employers. Even immigrants can join unions as visa status and citizenship does not matter. However, there is no guarantee in the implementation of this policy. Immigrants and refugees might still be discriminated against and prevented from joining unions. Regarding eliminating all forms of compulsory labor, immigrants tend to suffer this fate often. Majority of victims of forced labor in the United States tend to be immigrants and refugees from other countries. They fall, victim, as they are vulnerable since some do not speak English which makes it hard to understand their rights. The fifth principle to do with child labor has also not been effective in addressing immigrant issues of employment. The United States as a country has stern policies on child labor but this does not stop child labor from taking place (Podrecca, Sartor, & Nassimbeni, 2021). As a matter of fact, labor trafficking cases are more common than sex trafficking cases in the U.S. Child labor continues to be an issue for immigrants and refugees as perpetrators prey on groups that are vulnerable. The principle of eliminating discrimination is also far from helping solve the discrimination issue for immigrants and refugees. More than any other population, refugees, and immigrants tend to be the subject of discrimination in employment. Employers tend to disqualify immigrants during interviews forgetting that interviews will rarely showcase all the capabilities of immigrants. Immigrants will rarely shine in interviews in ways that recruiters expect them to shine and as a result, they end up in survival jobs or what is known as rapid attachment jobs. Moreover, immigrants tend to be exempted from employment because qualifications tend to get lost in the course of translation. Even immigrants and refugees that have the highest skills go unrecognized in new countries leading to unemployment.

As far as the environment is concerned, the three (7, 8, 9) UN Global Compact Principles are those that speak to this docket and have failed to protect refugees’ interests. Migration, both temporary and permanent has always been an important survival strategy in the face of adversity. Population pressures have been directly linked to pollution. Immigrants are seen as directly contributing to the degradation of the local environment through congestion, urban sprawl, waste generation, pollution, land conversion, and water consumption. This is also part of the reason why opponents are against immigrants being granted residency. The final principle speaks to mater of corruption like bribery and extortion. Corruption in all forms is prohibited in the United States. Without a doubt, immigrants tend to face corruption problems when trying to acquire employment. If paying a bribe makes a difference in getting a new life, then most immigrants have no option but to pay to acquire entry-level jobs in the United States.

Conclusion

In closing, the United Nations Global Compact Principles speak to the ethical codes and behavior of companies. The principles are based on key priority sectors including human rights, labor, environment, and anti-corruption. When it comes to immigration and refugee hiring practices and policies, these ten principles are effective in some areas while they are ineffective in others.

References

Kingo, L. (2017). Private sector’s role in implementing SDGs – Interview: Lise Kingo, Executive Director of the United Nations Global Compact at the UN Global Compact Board Meeting in New York, USA. Africa Renewal, 31(2), 18–19. https://doi.org/10.18356/d75904e1-enPodrecca, M., Sartor, M., & Nassimbeni, G. (2021). United Nations Global Compact: Where are we going? Social Responsibility Journal. https://doi.org/10.1108/srj-06-2020-0261