This essay discusses the issue of gender discrimination and glass ceiling practices in Facebook, highlighting the impact on diversity and offering recommendations for improvement.
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Running head: DIVERSITY ISSUE IN FACE BOOK Diversity Issue in Face Book Name of the student Name of the University Author note
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1DIVERSITY ISSUE IN FACE BOOK Introduction Organizational diversity refers to total makeup in relation to employee workforce in an organization.Diversity is indicative of the differences pertaining to the different kinds of personal traits like gender, age, race and ethnic origin.Facebook Inc is the name of a social media company that is based within California. There are various kinds of devices like the tablets along with the smartphones that can be used for getting access to the service.Gender discrimination refers to kind of the discrimination that is on the basis of gender of a person. Glass ceiling refers to metaphor thathelps in representing invisible barrier which prevents the demographic from rising beyond a particular level.The issues that have been addressed in the essay are the gender discrimination and the glass ceiling practices in Face Book.This essay throws light on the issue of gender discrimination taking place in Facebook. The essay also talks about the glass ceiling issue taking place in the company. The essay talks at the outset about the issue of gender discrimination taking place in Face Book. It relates to the theories that makes the women inferior to the men in the arena of work. The essay then talks about the issue of glass ceiling taking place in the Company. It points out the theories related to the concept of glass ceiling. The essay concludes by talking about the recommendations that can help the company in overcoming the problems related to diversity. Issues in Facebook Issue 1:Gender Discrimination in Facebook American Civil Liberties Union (ACLU) has filed complaint against Facebook as the company involves itself in carrying out discrimination against the women along with the non- binary people (Psmag.com 2019).The company has allowed the employers to target the men in the advertisements that amounts to gender discrimination on the part of the company. Communication Workers of America Labour Union has also filed charges against the
2DIVERSITY ISSUE IN FACE BOOK company as the advertisements of the company lay emphasis on jobs in relation to the male dominated fields. The job openings that are posted in Washington Post highlights openings in relation to craftsmen along with the police officers that are primarily targeted towards the male gender.This helps in bringing out the bias that exists towardsthe male gender and the implicit contempt that the company has for the female gender. The social networking company was making use of the targeted system that was controlling the people who were seeing the advertisement.According toBbc.com (2019), there was one advertisement that has targeted specifically the men whereas there should be another equivalent advertisement that has targeted the women.This can help in offering equal opportunities to both the men along with the women. The targeting of users on the basis of gender is harmless pertaining to the clothing brands however it can be said that it is unethical in the case of the job advertisement. Civil Rights Act brought out in the year 1964 prohibits the discrimination against any person on the basis of race, colour, religion along with the gender. This law can be said to be applicable in every stage of the employment that includes the recruitment. The employers of the male-dominated fields advertising the job to only the men prevents the women from working in those areas. ACLU Women’s Right Project has also talked about the fact that the “non-binary” people who do not identify themselves with any kind of specific gender are also meted out differential treatment by the company (Cnbc.com 2019).The advertisement campaigns launched by Facebook violates the federal law that forbids the employers like the recruiting firms to carry out discrimination based on gender. ThetechnologyofFacebookmakesuseofthetoolforfacilitatingthepracticeof discrimination.(Bbc.com 2019).According toThesun.co.uk (2019),the job searches when carried out were shown primarily to the men of a certain age that resulted into gender discrimination for the company.The company can aim similar kind of advertisements to the
3DIVERSITY ISSUE IN FACE BOOK women but the company has not taken any kind of necessary steps that can help them in reaching out to the women audience. The advertisements given on Face Book are not inclusive and this has drawn criticism from people living across the world. The company Facebookhave more than two billion active usersin the monthly basis and hence it can act as a important tool that can help them in reaching out to various kinds of workers.FaceBookactsasanemploymentagencythatisliableforcarryingout discriminatory targeting.It has been argued by Nicolson (2015), that it acts as an active participant in relation to the recruiting campaigns instead of passive publisher of the contents like that of the traditional newspaper. Face Book has argued the fact that it is not an employment agency however the state laws prohibit any kind of discrimination in any form. The attribution theory talks about the fact that the success or the failure in the workplace is on account of objective factors like the intelligence and the professionalism (Scherer 2018). It can also be based on the subjective factors like the change or the luck. According to Ljungholm (2016), the individual performance of the employees being able to meet the expectations of the employers can be attributed to various stable factors.This theory points forward to the fact that there are certain implicit ideas in the organization that assumes the fact that the men in the society are superior as they have certain qualities that makes them perform better as compared to the female counterparts (Palmore 2016). The qualities along with the traits can help the men in delivering superior performance as compared to the women.It is assumed in the organisation that the women would not be able to deliver effective performance that causes the companies to recruit the male employees. It can be said that the advertisements posted by Face Book favours the malegender becausethere exists the assumption that the men can perform better as compared to the women and hence the recruitment of the company should be on that basis (Hsiao, Auld and Ma 2015).The company favours employing the menas it feels that they would be able to help in the growth
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4DIVERSITY ISSUE IN FACE BOOK and the development of the organization. The recruitment advertisements of Face book are on the basis of the prevailing biased assumption prevalent in the society that the men have the qualities along with the skills that can help them in excelling in the organization. Issue 2:Glass Ceiling in Face Book Glass ceiling describes the transparent barrier within the organization which prevents the women in climbing up organizational ladder.It refers to underrepresentation of the women within higher echelons of the organizational hierarchy.It is indicative of situation in which vertical mobility of the men within the male dominated positions is found to be higher as compared to the vertical mobility of thewomen (Peretz, Levi and Fried 2015). The women aspiring to move up in the senior management positions cannot do so as glass ceiling acts as a hindrance that prevents their career progression.Face Book does not think about how they can nurture the ambition of the women. The dearth of that of high profile role model makes it hard for the women in going up the professional hierarchy. According to Heilman and Caleo(2018), the senior positions in Face Book does not offer the flexibility that can help the women in being recruited to these professional positions.The women need flexibility so that they can manage the childcare commitments.The women go out to take care of the child that hampers the professional growth of the women.It has been foundthatthefemalemembersinFaceBookarevictimsofsexismthatlimitsthe expectations of the women. There are very few women in the top management positions of Face book that discourages the women from taking up the leadership roles. There is pay equity gap in Face Book and the women in similar position to the women arepaidlessascomparedtothemen.IthasbeenstatedbyTiwari,Mathurand Awasthi(2018), that median gender pay gap has been found to exist in the company that hinders the progression of women in the company.It has been found that the women are not
5DIVERSITY ISSUE IN FACE BOOK highly valued in the company that impedes the progression of the women in the company. The value can be understood in terms of money and it has been found that lesser value is attributed to the women on account of the fact that they are paid a lot less when compared to the men within the company. Average bonus pertaining to the female Facebook employees was found to be 39.8 percent lower as compared to the male counterpart in the year 2017 as had been submitted to UK government. In the year 2017, women comprised of 35 percent of the global workforce of the company (Sahoo and Lenka 2016). It has been brought out by the company that the pay disparities exist on account of the unequal representation in the company. There were 28 percent positions related to leadership and there were 19 percent positions that were technical in nature in the company (Rathi 2018).This exhibits the fact that there were less number of positions in the management of the company for the women that highlights the prevalence of glass ceiling in the company.Google UK released the figures in relation to the gender pay gap that highlights the fact that the mean hourly rate of the female employees was 17 percent lower as compared to the male employees. Face Book has been instrumental in submitting the pay gap number to that of the government which shows that the company is lagging behind in relation to the workforce diversity. Face Book has found to pay 60 % less pertaining to the bonuses as compared to the male colleagues (Bbc.com 2019).The women rights organisations of UK have stated the fact that it is shocking and it is detrimental for the career progression of the women. Men has been found to take up 70.5 percent of that of the high-paying roles in the UK division and Face Book has admitted to the fact that a largenumber of the engineering staff are belonging to the male gender. The diversity data of Face Book reveal the fact that women comprise of 35 % of overall staffthat shows the glaring difference in between the male and the female population of the employees within the company (Cnbc.com 2019).
6DIVERSITY ISSUE IN FACE BOOK Agency theory refers to a principle that helps in resolving the issues pertaining to relationship in between the business principles and the agents (Pepper and Gore 2015). It helps in explaining the relationship that exists in between shareholders and that of company executives. It states that the decisions are taken in an organization primarily in the interest of that of owners of a company (Glass and Cook 2016). On the basis of the agency theory, it can be said that the employers recruit the men as they feel that it would help the company in achieving their targets and making profits. Conclusion Organizational Diversity is indicative of the differences that exist pertaining to differences in the age, race and colour of the employees of an organization. Face Book has targeted men in advertisements that gives rise to discrimination on the part of the company. Communication Workers of America Labour Union has pointed out to the fact that charges have been placed against the company as it has laid focus on male dominated roles in the organization. Pay equity gap exists in the Face Book because it has been found that women who are working in the company are paid less when compared to that of men. It hampers the career progression of women and deters them from moving up the organizational hierarchy. Women of Face Book are not held in high esteem by the company that impedes their growth within the company. Recommendations Face Book in the event of hiring shouldestablish clear criteriathat can help them in making the recruitments in a justified manner in the organization. There should be clear criteria for the evaluation that can help in recruiting potential women in the workforce of the company. The criteria should be scrutinized very carefully in the event of making the
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7DIVERSITY ISSUE IN FACE BOOK recruitment decisions in the company. The process of decision-making should be re-evaluated by the company that can help in breaking the tendency of the company of using the stereotypes. The human resource policies of Face Book should be transparent that can encouragetheemploymentofboththemenalongwiththefemalecandidates.The organization should be proactive in breaking down the stereotypes that can help in increasing the competence of the women leaders. It can make the women come in the forefront in the organization that can help in reduction of the pay gap existing in the organization.
8DIVERSITY ISSUE IN FACE BOOK References Bbc.com (2019).Facebook accused of job ad discrimination. [online] BBC News. Available at: https://www.bbc.com/news/technology-45569227 [Accessed 1 Apr. 2019]. Cnbc.com (2019).Facebook reveals its gender pay gap for UK staff. [online] CNBC. Available at: https://www.cnbc.com/2018/03/29/gender-pay-and-bonus-pay-gap-revealed-by- facebook-uk.html [Accessed 1 Apr. 2019]. Glass, C. and Cook, A., 2016. Leading at the top: Understanding women's challenges above the glass ceiling.The Leadership Quarterly,27(1), pp.51-63. Heilman, M.E. and Caleo, S., 2018. Combatting gender discrimination: A lack of fit framework.Group Processes & Intergroup Relations,21(5), pp.725-744. Hsiao, A., Auld, C. and Ma, E., 2015. Perceived organizational diversity and employee behavior.International Journal of Hospitality Management,48, pp.102-112. Ljungholm, D.P., 2016. The role of work organizationsin the socialconstructionof gender.Journal of Research in Gender Studies,6(1), p.269. Nicolson, P., 2015.Gender, Power and Organization: A psychological perspective on life at work. Routledge. Palmore, E.B., 2016. Attribution Theory.Encyclopedia of Ageism, p.45. Pepper, A. and Gore, J., 2015. Behavioral agency theory: New foundations for theorizing about executive compensation.Journal of management,41(4), pp.1045-1068. Peretz, H., Levi, A. and Fried, Y., 2015. Organizational diversity programs across cultures: effects on absenteeism, turnover, performance and innovation.The International Journal of Human Resource Management,26(6), pp.875-903.
9DIVERSITY ISSUE IN FACE BOOK Psmag.com (2019).The ACLU Accuses Facebook of Gender Discrimination in Job Ads. [online] Pacific Standard. Available at: https://psmag.com/news/the-aclu-accuses-facebook- of-gender-discrimination-in-job-ads [Accessed 1 Apr. 2019]. Rathi,S.,2018.GlassCeiling:BreaktheInvisibleBarrier.AsianJournalof Management,9(1), pp.8-11. Sahoo,D.K.andLenka,U.,2016.Breakingtheglassceiling:opportunityforthe organization.Industrial and Commercial Training,48(6), pp.311-319. Scherer, K.R., 2018. Attribution theory: A lively legacy. Thesun.co.uk (2019).Facebook bonus pay gap revealed as women get 60% LESS than men. [online] The Sun. Available at: https://www.thesun.co.uk/tech/5929169/facebook-gender- pay-gap-women-bonuses/ [Accessed 1 Apr. 2019]. Tiwari, M., Mathur, G. and Awasthi, S., 2018. Gender-Based Discrimination Faced by FemalesatWorkplace:APerceptualStudyofWorkingFemales.Journalof Entrepreneurship Education,21(3), pp.1-7.