The million-dollar question: are males and females equal or different?
The male genome differs from the female genome in the number of X chromosomes that it contains, as well as by the presence of a Y chromosome. The overriding presence of a gene on the Y chromosome (SRY) results in the development of the male gonadal phenotype.
Men and women are also different epigenetically. Epigenetics is the study of how environmental factors can alter the way our genes work. While epigenetic alterations can alter how your body interprets a DNA sequence, they are reversible and do not alter our DNA sequence as genetic changes do.
And whose genetics is stronger, male or female?
While it’s true that we get half of our genes from each parent, the father’s genes are more dominant, especially when it comes to health.
But don’t crow over it just yet, gentlemen!
When it comes to survival, two X chromosomes beat an X+Y. Women do have a survival advantage that allows them to better overcome biological challenges throughout their lives than men.
According to scientists, a man’s brain and a woman’s brain are wired differently. The area of the brain involved in processing emotions has more blood flow in the female brain than in the male brain, leading to more powerful emotional reactions and more vivid emotional memories. Additionally, some sex-specific behaviors appear to be intrinsic rather than learned!
Having said that, the differences between men and women are a lot more than just the sum of their genes and a few biological features.
Beyond the obvious reproductive differences, it’s important to note gender differences, not forgetting that gender is a social construct that is distinct from biological sexes. Gender refers to the characteristics and roles of women and men according to social norms.
If men and women are different, why the fight for equality?
Women have been fighting for equality for a long time, but not to become biologically or psychologically equal to men. Equality isn’t about beards and testosterone.
The fight for equality is about equal
- rights,
- opportunities,
- protection,
- respect,
- and acknowledgement.
And, of course, equal pay!
In general, women fight for equality because they want to be treated fairly and have the same opportunities as men. They have been fighting for equal rights in areas such as education, healthcare, employment, and politics.
Despite the progress made throughout the years, women still face many challenges in achieving gender equality. While we are discussing the tremendous technological progress of our time, such as AI, women are still fighting for equal pay to compensate for equal work!
It’s important to note that gender equality is not just a women’s issue but a human rights issue that affects everyone. Achieving gender equality requires the participation of both men and women in creating a more just and equitable society.
Diversity in the workplace
Diversity and equality in the workplace aren’t only a matter of social justice but also a business necessity.
Diversity brings a wider variety of perspectives, experiences, and ideas that will help businesses thrive.
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Companies that embrace diversity can benefit from increased innovation, creativity, and problem-solving skills. They can also attract and retain top talent from diverse backgrounds. This alone shows that the diversity that women and minorities bring to businesses is essential.
Businesses that communicate the importance of diversity and their commitment to creating an inclusive environment that values all employees on their website, social media, or other channels have a better image and public acceptance.
Is there still a gender pay gap?
Women have made some hard-fought progress in the workplace in recent years. The number of women in senior leadership positions has increased, and companies with more women on their executive committees have seen higher rates of return on equity.
Still, the gender pay gap is a persistent issue with multiple causes.
Some of the possible reasons why there is a gender pay gap even today are:
- Gender-based employment segregation: the concentration of women and men in different occupations, sectors, or positions that have different levels of pay, status, and authority. For example, women are more likely to work in low-paid sectors such as health, education, and social work, while men are more likely to work in high-paid sectors such as engineering, finance, and technology. This also means that women have fewer opportunities to advance to senior or managerial roles that have higher salaries and more decision-making power.
- Gender discrimination and bias: the unequal treatment of women and men in the workplace based on gender, rather than their skills, qualifications, or performance. For example, women may face direct discrimination when they are paid less than men for doing the same or equivalent work, or when they are denied promotions or training opportunities. Women may also face indirect discrimination when they are affected by policies or practices that appear neutral but have a disproportionate impact on them, such as requiring long working hours or frequent travel which would be incompatible with motherhood.
- Gender norms and stereotypes: the social and cultural expectations and assumptions about the roles and behaviors of women and men in society. Women are often expected to take on more unpaid work in the home, such as cooking, cleaning, and looking after children, which limits time and availability for paid work and may also affect career choices. On the other hand, men are often expected to be the primary breadwinners and providers, which may pressure them to work longer hours or seek higher-paying jobs.
- Lack of transparency and accountability: the insufficient information and enforcement mechanisms to ensure that women and men are paid fairly and equally. Many employers do not disclose their pay policies or practices to their employees or the public. This makes it difficult for workers to know if they are paid fairly or to challenge any salary disparities. Moreover, many countries don’t have (or don’t enforce) adequate laws or regulations to prevent or address gender pay gaps.
Closing the gender pay gap is not only a matter of justice and fairness but also a matter of economic growth and social development. There are many potential solutions that can help close the gap, such as:
- increasing women’s access to education and training
- challenging gender norms and stereotypes
- strengthening legal frameworks and policies
- promoting more flexible work arrangements.
The diversity that women and minorities bring to businesses is essential. While there is still work to be done to achieve true parity, it’s encouraging to see that progress has been made.
It’s important to continue working towards gender equity in the workplace and business, as in all aspects of life, to ensure that everyone has an equal opportunity to succeed.
Promoting equal pay for men and women, including equal pay for the same work and salary reviews with common criteria for both genders, is part of one of the United Nations Sustainable Development Goals, specifically SDG 5: Gender equality.
At Verbarium, even though our team of professional translators is all-female, we do not discriminate and also count on the male insights of our talented web designer Marcelo and the company associate Ricardo.
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Reading suggestion:
Differences between men and women are more than the sum of their genes (theconversation.com)
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