Robin's Lifestyle

DESCRIPTION:

Robin was offered a position at a Fortune 500 Company that supposedly had great opportunities for recent college graduates. She was also told that company was diverse and that women held top positions within the company. The company granted her and a few others the opportunity to further their education, and after completing their MBA, they were given mid-level management positions. After a few years Robin decided to start a family and moved up the corporate chains. She discovered some hurdles while trying to advance to a senior management position. Her performance level was outstanding and equivalent to every mid-level manager's performance even though she worked fewer hours than other mid-level managers. She was never considered for any of the promotions even though three men whom she enrolled in the "fast track" program had already advanced in the company.

DIAGNOSIS:

It was clear that Robin's lifestyle was detrimental to her career since her male counterparts who enrolled in the fast track program were advancing through the ranks of the company. Robin's contribution and productivity were equivalent to other mid-level managers even with her family obligations. According to the U.S. Bureau of Labor Statistics, women's median weekly earnings were about 80 percent compared to men in 2004. (Compton, 2007) Women, especially with families, have a difficult time with job flexibility in the corporate world. Robin could not persuade the hiring managers that her role as a mother does not disqualify her for the position or will negatively impacts her performance with the new responsibilities. Robin's employer had this stigma that she was more dedicated to the home than the workplace and therefore, her level of allegiance at the workplace is less. Robin did not present her long term personal goals to the recruiter or asked the recruiter whether the company will support her goals. She was automatically drawn to what the company would provide professionally.

THEORY:

Discrimination against women in the workplace is demonstrated in a multiplicity of ways, ranging from appearances to top-level leadership. This sociological demographic variable has improved to a certain degree, but the mass majority of top-level decision makers are men. In spite of the massive inflow of women in the workforce and expanding number of mid-level managers that are women, it stays remain true that men seems to spread-head the top-levels and leadership positions for most firms. One of the barriers that are impeding the surge of women to assume top-level management positions is the concept of women role in society. (Hoober, Wayne and Lemmon, 2009)

The qualities and characteristics of femininity in the workplace imply a contrast to masculinity. Employers view men as accountable and reliable as compare to young women. For that reason they looked at women in terms of their life cycles, like young mother, aged, married, and social position. Women are sometimes given responsibilities or roles in the workplace based on their position in the 'life cycle." In Robin's case, she was view as a young mother and unfairly judged that her responsibility was primarily at home with her child.

Robin was infatuated about this Fortune 500 Company and neglected to ask important issues that affect young women in the workplace, like gender pay gap, advancement opportunities for women and Family and Medical Leave Act of