Gender discrimination has always been one of the biggest issues in society. Women get discriminated almost everywhere in daily life. They get bullied, assaulted, or even murdered for what they wear, what time they go out, what they study or do for a living. One of the places women face gender discrimination the most is where they work. They get told everyday that they are women and can’t do things that require physical strength, control over emotions, etc. This is wrong in many different ways.
Occupational gender discrimination is wrong because of so many things. First of all, the main reason high school graduates go to college to get a job is because they need to learn more things and to mentally and physically prepare themselves for their future jobs. This clearly shows that you need to be trained and prepared for a certain job, which has nothing to do with your gender. There are a lot of people considered “weak” or “strong” in the world. Everyone’s weight, strength, height, talents, and interests may be different and gender identity is the last thing that affects a person’s features and traits. It is all about the person’s lifestyle, habits, and interests. Secondly, when you have to work with other people, you should respect their interests and what they’re the best at. Instead of saying “Let the men handle this,” people should help each other in order to get strength from each other.
However, women aren’t the only ones getting discriminated at work. Just like some women are judged for wanting to work as a mechanic or being interested in sports, in a lot of places men are bullied for wearing makeup or showing interest in fashion. Gender should never be the reason people choose or not choose a job. Masculinity and femininity does not define one’s gender identity.
Even though we have made so much progress on changing what we think of genders and their roles, we still have a long way to go because of how people keep thinking low on women and saying men can do anything they want when all genders are actually equal.
