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3b. Moving towards equality in media:
Parents and teachers can have a much greater impact on a child's
development than the media to which the child is exposed. Real life
modelling of alternative ways of being male or female, or of resolving
conflict; time spent engaging children in imaginative play, and in activities
which teach pro (as opposed to anti) social values, ultimately have the most
lasting influence.
Media and communication are invaluable tools in raising awareness of and
challenging gendered power structures. Participatory media allows for
diverse voices, including those of women, to engage with channels of media
communication to make their priorities and issues heard. Participatory media
includes community media, blogs, wikis, tagging, music photos videos
sharing, podcasts, participatory video projects, etc.
4a. Inequality at work:
Women are considered mostly in low-paid industries and in insecure work
and continue to be underrepresented in leadership roles in the private and
public sectors.
Many women are sexually harassed in the workplace. The harasser is most
likely to be a co-worker and the most common forms of sexual harassment
include sexually suggestive comments/jokes, intrusive questions about
private life or appearance and inappropriate staring or leering.
Many women experience discrimination in the workplace at some point
during pregnancy, parental leave or on return to work. Some women indicate
that they were made redundant, restructured, dismissed, or that their
contract was not renewed because of their pregnancy, when they requested
or took parental leave, or when they returned to work.
Photo: Same work More pay for men and less pay for women.
4b. Moving towards equality at work:
Managers/Bosses should be educated in both the obvious and the subtle
discrimination that takes place in business. They should learn how to identify
discrimination when it takes place among their staff, how to deal with the
situation and how to prevent it from happening in the future.
Proper policy should be established to ensure that men and women are
compensated equally for performing the same work. Beyond equal pay for
equal work, the policy should also ensure that both genders are treated
equally in recruitment, training, hiring and promotion.