W13.2 May 31(Fri) 허종열 heo jong yeol

1. Summary

 The readings on women's participation in the labor force highlight significant historical shifts and persistent inequalities. Initially crucial in agricultural and household roles, women's engagement in paid labor fluctuated with industrialization and capitalism. Today, despite increased workforce entry and educational attainment, gender disparities persist, with women often relegated to lower-paying, less prestigious "pink collar" jobs. The wage gap remains substantial, with women earning less than men across all education levels and job categories (Materials, 2024).

2. New Insights

 One compelling revelation is the nuanced role of customer bias influencing wage differentials. Research suggests customers favor interactions with white males, impacting performance evaluations and pay scales (Hekman et al., 2009). This underscores deeper systemic biases influencing economic outcomes beyond employer practices alone.

3. Discussion Angle

 A critical question arises regarding the long-term implications of entrenched gender biases in employment. While strides have been made in educational parity, persistent wage disparities suggest deeper societal biases influencing career trajectories and earnings. How can structural changes in corporate policies and societal attitudes effectively mitigate these disparities? Further exploration into the intersectionality of race and gender in employment outcomes could enrich our understanding of these complex issues.

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