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This is what stabs us: Discrimination against women also hurts men

A cross-section of the labor market and the situation of women in it reveals that discrimination still exists, but it also hurts men, because "when a family unit deals with discrimination against women, the husband also has to deal with the economic consequences of this discrimination" - Adv. Deganit Katzir recommends changing attitudes

Cereal Bar Harvest

07/03/2022

07/03/2022

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Every year, on International Women's Day, it is possible to attribute the Me Too movement to the right and be proud of the greatness we have traveled in everything related to women's rights, but there is still a long way to go.

As one who represents men and women in the field of labor law, I am certainly aware of the gaps that exist but let us not forget that we are all in the same boat, because when a family unit faces discrimination against the wife, the husband also has to deal with the economic consequences of that discrimination. .

So what is the current situation in the labor market?

Unfortunately the labor market is still plagued by discrimination against women when it comes to preference in job acceptance and layoffs.

The participation rate of women in the labor force increases over the years but does not equal men.

Women's wages are still about a third lower than men's on average.

The gap is mainly expressed in the period of raising the children, ie, in most years the woman's ability to work.

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Discrimination is still here (Photo: ShutterStock)

Women in management positions

Women opt in advance for more “comfortable” jobs, with no overtime, if possible until 1:30 pm to pick up the little ones from the frames.

They are willing to take on less responsibility at work and therefore offer themselves for less financially rewarding positions.

It also explains why so many women choose the teaching profession: this is because of the hours that will allow them to raise children.

It follows that the number of monthly working hours of women will necessarily be less than that of men and therefore it is clear that their wages will be lower on average.

The situation today in the State of Israel is that a woman who is not willing to give up family life and is interested in career development, is forced to choose between the two.

That way we will never achieve equality, so there will be constant pay gaps, so women will offer themselves at the age of fertility less than men for positions that require more work hours and responsibilities, so women will choose in advance not to be at the forefront and the gaps will be left forever.

This works against them because when choosing a family over a career, promotion options for women who work fewer overtime and are less available for positions that require responsibilities, and this results in their average working hours being smaller, and wages higher accordingly.

Family or career?

Choose (Photo: ShutterStock)

Thus,

. Still bringing in the livelihood.

Despite all the legislation to promote the status of women in Israel, even women with higher education, self-belief and high abilities, find themselves constantly choosing to concentrate on raising the family: pregnancy, growth, education and supervision.

As a result: even if it has already been given in affirmative legislation, the possibility for fathers to remain on maternity leave and / or to remain on maternity leave, it is still socially and perceptually common for women to remain at home by default.

As in the case of the egg and the chicken: men earn more than women and therefore in the view of family economic viability - it is desirable 'financially' for the woman to stay at home.

The costs of caring for and caring for children are high, which is a major economic consideration for the woman to stay at home and especially at a young age.

Today, the cost of caring for a child and / or placing him or her in kindergarten and / or daycare is about a third of a mother's salary for children up to the age of 4. Therefore, as stated, the default for a woman is to stay at home at these ages to care for her children.

This is not a single economic year that goes into a freeze for several months after birth.

Because when you decide to have children once every year and a half, the fertility period is in stark contrast to the career development period of at least 10 to 15 years.

Woman working in office (Photo: ShutterStock)

There is something to do

Changing the State Education Law

There is no escape from the conclusion that the way must be found in legislation for the recognition of a free state education system from the age of zero.

When this happens, the economic consideration in raising children will decrease and gender equality will increase significantly.

This is in addition to government supervision in a private place for the care of children at these ages and the removal of the fear of mothers leaving their children with a limited number of caregivers without supervision - physically and financially.

This state of affairs will allow the family unit to more easily consider women entering the labor market more broadly - similar to men, even when the children are small.

In addition, consideration should be given to providing economic incentives for women to go to work when the children are at a young age, mainly against the background of the rising cost of living these days.

When this happens, I believe that all gender gaps, both with regard to gender pay gaps and with regard to the dismissal of pregnant / postpartum women / on the basis of parenthood - will be significantly reduced.

Consult with a labor law attorney to see what your rights are and what you can do: from talking to the boss to show him a view of your rights being violated, to a letter of notice and filing a lawsuit in the labor court, while armoring the workplace from dismissal. Work requires proof - the employer must prove that he did not fire a woman due to pregnancy and / or childbirth and / or parenting. If you were a good worker, there is a chance that the

Labor

Court will get the impression that you have been wronged and compensate you

The dismissals, otherwise the dismissals will be contrary to the Women's Labor Law.

Writer and attorney Deganit Bar-Katzir (Photo: Bnei Lapid)

The mills of justice are grinding slowly

It could be that due to the scale of the phenomenon I would consider setting up another body alongside the labor courts, which would deal with a quicker and simpler route for women complaints at work.

Intended for sexual harassment / discriminated against / discrimination in employment and dismissal.

Gender discrimination on the grounds of pregnancy / childbirth / parenthood.

This is similar to the body currently entrusted with issuing permits for the dismissal of pregnant women under the Ministry of Labor.

An equally important recommendation is to shorten the time and reduce the rate of fees (perhaps even exemption from fees) in the labor courts on issues of the female gender.

In addition, prioritize such hearings also at times and in delivering a speedy judgment and not within 3-4 years today.

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• women

• International Women's Day

• Equality