In response to your peers: How do your experiences in a workplace setting differ from your peers? Share with your peers what policies could help promote gender and social equity in the workforce.  

1.  In my current jobs it is an equal place of gender dynamics for the most part. I currently work for a casino as a cocktail waitress and there are some dynamic changes as the women have different uniforms. Our uniforms are tight thin and revealing however if we have a male cocktail server they have full coverage shirts and thicker pants. Also the women are required to wear certain shoes while males are allowed to wear tennis shoes and women must have a full face of makeup and also hair must be styled. But there are all kinds of genders equality when it comes to higher up positions. Our ceo is actually a women and there are many different types of people in higher positions. They just expect a higher standard as our positions in the company go. But when speaking of my current position it does show discrimination against women. Our uniform and hair and makeup are evaluated every day before we even go to work in the floor. If it is not up to the standards met in the handbook they will send us home for the day. And then pointed if we leave which we are only allowed a certain amount of points before being fired. As a female cocktail waitress we are held to a higher standard. Because If not we are affected when it comes to our money that we are able to bring home. 

2.  In terms of representation, the gender dynamics at my former job were well balanced. Nonetheless, I will talk about a few cases of prejudice and unfair treatment without naming any particular people.There were almost equal numbers of men and women working for the company. However, there was a noticeable gender gap in leadership positions. As is typical in many firms, men held the majority of the senior roles (Eagly & Carli, 2007). 

Discrimination and Inequitable Treatment – Female employees were not always afforded the same opportunities as their male counterparts. For example, female employees' opinions were frequently ignored or not given the same weight as those of male colleagues during team meetings. This type of gender bias is called "masculinity," in which men minimize or disregard the contributions made by women (Tannen, 1994). 

Policies of the Company – Policies like equal pay for equal labor and zero tolerance for sexual harassment were in place at the corporation to support gender equity. But these rules weren't always successful when they were put into practice. For example, there have been instances where female employees have received lower compensation than their male counterparts for performing the same job, even in the face of the equal pay policy (Blau & Kahn, 2000). Despite the company's attempts to advance gender parity, discrimination and gender bias persisted. This emphasizes how crucial it is to have policies in place and make sure they are carried out successfully. 

Question for Class: Which tactics may businesses implement to encourage equal representation of women and men in the workplace?