If women were just fundamentally smarter and harder working than men, would you support putting rules in place to ensure that men would share equally in the best jobs and fill half the slots at the best schools? If so, how would you explain the fairness of this to a smart, dedicated woman displaced by a less-qualified man?
I’m not sure I fully understand what this question is going for. Honestly, what it comes down to, for me, is that in any given situation, whether that be school or career, men and women should be considered on equal ground and the best qualified person should get whatever the position they’re both going for.
Thing is… I’ve really never understood why men statistically are given positions over more qualified women. Nor, for that matter, why men tend to get paid more for doing the exact same job. I mean… I understand in the sense that in thousands of years of human history, the vast majority of nations, governments, businesses, etc. have been run by men. Doesn’t make it right.
If the question is asking if I think there should be policies in place making sure there is a 50/50 ratio of men to women in the workplace, even if it means a less qualified man would get a job over a more qualified woman, just for the sake of the numbers, then no. I stand by my previous statement. The most qualified person for a job should be the one who gets the job, whether that means the ratio hits 50/50 or tips to 60/40 in favor of either gender.
I get why policies like this are in place, though. Because if they weren’t, history has shown us that old white men are more likely to hire young white men over women… or men of any other ethnicity. And, maybe in a perfect world, those policies would not be necessary and employers would look beyond a name on a resume or the color of someone’s skin and see only what that person is capable of in the position they’re seeking.
But what do you think? Let me know how you would answer the question in the comments below!
*The Question of the Week can be found in The Book of Questions by Gregory Stock, Ph.D.