With each alternative comes a different
outcome and effects to the stakeholders involved.  Showing more women in powerful roles will not
only show that women are capable and qualified to hold such a position, but
more so that more woman than man are capable to hold a highly qualified and
commonly male dominated position. Often times women are pushed aside rather
than given the advancements they deserve and statistics demonstrate that there
are persistent gender holes in pay, hiring and advancements crosswise over
occupation and skill levels. Women are looked at to be less likely to handle
stressful situations, and are deemed too emotional. Equal pay will affect each
stakeholder in a positive and more efficient manner that will allow for more
women to gain more from the workplace environment. Allowing for efficient work
opportunities for female gig workers may allow for the rise of alternative work
engagements and close the remaining labor market gaps. These three alternatives
will have outcomes that will have positive and negative effects. Each
alternative can change the nature of the work environment and the efficiency of
the work being done. They will also help women in the work environment for the
better but it may also show that the men in higher positions aren’t so
qualified or don’t deserve the positions they are in. For example, the effects
of Martin Schneider in this case would be minimal if this course of action is
followed. Schneider is currently being treated better and given more respect
not because he is a better employee but solely off of his sex. The effects of
Nicole Hallberg for alternative one is that if she was demonstrated in a more
powerful and respected role than clients would respect her opinion more. I
believe these alternatives satisfy both the utilitarian and deontology ethical
models. These alternatives satisfy the utilitarianism ethical model because it
states what’s right and wrong. In this case it is extremely wrong that Nicole
is treated in a rude matter than martin is. It is also wrong that the
burgeoning gig economy influences gender and other forms of labor discrimination.

The good qualities in this case is that the rise of elective work arrangements
may offer the opportunities for women to close the remaining labor market gaps.

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By closing these labor market gaps, it will allow for women to get the equal
opportunities. I believe this case supports deontology in light of the fact
that it is there duty to ensure that women have a place in workplace
environments and give women the upper hand sometimes rather than always men. I
consider the stakeholders whom are not important in this case to be the
customers. I consider the customers to not be as important because they are not
being affected in the gig economy. The employees are the people that are being
affected and more so the woman than anyone. The men have a positive outcome
from the gig economy and earn greater platforms than deserved at times. The
truth is that whether the workplace is created more equally for all employees
that does not change the prejudices and biases of the customers to employees.

Although woman may start to get the upper hand in more situations that will not
change customers opinions of if women are qualified and trustworthy to give
them feedback. Thought that is morally wrong that is the way the workplace is
and is something that should be drastically changed. The business industry has
adopted this stereotype that women don’t bargain and they aren’t willing to
bargain. There is a misconception that women employees will be take advantage
of more than male employees when individuals are barraging their salary. I
don’t believe that at all times they are taken advantage, I just think that
individuals have more confidence to ask when there is a female interviewer.

Most times people don’t think that the female interviewer necessarily knows
what they are talking about but that is not always true. People should give
women more respect and not just give men more respect and trust their word just
because they are a man.