Equal Pay Act Of 1963 Essay

The Equal Pay Act was mandated on June 10, 1963 by President John F. Kennedy to ensure that men and women were paid equally for doing equal work. President Kennedy wanted to put an end to gender – based disparity. However, equal pay has not been officially accomplished through many companies, which is why many employees and Human Resource managers are fighting still for this equality fifty three years later. Throughout the following paper details about what exactly the Equal Pay Act of 1963 is, what progress has been made, and methods in which Human Resource managers can ensure equal pay for their employees moving forward. As discussed previously the Equal Pay Act was signed by President John F. Kennedy on June 10, 1963 (Fugiero, 2018). The Act was then enacted as an amendment to the Fair Labor Standards Act of 1938 (Fugiero, 2018). It was one of the first acts of its time to try and reduce the discrimination between men and women (Equal Pay Act Charges, 2018). President Kennedy believed that men and women should be paid equally for doing the same job. He wanted Americans to start looking past gender biases and start looking at the individual and their job performance (Fugiero, 2018). However, before the act was instated it was argued in the 1950’s that the reasoning behind unequal pay was because two thirds of

It is taking too long for women and men to be treated and paid equally in the workforce. It is up to human resource managers to make sure that pay, and bonuses are looked over, and monitored to make sure that there is no gender bias, because if there is and that person goes to the EEOC then that company could have major problems. Human resource managers should take the tools mentioned in this paper along with finding their own to make sure that the Equal Pay Act of 1963 is enforced and followed within their own