Part A
2. A The research article that I have chosen is “The narrowing, but persistent, gender gap in pay”. The research had key findings. The research found out that there is persisting of gender pay gap up to now. This was for the fact that women are most likely to take care of their families therefore from their careers they take breaks. As a result of matters earnings men would, therefore, more earnings than women .This is through deduction of their earnings since they have not been working. In relating this to men there were fewer cases. Another finding is that women are mostly employed in occupations that are low paying as compared to men. As a result, this will lead to differences in payment since men are employed in occupations considered
…show more content…
In the finding that women are the most likely to take breaks, conflict theory suggests that society is made up of people with who compete for material, social and political resources such as employment in this case. Due to the women lack persistence they end giving up and they are overtaken by men who end up getting the loyal positions which are high paying. Due to men being able to maintain more resources than women. The resources are limited and therefore if women are not able to compete they end up not getting them.
B
Conflict theory demonstrates limitations in addressing the gender gap in pay. While the theory suggests that competition and class struggles are natural and necessary for survival, certain limitations in the workplace. The theory views the place of work negatively when there are discriminations. The theory sees those loyal in the workplace and occupies high positions are the one responsible for enforcing duties and this sees the ones lower in the place of work as inferior. The irony is also a limitation that is demonstrated by the theory because even in the gender pay gap, those with higher income which in this case are men struggle too although the one supposed to struggle are the ones with low incomes (Ballantine, Spade,
This social justice issue is important in the community because it impacts women by disrespecting them, it makes women feel like they are not valued. Our central question is does pay equal respect? If pay equals respect then women are definitely not being respected. Society believes that men have that higher power so they should get paid more, this is a . It impairs the ability of women and families to buy homes and pay for college education, it limits their total lifetime earnings, savings, and benefits, which makes women much more vulnerable to poverty in retirement.This issue expands even into nonprofits as of nonprofits with budgets
Satya Nadella once said, “We must ensure not only that everyone receives equal pay for equal work, but that they have the opportunity to do equal work.” It was found that women only earn seventy-nine percent of what men make in similar jobs. The gender pay gap has been in account for over fifty years, and yet it is still an issue today. Although businesses are required to practice fairness in compensation amongst all employees regardless of gender, age, or race this is not always the case. Businesses need to instill stricter policies against unequal pay to eliminate racial discrimination, reward and recognize performance and experience, and do away with the gender gap.
30). The wage gap is relevant to this theory seeing as it is the competition between men and women over limited resources, in this case, money and holds the social order maintained by male domination, rather than a consensual agreement between the two parties involved. Conflict theory sees the gender pay gap in a negative light. They perceive this as a financial benefit that men have due to living in a male-dominated society. Through time, men have always been in power. Men of higher-power (e.g. CEOs, bosses) were the ones to establish annual income of their employees. Obviously, men would not give themselves a lesser salary than women, as that would be undermining themselves and women have always been subordinate to men in different parts of society (e.g. the household and the workplace). This is due to the belief that women are to be dependent on men for wages. This belief comes from the fact that women, a few centuries ago, used to be housewives and did not earn a salary and were financially dependent on men to survive.
Throughout the history of the world, discrimination in all forms has been a constant struggle, whether it is race, gender, religion, appearance or anything else that makes one person different from another, it is happening every day. One significant discrimination problem that is affecting many women takes place in the work place. As of recently the gender wage gap has become a major topic for discussion. The gender wage gap is the average difference between men and women aggregated hourly earnings. Women who are equally trained and educated, and with the same experience are getting paid way less than men. In 2015, female full time workers earned eighty cents for every dollar earned by men.
This report explores the gender pay gap in Australia, looking at why there is a gender pay gap and how that gender pay gap might be redressed. The gender pay gap is a complex issue with multiple causes. Therefore, its complexity defies a simple policy response. What is needed to rectify the gender pay gap is a bi-partisan approach across multiple sectors and throughout the wider community. This report identifies three key policy options supported Women’s Electoral Lobby. Those are: implementing educational systems to change the culture in the community, encouraging businesses to work with the Workplace Gender Equality Agency to develop direct action plans for equal pay and the government changing internal mechanisms to support pay equity. This report concludes with the policy recommendation that the government implement educational systems to change the culture in the community as this would have the most pervasive impact to redress the gender pay gap.
Gender discrimination is not a new topic, but it is oftentimes a controversial one. The differing political groups in the United States is a good example of how certain groups of people do not think the issue of a gender pay gap needs to be addressed. People on both sides of the political divide have dodged questions on whether or not the gender pay gap is a real issue and if it should be addressed. While some politicians may be divided, most scholars believe that having a gender gap does hamper the countries economy. For example, closing the gender pay gap in the United States should boost the economy by three to four percentage points (Bassett 2014), as this would introduce a group of people who will have more earning and spending potential
When President John F. Kennedy signed the Equal Pay Act of 1963 into law, he hoped that it would allow working women to finally earn the same amount of money as men; however, more than half a century later, men continue to out earn women in almost every field of work (Lipman para. 4). Male dominated fields tend to pay more than female dominated fields at similar skill levels. In 2012, women earned an average of $691 per week while men earned an average of $854 per week. Furthermore, the majority of women remain unaware that they are earning less than their male colleagues (Hegewisch para. 1). The gender wage gap not only harms a woman’s ability to provide for herself, it also harms many children and families. Women are now the primary caregivers
The persistence of the gender wage gap in contemporary American society is not new. However, in 2015, the issue started garnering much public attention, especially since Patrica Arquette’s Oscar speech. Arquette asserted, “It’s our time to have wage equality once and for all,” upon receiving the Best Supporting Actress award. Arquette is not the only high-profile Hollywood actress to address the issue: Diane Keaton, Meryl Streepe, Gwyneth Paltrow among many others have all shared their experiences of gender wage gap in interviews.
Gender Pay Gap also referred to as Gender wage gap, gender income difference or male-female income difference refers to the difference between the earning of men and women (Victoria, 2006). The European Union defines the Gender Pay gap as the difference between men and women’s hourly earnings (OECD, 2012). The difference may be measured on hourly, weekly, monthly, or yearly earning. The difference is expressed as a percentage of the men’s earning. However, the difference varies from one industry to another, from one country to another and from one age group to another. On average, men earn higher than women do across different sectors and nations.
Women are more than half the work force and are graduating at higher rates then men and continue to earn considerably less then men. There are several contributing factors to the gender wage gap. Women experience gender discrimination in the work force even though it’s been illegal since the Equal Pay Act in 1963. One of the challenges for women is uncovering discrimination. There is a lack of transparency in earnings because employees are either contractually prohibited or it’s strongly discouraged from being discussed. Discrimination also occurs in the restricting of women’s access to jobs with the highest commission payments, or access to lucrative clients.
For many years in United States, equal salary pay for women has been a major issue that women have been fighting for decades. This began back in World War II, when the National Labor Board urged equalize the salary rates for women with the same rates that males were getting of the same professions. (Rowen) Although, traditionally most women do not work to provide for there family and there are not so many independent women during World War II. After World War II more women lost their jobs to veterans returning to the workforce. Women in the workforce after the war have been discriminated ever since. The idea of women as weak and cannot perform there jobs
Due to various countries initiatives to shrink the wage inequality between men and women wages in the work force, the gap has narrowed, respectively, which may have helped form such opinion. However, stating that the gender pay gap does not exist in today’s society, anywhere, is completely unlikely. Seeing that the gap has loosened its grasp in the working world, in other countries, the gap between pay has widened or remained stagnant. One cannot help but wonder why the gap remains consistent, even with such substantial progress made in countries where the gap has decreased. Reasons as to why gender wage gap exist so heavily, slightly differs from country to country, but the overall effect from the wage disparity is wholly evident.
Closing the wage gap between men and women is a continuing struggle today in nations all over the world. In many occupations women are paid less overall than their male counterparts. One nation, however, is making strides to bring this disparity in wages into the light. British law will soon require large companies to publish information about the salaries paid to their male and female employees. While this is a great step forward in recognizing the gender pay gap, many women also face many other obstacles to getting equal pay such as the “Mommy Tax” that reporter Ann Crittenden talks about in her piece of the same name (Kirk and Okazawa-Rey 337). Another obstacle for women in the work place that ties into the “Mommy Tax” is how women are generally
Are you aware that in 2015, women who were working full time in the United States were only paid 80 percent of what men were paid, at a 20 percent gap? This number is only up a measly one percentage from 2014, and the change isn’t of any major significance. According to the U.S. Census Bureau, the earnings ratio hasn’t had significant annual change since 2007. This gender wage gap has only narrowed since the 1970s and due largely to women’s progress in education and workforce participation and to men’s wages rising at a slower rate. Still, the pay gap does not appear likely to go away on its own. At the rate of change between 1960 and 2015, women are expected to reach pay equity with men in 2059. But even that slow progress has stalled in recent years. These
In today’s society, Women perform similar jobs to men. Whether it’s blue or white collar jobs, women are always present and thriving for success balancing a life of business and family. In the job market, some are graduates of the best schools and have interned at the best firms, but are still not compensated as equally as men. Following the recent comments by the CEO of Microsoft concerning women asking for raises and how they should trust the system to install equality, the issue seems to be still present, and women’s work is not rewarded similarly to men’s.