The gender wage gap is a major issue in the United States. Today, not everyone reaches equity with one another. Gender inequality is the idea that males and females are unequal. One receives different treatment because of his or her gender. A result of gender inequality is the gender pay gap. Businesses and corporations are mostly entangled within the pay gap. Employers base company performance on the best gender performance. However, there has been ways that has closed the wage gap. Although the gender pay gap has shrunk due to many tactics and behaviors, including more women pursuing higher education, there are more popular ways, such as publishing salaries, receiving equal treatment, and frequent employee evaluations that will continue to …show more content…
Employees deserve to be aware of their counterpart coworkers’ income. Lamb and Klein states, “One of the biggest barriers to solving the gender pay gap is lack of transparent wage data.” (24). Thomas Billitteri adds, “The privacy of salary information makes it hard for workers to recognize and report discriminatory treatment (249). As more companies continue to overcome the barrier, more companies will be a part of shrinking the gap. In that case, employees must be fully prepared with information to make changes to their salary. With salary data, female employees will be more likely to ask for what they deserve, and companies will not be able to ignore wage inequality (Gray, 29). Even if publishing salaries has not completely closed the gap, it helps simmer the inequality in the …show more content…
Men and women employees have different strengths and weaknesses. Evaluations help make decisions for the company that are not solely based on gender differences. To help, there has been government actions made to attack the issue. For instance, the Equal Pay Act of 1963. It states an employer in the United States can justify paying a male employee more than a comparable woman “based on any other factor other than sex,” (Lips, 227). Additionally, there are executive actions that prohibits federal contractors from retaliating against workers who talk about salaries, and another that make contractors disclose their wage gaps by gender and race (Gray, 30). So, after looking at evaluation results, employers have a right to pay varying wages to workers in the same or similar jobs if the differential is due to verifiable factors (Kiplinger, 18). All in all, employee evaluations are vital procedures for companies and
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
To resolve the gender wage gap, the government should consult with employers in federally-regulated sectors to apply a gender-based analysis to the design, development, implementation and evaluation of the policy. The law should clearly outline the systematic discrimination that women face in the workforce. This policy would entail employers to determine whether gender-based disparities exists and reevaluate the current pay system from an equity perspective to ensure and promote pay transparency. The law of ensuring pay equity should first be applied to the public sector, including federal public servants, employees of Crown cooperation and federally regulated companies. After this law has been found to be effective, it is also recommended that private corporations follow the same suit and comply with the pay equity
Nowadays, most women remain unaware that their employers underpay them. Women cannot argue for higher wages if they do not know they earn less than their male equivalents. Each employee sharing their salary will allow women to detect if they are earning less than their male colleagues with little difficulty. This will give women the tools needed to argue for a higher pay rate, and will help lower the wage gap. If a female worker goes to her boss with statistical evidence that she earns less than her male associates, the chances that her boss will award her a higher salary significantly increase. The law will make it almost impossible for companies to pay their male workers more than their female workers (Glynn para. 7). Furthermore, a law requiring employees to share their salaries will bring to light other forms of wage discrimination. The wage gap not only represents gender discrimination in the workplace, it also reflects the ongoing issue of racial discrimination. While white women do typically earn less than white men, they out earn the majority of female colored workers in America. The average African American female makes only 64 cents for the white man’s dollar. Additionally, Hispanic women receive only 54 cents to their white male coworker’s dollar (Hegewisch para. 9). If women of color become aware of how little they earn compared to
Blau, F., & Kahn, L. (2007). The Gender Pay Gap: Have Women Gone as far as they can. Academy of Management Perspectives , 21 (1), 7-23.
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.
You’ve probably heard that women make less money than men regardless of their credentials which is a direct result in the statistics from the gender wage gap today. What does this actually mean? What factors are resources using when they come up with their statistics about the wage gap? Today you will be given all the evidence which shows that many resources lack the ability to provide all factors that affect the pay between men and women. Years ago there was a big difference in the income between men and women. In today’s society women have closed the gender wage gap based on same job equivalent in the workforce because of their increased experience, benefits and educational advancements, which leads to equal pay
Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as “comparable worth”) programs require a gender-neutral analysis of comparative work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the conditions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firm’s objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments.
What is the gender wage gap? How does it affect you? The gender wage gap is the difference between women’s and men’s earnings. This pay gap has been in existence since before the 1960s. Although the gender wage gap still persists, it has narrowed immensely over the years.
One cannot begin the discussion of the gender pay gap without defining it. Simply put, the gender pay gap is the inequality between men and women's wages. The gender pay gap is a constant international problem, in which women are paid, on average, less than that of their male counterparts. As to whether gender pay gap still exists, its exactness fluctuates depending on numerous factors such as professional status, country and regional location, gender, and age. In regards to gender, in some cases, both men and women have stated that the gap does not exist.
Another obstacle for women in the workplace that ties into the “Mommy Tax” is how women are generally perceived in jobs and positions of leadership versus men, as detailed by “He Works, She Works, but What Different Impressions They Make” (Kirk and Okazawa-Rey 347). Starting in 2018, British companies that employ more than 250 individuals will have to report information regarding how much they are paying men and women for their salaries and bonuses. The British government is hoping that this will shame companies into fixing the gender gap. By showing how much they pay each gender and how many men and women are in each salary bracket, they hope that companies that have large pay gaps will have a hard time hiring competitive talent and be forced to close the gap. Despite this step forward, some believe that more can, and needs to be, done.
Discrimination at work is a touchy issue. Most people, if not all, have experienced some sort or form of it and they ignored it, quit, or got fired from their job. Women tend to be more emotional than men and when women are judged and discriminated they are offended by it immediately. Also, the fact of women getting a lower income than men for the same job is almost unbelievable. It is very important to be concerned on the issue because it is constantly increasing throughout the United States. It upsets me that women are paid less than men because women have the same ability and work ethic as men do, but they are looked at differently. According to AAUW, women are making 77 percent of what men make. This rate hasn’t changed since 2002 (Hill, 2013). Statistics show that women will never make as much as men due to the thought of never being comparable to men (Williams, 2013).
Unequal pay for women has been a big issue as long as the concept of labor rights, that individuals should receive the same amount of pay for the equal amount of work put in. This is also known as gender discrimination which the definition according to dictionary.com, “a situation in which someone is treated less well because of their sex, usually when a woman is treated less well than a man.” This is the concept that is and has been used against women in the workplace and other businesses for years and causes them to get payed less than men. According to the Shriver Report released in 2014, women’s average annual paychecks reflected only seventy seven cents for every dollar earned by men. This also relates closely to women of color, and is even a bigger wage gap compared to white
Today in the United States, men make more than women in various sectors, including education and other trades favoring women workers. The gap gets bigger when comparing the wages earned by men to those of women in jobs favoring men workers such as construction or other physically demanding jobs. Women are less likely to work those jobs, therefor; men have the advantage of having more experience and get paid better. In addition, employers would rather hire a man instead of a woman because they believe that a man will be able to sustain the difficulty of the job and work longer hours which crate a disadvantage for women because they are unable to gain experience and become skilled in that certain field. Gender pay gap based on this information is explained as the result of the discrimination of employers toward the feminine sex in terms of pay, which discourage them to work certain jobs leading to create a bigger gap due to the lack of
Women are under-represented in managerial and higher positions as we can see in the next graph, they occupate the lowest paid jobs. But there is already a miniority that occupates "men´s traditional jobs". (Sene 2015) The undervaluation of women´s work is an important cause because men and women doing similar jobs that require similar skills are not paid the same.
Despite government regulations to promote equality within the workplace, women’s salaries continue to lag behind males in similar career with similar experiences. According to research performed by Blau & Kahn (2007) “women salaries averaged about 60% of men’s until the 1970s and rose to nearly 80% by the 1990s” (as cited in Bendick, Jr. & Nunes, 2012, p.244). Today, women on average earn approximately $.81 for every dollar that men earn in the United States (Guy and Fenley P.41 2014).