Throughout the history of the world, discrimination has always existed in some shape or form. It could be race, gender, religion, or anything that makes one person different from another but there is one discrimination problem that the world still faces today which happens to take place in the work force. This one issue that plagues women all around the world, especially in Canada is gender wage gap. The definition of wage gap is the difference in rates of pay between two different groups of people which in this case is men and women. Canadian working women are making almost $8000 less a year than men doing an equivalent job which is double the global average. Some of the reasons for it includes gender discrimination, occupational segregation …show more content…
Systematic discrimination is defined as a culture of discrimination that pervades the workplace where discrimination and inequality happens over a long period of time. An example of this is during a job recruitment process and the consistent offerings of lower wages to women than to men. This form of inequality is also recognized as direct discrimination. This inequality has also dated back many years and comes from the belief that men are who have the career and make the large salaries because they should provide for women who are taking care of the home and children. But there needs to be a realization that in this modern era, women with the same education and experience can produce the same results. Another implication that might arise is involvement in many legal processes over disputes of wages and salaries with employees or unions. These legal process can be lengthy, costly and unproductive to success of the business. The last implication is company dishonesty. There are many laws and regulations within jurisdictions and businesses that are unlawfully being broken. It is the HR professionals to ensure that they follow the policies free of both systemic discrimination and …show more content…
Human Resource Management usually are the ones who determine management decisions when it affects people who work in their organizations in terms of training, recruitment, compensation, etc. HR managers, who are the employers, have the responsibility and role to manage all the employees in terms of job satisfaction, labour legislation and also maintaining an equal pay system between men and women. In saying that, HR managers have the accountability and requirement in accordance with the labor laws to provide equal pay for equal work. In Canada, all 14 of the jurisdictions regulating employment in Canada have laws regulating compensation. HR managers in Canada need to follow the employment standards act, pay equity act and human rights act. All these considerations come into effect in determining pay rates. Employers can also benefit by closing the gender wage gap. If employees are paid fairly regardless of gender this will attract staff with better morale and motivation which could lead to increased performance and production. As for the employees, it is just a matter of equity. For these individuals, gender equality is a matter of fairness and equity. There are 2 types of equities. External equity where the employees perceive their pay as fair given rates of other organizations or internal equity where the employees perceive their pay as fair given rates of others in the
Summary: Canada should commit to developing and passing a compulsory and proactive pay equity law similar to Iceland to address pay inequality and outline corrective actions to close the gender wage gaps in workforces. It is recommended that a pay equity law should be passed to ensure that there is a fair pay system in place that is transparent and free from gender biases. The pay equity law will require employers to identify and correct gender discriminations that are present in the workplace
Another reason for the pay discrepancy is that women are usually employed in low-wage occupations and industries, such as teaching. Even women working in the same industry, and having equal qualifications, earn less than their male counterparts — in fact, even top women executives earn considerably less, on average, compared to their male peers (Patel, 2016). The other reason for the gender pay gap is that more women than men work part-time jobs. According to the Canadian Women's Foundation (n. d), for the last 30 years until 2013, about 70% of part-time/temporary workers were women, which translated to 60% of minimum wage earners being women. Finally, the Canadian Women's Foundation (n. d) claims that approximately 10-15% of the wage gap is
Throughout the world, discrimination in all forms has continued to be a constant struggle; whether it’s racial, gender based, religion, beliefs, appearance or anything that makes one person different from another, it’s an everyday occurrence. A major place that discrimination is occurring at is in the workplace. One of the largest problems discrimination issues is believed to be gender. Women, who have the same amount of experience as men are not getting paid at the same rate as men, these women also are equally trained and educated. According to the article Gender Pay, it was discovered in 2007 that a woman makes 81 cents for every dollar a man earns.(“Gender Pay”) . This shouldn’t be happening in today’s society for the fact the society lived in today is suppose to be more accepting. Men are viewed as being more popular, valuable and having higher powers than women. The Reason Discrimination is involved in the equal pay equal work is because of the significance it has to how some businesses pay their employees.
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.
Women have faced gender wage discrimination for decades. The gender pay gap is the difference between what a male and a female earns. It happens when a man and a woman standing next to each other doing the same job for the same number of hours get paid different salaries. On average, full-time working- women earn just “77 cents for every dollar a man earn.” When you compare a woman and a man doing the same job, “the pay gap narrows to 81 percent (81%)” (Rosin). Fifty-one years ago, in order to stop the gender gap discrimination, Congress enacted the Equal Pay Act of 1963. The act states that all women should receive “equal pay for equal work”. Unfortunately, even in 2014 the gender pay gap persists and even at the highest echelons of the corporate; therefore, the equal pay act is a failure.
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 workplace. 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's aggregate hourly earnings. Women who are equally trained and educated, and with the same experience, are getting paid way less than men.
The gender pay gap has existed ever since women entered the workforce. Right now in the United States, the average female worker earns 78 percent of what the average male worker earns (“Gender Pay Gap: Recent Trends”). Also, according to the
Victoria. (2006). How Much of Remaining Gender Pay Gap is Result of Discrimination and How Much is Due to Individual Choices? International Journal of Urban Labour and Leaisure , 7 (2).
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.
You then lose a productive worker in an economy where we’re desperate for talent … There are plenty of economic reasons why we should have equal pay.” (The Globe & Mail). Discouraging female employees increases the dropout rate in industries in need of their services, thus affecting the economy and the revenue collected from said industries. Also, the economy would profit more if they equally paid women and men.
The status of male and female are central in the lives of humans. While people hold many statuses at any given time, gender constitutes an element status. Its’ recognition begins so early, its’ socialization is so intense, and its’ imposition on all other components of human development and status achievement is so total – that one could term gender a core status (Kendall, Murray, & Linden, 2014). Gender inequalities are visible in politics, religion, media and in the workplace. Everywhere we look, we can see the concrete manifestations of gender inequality.
Women’s right to equal pay or gender pay gap has been a subject of discussion over the years in the united states, women perform similar jobs to men, but are paid
...ir conflicts resolutions and motivations. Some measures which can help a human resource management department to impart equity would include but not limited to competitive salary, fringe benefits, career progression, gender, personal development, promotion etc are few variables which HRM require to look after to keep employees motivated. Through such measures, the companies can reduce the probability of employee dissatisfaction, non compliance with the standards and regulations and hence reduced chances of legal actions.
The purpose of this essay is to review and discuss the root cause of why women still face job segregation in the labor market. Finally, this essay will offer solution and ways to reduce gender based discrimination, especially for women in the labor market. I will draw on facts to investigate and draw on statistics to attest to fact women are disadvantaged in the labor market when compared to their male counterpart. “Explanations of gender segregation have usually started from the assumption that the segregation is itself a form of inequality or is strongly related to inequality, and the inequality is unquestioningly taken to be to the advantage of men.” (Wright, et al,2015)
Sexism in the workplace, is another form of discrimination. Women have a difficult time gaining an high- paying positions that are controled by men. All women have faced some form of unwanted compliments, stares, and sterotypes in the workplace. The misogynistic sterotypes, for examlpe: “ Women don't need more money because they are not the head-of-the house”, “Women can not do the same job as a man”, “ Women are too emotional to be in charge of a company”. These old fashioned, Mad Men veiws are destroying the opprotunities women work hard for.