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 …show more content…
First, the victims themselves — all women including indigenous and minority groups — must be sensitized regarding the existence, ramifications and viable solutions to the issue of gender pay gap. This can be achieved by implementing the frame bridging and frame transformation micro-mobilization process (Snow et al., 1986). For instance, in their “Making Women Count” project, CCPA (2016) has implemented organizational outreach and information diffusion strategies to aggressively publicize their all-inclusive gender pay gap report with Oxfam Canada in a bid to mobilize all women groups. Similarly, we can use mass media and online campaign strategies, such as posters, public seminars, social media, blogging, letter-writing to influential women leaders, to optimize our micro-mobilization efforts. Like many other SMOs, we will mobilize resources like money, manpower and information by partnering with interested corporate bodies, private foundations, individual donors and media …show more content…
Following extensive research and in-depth evaluation of various SMO strategies, this project challenged and elevated my sociological imagination, which produced a real-world perspective regarding the issue of gender inequality, its structural roots and the power imbalances that are responsible for this persistent issue. After realizing how deep-rooted the issue of gender inequality goes in the modern world, I have started seeing the sense in the World Economic Forum’s prediction that gender parity will not be achieved until 2133 (Patel, 2016). However, after evaluating some of the proactive strategies that have been adopted and implemented by SMOs, and after assessing their passion and commitment to this cause, I am optimistic that Canada can achieve this social justice dream earlier. This experience has reprimanded me for my past passivity in social change. It has also reminded me that it’s never too late to play your role and effect social improvement; you just need to take the first step. It was really
“Feminism is both an intellectual commitment and a political movement that seeks justice for women and the end of sexism in all forms” (Baptiste). Just as in the past, feminism continues to act as a controversial issue among men and women. In the 1960’s, women finally addressed workplace inequity and created woman organizations to achieve equality. In the early 1960’s, the Equal Pay Act and the Civil Rights Act set a milestone for women’s progression towards work equality. Though women have made great leaps towards true equality, women still face many challenges and continue to be categorized as the subservient gender.
Canadian workplaces today seem to be a fairly diverse place, with a blend of many religions, ethnicities, and genders present. However, although people preach affirmative action and melting pots in current times, many inequality and power issues still abound. One strikingly noticeable example is gender discrimination. Women in the workforce face many challenges like smaller wages, harassment, male privilege in hiring or promotions, and lack of support when pregnant or raising children. One half of the planet is women, and it can be assumed the same for Canada, but they still face judgment at work because they lack the authority to dispute against big corporations or even their male supervisor. It cannot be argued that Canadian women’s status has worsened over the past hundred years, of course, thanks to feminism and activism. However, their status is not as high as it could be. Women as a group first started fighting for workplace equality during the second wave of feminism, from the 1960s to the 1990s. Legislation was approved during the second wave to try to bring gender equality to the workplace. Feminists both collided and collaborated with unions and employers to ensure women received fair treatment in an occupation. Quebec had the same issues, only the province approached the conflict differently than English Canada with its own unique viewpoint. It became clear that women were entering the workplace and did not plan on leaving. Second-wave feminism in Canada shifted power from the government and businesses to women in order to try to bring equality, although the discrimination never completely disappeared.
Developed countries have often pride themselves as role models on issues of social equality to developing countries; however, gender, ethnic, and class disparity is prevalent in ‘wealthy’ countries. More importantly, it is implicit in that citizens believe that social equality exists, but in actuality disadvantaged individuals and groups still face several obstacles in reaching such equality. This paper will specifically focus on gender inequality in Canada. Canada is a country that has deemed itself as a progressive society due to its multicultural and hospitable character in which legislati...
Currently, Canadian women are helping women in third world countries gain the same rights Canadian women have received. Some well known foundations are ‘Because I Am A Girl’, donations are sent to girls in the third world country so that they can obtain food, shelter, and an education, allowing them make a change in their society. Canadian women would not have been able to create projects to help women in other nations gain their rights if not for The Married Women’s Property Act, World War I, The Person’s Case, and Canadian Human Rights Act. These key milestones in Canadian history have allowed Canadian women to continue fighting for women rights on a global stage.
There is a pay gap between men and women in the U.S. The pay gap affects women of all educations levels, and backgrounds. But white men are the largest demographic in labor forces so they possibly favor each other as opposed to women. The graph didn’t specify the type of jobs, or whether they were working parts time or fulltime. But in 2016, women working full time in the U.S. were paid 80% of what men were getting paid. There are some occupations that have not reached the equity but some have like retail, banking and real
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
Background: In Canada, there is still a pay disparity that exists. Research from the World Economic Forum shows that women’s pay is disproportionate to men. It has been estimated that it would take another 118 years to entirely close the gender wage gap. Canada ranked 35 out of 144 countries in terms of provision of equal pay to women on the Global Gender Gap Index in 2016. Iceland ranked 1st and with the United States at 45. Currently, Iceland uses a compulsory and proactive pay equity law to challenge wage discrimination and it has been found to be
This is a large percentage, especially when it is talking about someone 's income level. If people are using their income to support their family, spending the majority on food and other necessities, than how is a single mother suppose to provide for her family if she is not given the opportunity to be fairly compensated. Compensation includes necessities such as, a person 's wage, employer-sponsored health and retirement benefits, training opportunities, work arrangements, and paid family or sick leave (Blau and Kahn). These differences range between education levels and opportunities. The biggest gaps between a compensation levels exists among men and women with advanced degrees, while the smallest gap is present among less educated individuals. Additionally, women are fairly sparse among the highest paying jobs, information services, mining, logging, and utilities, but are extremely represented within the lowest average wage job industries, leisure and hospitality, retail trade, and other services. Some studies even show that women in science related fields will leave due to a “macho or hostile environment” (Blau and
The United States has one of the highest gender pay gaps among the developed countries. In the country, the gender pay gap is measured as the ratio of female to males yearly earning among workers in full-time, year round (FTYR) earnings. In 2009, female FTYR earned 77% (0.77) as much as the FTYR male workers (US Census Bureau, 2013). The history of Gender Gap earning reveals USA has made big strides towards reducing the gender pay gap from 1980. For instance, in 1980 the gender pay gap ratio was 0.62 while in 1990, the gap stood at 0.72. Further from 1990 to 2000, the gap reduced to 0.73 and then to 0.77 in 2009. Currently, the gender pay gap stands at 0.76 and continues to persist (US Census Bureau, 2013).
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.
Gender stratification can be described as unequal power, wealth, and privileges between men and women. This stratification is more generally aimed at women who are oppressed in the work place, economic class status, and many other aspects of life because of their gender. We can blame this on the patriarchal culture that we prescribe too, where males hold primary power and privileges in our society. Two of the most common aspects of gender stratification that we see in the United States includes the wage gap between men and women and the violence that women face. There are many more aspects to gender stratification, however, these two topics seem to be a gender stratification problem all over the world.
A number of factors have contributed to the gap between men’s and women’s wages. These include: occupational segregation of women into low paying jobs; lower levels of unionization for women and attitudinal barriers that have kept women from achieving equality in the workplace and undervaluation for women’s work.
Gender Pay Gap in Australia Introduction Gender pay gap in Australia is calculated as the difference between average full time weekly salary of men and women represented as percentage of men’s salary. National gender pay gap in Australia is calculated basis on the average weekly full time data revealed through Australian bureau of statistics. National gender pay gap at present (May-2014) is at 18.2% currently but it has hovered from 15% to 18.2% from year 1990 to year 2014. There are range of factors such as the interrelated work, stereotype about work done by women & men, societal & family factors and way women & men engage in work activities etc (ABS, 2014).
One cannot begin the discussion of gender pay gap without defining it. Simply put, gender pay gap is the inequality between men and women wages. Gender pay gap is a constant international problem, in which women are paid, on average, less than that of their male counterpart. As to if gender pay gap still exist, 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. 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 widen 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.
For many decades, women have faced inequalities in the workforce. At one point, they were not allowed to work at all. Although women's rights have improved and are now able to work alongside men, they are still treated unfairly. According to the 2012 U.S. Census, women’s earnings were “76.5 percent of men’s” (1). In 2012, men, on average, earned $47,398 and women earned only $35,791.