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Solutions to gender inequality in work
Gender wage gap research paper
Solutions to gender inequality in work
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Recommended: Solutions to gender inequality in work
Chapter 1: The Scenario
The story begins at a local Wal-Mart super center, its Friday, payday. As employees open their paychecks they are awaiting their annual raise. As one employee, Sue opens up her paycheck she finds she has not yet received a raise; she has waited all year for this raise. She is very sad to find she did not receive one, she begins to think maybe she did something wrong. She starts to think back through the year, and can not seem to come up with any solutions as to why she did not receive one. She really felt she worked especially hard that year in hopes to receive a good raise and really felt she deserved to be recognized for it. In the break room she overhears John, her follow co-worker, bragging to their colleague’s about his second raise. Now John is making $1.25 more per hour than her even though they both have been working at Wal-Mart for two years. They both have the same job descriptions and titles so there should not be differences in their pay. Sue can not quite understand why he received two when she only received one. She has seen him numerous times being tardy for work or calling in sick. She knows she is a better worker and is more efficient. Sue recently took a human resource class at Buffalo State College and she remembers learning about a law regarding equal pay. She can’t seem to recall the specifics, so she is determined to look into it further and fix the problem.
Chapter 2
Sue: The Victim
Sue is a 35 year old divorcee and mother of two young children. For the past ten years or so she has been doing similar work in retail that pays mediocre wages and that have given her good benefits. About two years ago Sue got was laid off from her last job. She applied at many different entry-level positions, as she has no other experience. She does not receive a lot of child support from her ex-husband so Sue relies on the income she brings in to support her and her two children. When Wal-Mart called Sue for an interview, she was so relieved and excited about the opportunity. Wal-Mart hired Sue; she was told that she would start above minimum because of her ten years experience in the field. She was also told that all full-time employees, based upon work performance, receive an annual raise of a dollar each year of their employment. Sue also received a 401k plan. Sue was excited, she hoped to slowl...
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...to review stale pay practices will find themselves unable to retain these valuable employees as well as risk being in breach of the federal civil rights laws. It should be encouraged that all employers closely examine their salary policies in order to identify and voluntarily eliminate pay discrepancies based solely on gender.
Chapter 7: Sue’s New Lifestyle
After winning her court case and receiving her deserved compensation Sue found another job that would ensure she would never be discriminated by pay again. Sue is a manager at Victoria’s Secret where she feels more comfortable around women like her, and most important of all she is treated the way she should be. Sue also used some of her settlement money to move into a nicer place. She is much happier in an apartment that does not have any water leaks and her children are safer and better cared for. Sue spends her spare time as an advocate for women’s rights. In the end Sue is glad that she spoke up against her mistreatment, and has helped several other women with similar situations where they did not have the courage to speak up.
this paper is in the form of a story on the equal pay act
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.
Tannen points out “a greater percentage of discussion time is taken by men’s voices.” (2) She tells us why this is a disadvantage to the women in the classroom. She then continued to separate the two genders into their given stereotypes. Girls tend to separate themselves from large groups; they talk amongst
Walmart, the world’s largest retailer and private employer, has established a highly profitable business centered on a low-cost strategy that utilizes logistical efficiencies to create a competitive advantage. Yet, to maintain this low-cost strategy, Walmart has engaged in ethically questionable practices, including gender discrimination in promotion and pay. While the Supreme Court recently ruled against class certification of 1.5 million women in the Dukes v. Walmart case due to a lack of proof that Walmart operated under a “general policy of discrimination”, overwhelming evidence demonstrates that gender discrimination is a persistent problem rooted in the culture of Walmart, despite gender-neutral policies (Biskupic, 2011).
Purpose: The stigma of mental disorders continues to dissolve, however it remains clear that we need take control of the issue, spread awareness, and educate the public on detecting mental illness and equipping the public with tools on how to be resilient. This purpose paper taps into brain disorders, mental health stigmas and how early detection along with mindfulness contributes to the enhancement of overall well-being.
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.
Whether the student is a beginner, or someone who has studied music for a number of years, the way in which one views oneself as a musician can be an important factor in the kinds of experiences one has with music. A quality music education is one that challenges students to set clear and achievable goals, think musically and critically, and apply what one has learned in a meaningful way. If a musician harbors a negative view of his or her musical abilities, the lasting effects of this view on his or her musical experiences and achievement could be challenging to overcome.
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
Schipani, C. (2013). Class Action Litigation After Dukes: In Search of a Remedy for Gender Discrimination in Employment. University of Michigan Journal of Law Reform, 46(4), 1249-1277.
...nequal pay, sexual harassment, seniority and maternity leave. The antidiscrimination laws that exist today and the cases that are successful because of them create an awareness that no employer will go unaffected if a discrimination suit is brought forth. (Jennings, 2006)
In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau.
A widely accepted myth that we all might hear everyday or might even think we experience is women do all the talking. In different languages around the world, there are many different sayings that say women talk too much. Myth 6, “Women Talk Too Much”, by Janet Holmes addresses the question if women are the ones who take up all the talking time or is this just a myth? I will address the main ideas and my reaction about Myth 6.
Many public schools offer music education as part of their curriculum. Although these classes are required, many schools choose not to allocate enough money into the music programs in favor of better scores on standard tests. Recently there have been many strides to strengthen the importance of music education.
Saying that women talk more than men is another notion which is popular and accurately opposed against in the article. I also felt that it is majorly due to the different contexts in which men and women are analyzed that creates more difference. If some informal situation is considered and comparison made between the language and number of words spoken by men and women, I agree with the writer that there would only be some minor differences and more similarities where language and communication is concerned.
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
One argument concludes that while there may be unequal pay in a said work place, the equal pay has nothing to do with gender. Kate O’Beirne, an author who addresses the feminist movement, says in her novel, “The claim that women face widespread wage discrimination is myth.” Instead, she argues that the idea is simply a tool used to boost the movement for feminists. She argues that since the Equal Pay Act of 1963, it is illegal for any businesses to not equally pay their women workers to their men workers if they are doing the same work. While this might be a valid point, it does not mean that businesses will not break the law to take the cheaper route. It was found in 2014 that women that were working full time were paid 79 percent of what men earned. The gender gap has progressed since the 1970s but has since slowed down. Progression does not mean resolution; the gap has not completely closed.