Women had suffered unfair pay in the workforce for years. Statistics have shown that men still earn more than women who have the same degree, education, and qualifications. Women are the main focus for the uneven and unequal share of low-wages in the United States. However, women have additional responsibilities from men that keep them out of the workforce longer which in return leads to discrimination. This research will introduce problems, solutions, and prove that there are alternatives for women.
Throughout history gender bias has played a role in the workplace. Many years ago it was believed that women should cook, clean, and do all other house chores while men did what was considered manual labor. When women were granted with the same work opportunities as men they were still being cut short by having such a tremendous wage gap. Female workers are faced with significant challenges in the workforce. The gender pay gap is a major issue that has been known for many years. The wage gap is a statistical indicator used often as a median status of women’s earnings relatives to men’s. History has been proven to repeat itself.
Why does society segregate the workforce by gender? Women have been single out against in the workforce as minorities, not as women, because they are relatively powerless. Men see women as less profitable. Society stereotype that women are less capable, less productive, and less dedicated to their employers. Women therefore are assigned jobs that are more mind numbing and are paid less. Women are place in the underpaid and underutilized pool of marginal labor works. Women have always had a lower status than men have, but the extent of the gap between genders varies across cultures and time. American women in 1999 earned approximately 77% of what men made, in 2000, according to the Department of Labor. Societies do not consistently define most tasks as either feminine or masculine. With industrialization the importance of muscle power is declining, thus leaving more options and gender differences to further condensed (Nolan & Lenski, 1999). Women do confront barriers in the marketplace, and in some industries, marginal pools of labor are profitable.
Introduction 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.
Women have now gain equality in the work place due to an increase in the number of women that have attended and obtained higher education; this was done with honors at a higher rate than their male counter parts. The Harvard Independent 12/01/2011 issue states in 2006 55% of women at Harvard graduated with honors while men on the other had had barely half graduated with honors. In 2009 55% of women to 51% of men graduated with honors. This was also the case at Florida Atlantic University. Women made...
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
Iversen, Torben and Frances Rosenbluth. Women, Work, and Power: The Political Economy of Gender Inequality. New Haven: Yale University Press, 2010. Kindle E-Book.
For several decades, most American women occupied a supportive, home oriented role within society, outside of the workplace. However, as the mid-twentieth century approached a gender role paradigm occurred. The sequence of the departure of men for war, the need to fill employment for a growing economy, a handful of critical legal cases, the Black Civil Rights movement seen and heard around the nation, all greatly influenced and demanded social change for human and women’s rights. This momentous period began a social movement known as feminism and introduced a coin phrase known in and outside of the workplace as the “wage-gap.”
Over the years, the economic dependence of women on men which has resulted in their subordination and oppression by men as argued in the classical feminist literature can be mitigated by ensuring women’s access to paid work. Even though some feminists have criticized the potential of paid work to increase our chances of achieving gender equality because of the limitation of persisting existence of institutional structural distribution of roles and norms, gendered-labor wage differentiations, the feminization of labor, etc that applies to different men and women in different context within the larger picture of social hierarchies (Kabeer,2013), it is definitely