The Wage Gap The wage gap is a major issue that is constantly brought up in the work place. Numerous people use the term “wage gap” to state how gender can affect somebody 's income. There has always been an understanding that men typically made more money than women. For a long time, women were not allowed to work; therefore men were in charge of “bringing home the bacon”. However, times have changed and there are various situations where a household is centered off a women’s’ income. Females can become single mothers who have a responsibility to care for a child(s). Responsibilities can include monthly payments of water and electric bills and even weekly payments towards groceries. Women have to acquire enough money so that they are able …show more content…
If Ontario is able to get an equal pay law that essentially benefits women than America should consider looking into their law. With the amount of schooling both men and women are required to go through in order to obtain a certain job, there should be some type of equal wage involved. In England, there is a similar situation going on involving the wage gap. Where several women believe that they are not getting the fair amount of income when it comes to the amount of time and effort they put into the job. Amanda Stratton, an entrepreneur and co-founder of Hacker Studios, believes that individuals should find solutions from an evidence-based perspective in order end wage discrimination (“Women’s”). By doing this, it will help with the common usage of basis towards males and females on whether they deserve to get paid more than one another. It is often argued that wage discrimination is inaccurate or a myth since it does not factor in all of the facts. The factors may include different hours worked between males and females and the fact that women typically elect jobs that offer a more flexible work schedule since they happen to be more affected by family responsibilities. It is understood that other people may believe that the wage gap is false, since the amount of hours worked is not removed from the statics given. However, the amount of hours
The article The Gender Gap in Wages insights the issue about the wage gap in the early 21st century, observing that is not actual discrimination in the workplace, but rather the type of work and time put into it that changes the wages between male and female workers. June O’Neill gives sufficient statistical data that is focused on work experience and how productivity in the home is a result of the wage gap. Her claim introduces a great amount of statistical data that shows the reader the reasons for a wage gap to exist. She is knowledgeable about the subject and is straight-forward about her point. O’ Neill’s argument is justifiable meanwhile, it can be argued that her neutrality on the wage gap does not give a specific reason as to how this
If you believe women suffer systemic wage discrimination, read the new American Association of University Women (AAUW) study Graduating to a Pay Gap. Bypass the verbal sleights of hand and take a hard look at the numbers. Women are close to achieving the goal of equal pay for equal work. They may be there already.
In “Exploiting the Gender Gap” Warren Farrell argues that the issue of disparity between men and women’s wages does not exist. Farrell provides multiple statistics and research that contradict the ever prominent “fact” put out by the media that women are paid less than men. He then covers a range of personal examples that strengthen his argument. He, subsequently, moves beyond the simplicity of wage disparity and brings the focus of his attention to the focus on discrimination.
The war in pay inequity in the United States has been raging since the 1940s. This paper is focused on the pay differences among men, women, and mothers and why it exists. The government has made strives to close the income wage gap between men and women, however it still exists and must be dealt with. Among women, deciding to bear children has greatly impacted earnings potential, retirement, and career choices. As more women decide to go to college and earn degrees, there is still a disparity in income in the labor market. Forty percent of the pay gap that exists cannot be explained by occupation, race, or experience.
When President John F. Kennedy signed the Equal Pay Act of 1963 into law, he hoped that it would allow working women to finally earn the same amount of money as men; however, more than half a century later, men continue to out earn women in almost every field of work (Lipman para. 4). Male dominated fields tend to pay more than female dominated fields at similar skill levels. In 2012, women earned an average of $691 per week while men earned an average of $854 per week. Furthermore, the majority of women remain unaware that they are earning less than their male colleagues (Hegewisch para. 1). The gender wage gap not only harms a woman’s ability to provide for herself, it also harms many children and families. Women are now the primary caregivers
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.
In order to explain the gender pay gap it first must be defined. Wade and Ferree is the difference between the incomes of the average men and women who work full time (285). This gap can be explained with three concepts gender job segregation and the androcentric pay scale. Since jobs are social constructs the gender segregation of jobs are not an anomaly. The job segregation can explain some of the gender wage gap because the certain jobs that have higher wages were predominately male dominated until recently. In addition to job segregation, the androcentric pay scale, a strong correlation between wages and the gender composition of the job, can aid in the explanation of the gender pay gap because the highest paying jobs are male dominated
According to the national Equal Pay Task Force: “The Wage gaps describe the discrepancy between the salary and benefits given to men compared to those given to women for the same level and quality of work.” (“Fifty Years After the Equal Pay Act” 8) When women and men do the same job, their wages are supposed to base on their performances, achievements, education level and working experiences. However, the fact is that gender based wage discrimination is an unconscious phenomenon happens in lots of companies. A female employee has a lower wage even though they do the same jobs and have the same qualifications as a male employee. Being treated equally and fairly is the right of everyone, so women never stop to fight for their basic right and eliminate the wage gaps.
A lot has changed in the last fifty years in regard to women in the workforce. While it is true that women can work full-time and raise families there is, however, a gender wage gap that continues to exist. In the second article, “No, Women Don’t Make Less Money Than Men,” states that the wage gap is practically nonexistent because the gap is merely five cents. Although, their figures may be true, but I disagree on the point that if women are paid basically the same then why does a gap even exist as in the example the article gave regarding female white house staff. However, I do agree with the article’s explanation on why women have been stigmatized and more often than not they are drawn into to “pink-collar” jobs. I feel that here is where
The pay gap affects women from all backgrounds, at all ages, and of all levels of educational achievement, although earnings and the gap vary depending on a woman’s individual situation. Among full-time workers, Hispanic and Latina, African American, American Indian, and Native Hawaiian and other native women had lower median annual earnings compared with non-Hispanic white and Asian American women. Earnings for both female and male full-time workers tend to increase with age, with a plateau after 45 and a drop after age 65. The gender pay gap also grows with age, and differences among older workers are considerably larger than gaps among younger workers. Women typically earn about 90 percent of what men are paid
Research suggests that “gender discrimination continues to exist in today’s workplace” in regard to salaries, promotions, and other opportunities (Sipe, Johnson, & Fisher, 2009). There have been misconceptions about women in the workplace. Their productivity, commitment, and effectiveness. Whether it be conscious or unconscious, most employers believe that women are inferior to men in the work place. This is easily seen in working mothers, especially when a woman comes back from maternity leave. Employers and colleagues believe that work is not a priority anymore once a woman has children. It is also believed that women are not as hard working as their male counterparts. In a study examining the salary differences a male and female employee with the same qualifications and experience showed that in one case “gender was a significant influence on salary with a $18,012 difference between men and women” (Lane & Flowers, 2015). This study also concludes that the only way to eradicate the wage gap is through legislation that have punitive measures for discrimination based on gender. Gender discrimination and the gender wage gap are very important to recognize because they are having a huge detrimental impact on women in the
The conflict theory suggests that gender wage gap difference exists primarily because men excise their power to keep it that way. That notion is based on the culture view of masculinity and femininity and the roles these attributes play in the workplace.
The wage gap is the difference in pay, between a man and a woman, for doing the same task. Women earn seventy-five cents for every dollar a man earns. Sociologists, Robert Nelson and William Bridges, analyzed how wage differences are the outcome of “organizational forces,” rather than the free market. This means that the market sets the price for work, leaving gender out of the equation. Economic perspectives say that wage differences come from reasonable employer decisions, rather than being produced outside of an organization. Some people believe that the wage gap is real, and some do not. Both sides have research to back up these theories.
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
Doing the same job as my male counterparts and getting paid less? The wage gap is something I never truly understood until I got a job of my own; Although I don’t face this issue myself, I know millions of women do each year. By ignoring the fact that the wage gap affects women in the long run, ignoring the effects it has on struggling families which are dependent on the woman's pay, ignores our rights as humans. Therefore companies ought to hire fair managers in order to minimize the discrimination women face in the work environment.