...Gender Wage Gap Since 1964, women have only gained 18 cents on average in terms of equal pay. It is a battle that continues to be fought daily; countless court cases and proposals to enact legislation. The gender wage gap in the United States, unbeknownst to many, exists and is affecting nearly half of the workforce. While there has been progress, such as the Equal Pay Act of 1964 and the Lilly Ledbetter Fair Pay Restoration Act, women still only earn approximately 77 cents to a man’s dollar. There are many common excuses as to why the wage gap between men and women exists but several studies and extensive research reveal that women are simply paid less than their male counterparts working in the same position. Recent legislation has failed...
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...Labor Standard Act by president Kennedy. This act was established due to past history of discrimination between sex, race, religion, and ethnicity within the workplace. In the past, many jobs that women would work, the same position as man, would get paid an inexcusable amount less. There was huge controversy on maintaining a consistent steady income for families which took a toll on children, who would suffer through this equity inequality. This policy was created to keep an equal balance of opportunity for everyone. Soon after, the Lilly Ledbetter Fair Pay Act signed by Barack Obama on January 29,2009 was established to emphasize the limitation on gender pay discrimination. On January 28,2013 the Fair Pay Act was reintroduced to contain work quality and pay based on seniority. Unfortunately Texas has not updated the pay equity policy since the Equal Pay Act and Fair Labor Standard Act of...
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...Sherry Jia Women’s Studies 120 Professor Eileen Boris March 5, 2009 Ending Gender Pay Disparities Pay disparities for women are a longstanding and troubling issue. While there was some advance in relative women’s pay as indicated by statistics on the ratio of female to male pay, in around 1994 the ratio leveled off suggesting an end to progress (See Figure 6.1, McCall 22). The differences in pay are widespread and pervasive applying not only to female-oriented jobs but to any jobs in which men and women both engage. Only at the bottom of the wage scale do women’s and men’s pay tend to converge because of the effect of the minimum wage. Statistics from 2005 show women earning only 0.77 of what men earn (Weinberg 26). Research has brought out many factors that seem to be influential, such as number of hours worked, experience, and differences in employers (Weinberg 26). However, such explanations do not offer much hope for improving the situation so as to make equal pay a reality. The recently passed Ledbetter Bill has closed some loopholes, but it is unlikely to have a significant effect on ending pay disparities (Erbe). Some might argue that the government can do no more since these disparities result from factors other than gender discrimination. However, as long as women make considerably less than men in similar jobs, women are second-class citizens and not full participants in society. I strongly urge Congress to craft and pass legislation that recognizes...
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...time. But for women in the final five years of their careers before retirement, the wage gap grows to a whopping $14,352.00. Over a 40-year career, the average woman will lose $431,000.00 to the gender wage gap” (Cooper 1). Does this seem fair? It seems quite obvious to the common observer that there should be equal pay across the board for the same job accomplished regardless of gender, education or any other factor one might dream up. Nevertheless, according to most research and authorities on the subject of equal pay, there is a gap between the earnings of men and women. Moreover, as one delves into the subject more thoroughly, one notes it is much more complicated than simply equal pay for the same work performed. Women are greatly affected by the wage gap over time where they lose a significant amount of money the closer they are to retirement. As of April, 2014, the Center for American Progress states that to every dollar a man makes, a woman makes 77 cents (Cooper 1). Thus, it is apparent that women are still behind the men in terms of equal pay in the workforce. While women's pay in the workforce has traditionally been less than a man’s it nevertheless has increased over the years; however, as of 2014 there still exists a pay gap which can only be addressed through legislation, enforcement of that legislation and awareness by all that inequality is unacceptable. Throughout history women have never been given equal pay in the workforce and this inequality extends to modern...
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...In hopes of removing the loopholes from the Equal Pay Act, President Obama signed a legislation called the Lilly Ledbetter Fair Pay Act of 2009. The purpose of this legislation was to provide addition protection against discrimination that the original Equal Pay Act failed to cover. “The law clarifies that pay discrimination occurs when a pay decision is made, when an employee is subject to that decision, or at any time an employee is injured by it; employees have 180 days from any of those instances to file a claim” (AAUW 21). This alone would not suffice in ending the gender wage gap, more needed to be done. Ultimately the original Equal Pay Act needed to be updated. The House of Representatives passed the Paycheck Fairness Act in 2009. The goal of this bill was to update “the Equal Pay Act by closing loopholes, strengthening incentives to prevent pay discrimination, and prohibiting retaliation against workers who inquire about employers’ wage practices or disclose their own wages” (AAUW 21). Unfortunately, in November 2010 the Senate defeated the bill. With the government turning down bills that require employers to pay their female workers the proper wages it’s hard to get rid of the wage gap when even the government will not regulate it....
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...are many issues that are constantly brought to light by public figures such as racial inequality, judicial injustice, and political corruption. Although many issues are important and are talked about by public figures, the issue that has been talked about throughout the decades is the pay gap between men and women. The pay gap began in the past and has continued to be a consistent problem throughout time. The issue of pay equity has been mentioned in multiple speeches in order to sway the public’s opinion on whether or not policy changes need to be made in workplaces across the country. As big as the publicity surrounding the pay gap between men and women is, researchers have found that the gender pay gap is not as wide as some people...
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...Discrimination: An Exploration of Gender Compensation Gap and the Higher Education Connection Judith E. Grey-Bowen, Miami-Dade County Public Schools Donovan A. McFarlane, The Donovan Society LLC and Frederick Taylor University Abstract The purpose of this paper is to examine the gender gap and the potential factors that contribute to income inequality. Since the passing of the equal pay act, the median weekly earnings of women is still just seventy eight cents on each dollar that men earn (Center for American Progress, 2010). To put this in context, the pay gap in 1970 was sixty two cents and in 1992 it was seventy five cents (Institute for Women’s Research, 1993). Undervaluation of women’s work, occupational gender segregation, and discriminatory treatment in the workplace continue to hamper efforts to reduce the gender pay gap. A pay check is women’s and men’s most important source of income. Therefore, it is surprising, discriminatory and unfair to know that after both genders have worked satisfactorily on the same job; they do not receive the same pay. The gender pay gap is the best way to measure pay inequality between men and women. The authors discuss Gender Compensation Discrimination and examine the historical trends in pay difference, the various causes and the methods and paths considered for closing the Gender Compensation Gap. Key words: Gender Compensation Discrimination, Gender Compensation Gap, Equality, Rights and Privileges, Sex Segregation, Gender Pay Gap,...
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...created equal.” It is something we learn about at a young age. Yet it only states that men are created equal, not women. Many activists have been fighting for women to have equal rights and many are still fighting. Years ago, women were not allowed to vote, not allowed to hold jobs, and were simply thought of being the ones who stayed at home to be with the children. Now women can vote, have jobs, and do things men can do. With all the advancements towards equality, women seem to be taking a step back, because women are treated unfairly today. The United States Federal Government should re-ratify the Equal Rights Amendment (ERA), making sure all the 50 states accept it, because it will insure everyone will be treated equal. In this essay, I will briefly trace the history of women inequality and explain why it is a problem. Next, I will provide evidence as to how women are treated unfairly, and explain what the Equal Rights Amendment is. Lastly, I will explain how re-ratifying the ERA will guarantee equality for all, by eliminating women inequality. It has been over 100 years since the first women’s rights convention was held in 1864 and there have been so many advancements for women rights. The first Women’s Trade Union League was established in 1903, women gain the right to vote in1920, and Equal Rights Amendment was finally introduced in 1923. The ERA was what women in America were fighting for; something that would guarantee equality. According to equalrightsamendment.org, the...
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...Gender Inequality in the Workplace Christian Johnstone DeVry University Gender Inequality in the Workplace A woman, who had spent 23 years working her way up the ranks at a Vermont plastics company, sued the company for wage discrimination. The woman began her career as a secretary at the company and eventually made her way to high-level management. The company hired a male to replace her position when she retired, offering him a starting pay of $10,000 more a year to do the same job she had been doing. The male replacement ended up not working out, so the company asked the woman to return to her previous position. However, the company still didn’t offer her the same salary that they had offered her male replacement. (Lister, n.d.) Examples that are similar to, and far worse than the one mentioned, continue to persist in this country. Women continue to be blatantly discriminated against, and held back from deserved promotions while their male counterparts rise through the ranks in corporate America. Women have made great strides in the last few decades toward gaining workplace equality. However, in a continued effort toward moving forward, there needs to be a promotion of empowerment for women and giving them the autonomy needed to manage their own lives. The reality though, is that the phenomenon referred to as the glass ceiling does exist. “The ‘glass ceiling’ can be described as an ‘invisible, but impenetrable barrier which prevents women from reaching senior positions...
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...Sociology 1 5/15/2014 Final Exam: Short Answer Questions 1. Class Stratification Describe the social class system in the U.S. In United States have six social classes, from the top to low, there are upper classes which is top-level executives, celebrities, heirs, income over fifty thousands and have highly education, second is new money class which is people inherit a huge money from their family. Thirdly is middle class which is people having highly educational and also have their professionals like lawyer and doctor. Fourthly is working class which is people have low educated or technical training, they always is blue-collar worker and worker. Also they have a union. Fifth is working poor class which is people have lower educational, usually work in the lowest-paying jobs. The last one is poverty level which is people can’t meet their basic needs. Discuss how class shapes life chances using segments from the film, People Like US: Social Class in America below: The working class vs. the middle class In the work, the working-class people more easy to injury at work than the middle class t. And, the working class people are least possibly have the extra money to buy essential, moreover luxurious things and holiday. The social class in US, the middle class family has the better survival qualifications, therefore they have the social activity, and their child can have a better education compared to the working class people. “Bourgeoisie Blues” – the black middle class ...
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...Helping Women Climb the Ladder: How Corporations can Profit from Gender Diversity The need to make a commitment to encouraging diversity is paramount in today's business world. Executive women leadership can help corporations at the board level with success, find creative ways for face challenges, and spot talent within and outside the corporation while making the boardroom more innovative. Unfortunately, business women do not possess equal access to leadership. They face complexities not encountered by business men because of continuing uncertainties about their ability to lead. Requiring a diverse boardroom is a smart and practical way of bringing a different perspective and most assuredly value to the workplace. If every corporate board had at least one female board director, imagine the creativity and respect that would transpire. Women are working longer hours and the days of the "typical" stay at home mom are now becoming the stay at home dad. Business women have their sights on achieving an executive leadership position at the top of any corporation. Businesses must realize that there is something missing with boards being presided, managed and directed by all white males. In today's society, the word is inclusion, not exclusion, and it is robbing companies and society of talent and perspective that would benefit any firm by having the other half of the working population in the room. An integrated and diverse network of employees is a smart and practical way...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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