...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, Wage Gap, Discrimination, Equal...
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...GENDER WAGE GAP INTRODUCTION Nowadays there are a lot of women graduates from universities, master programs and colleges. Also some studies showed that women are doing better in school then men (Buchmann, 2006). So why are women still not getting paid equally as men? We see that the gap is getting narrower and narrower throughout the years. However, pay gap between men and women still exist. After World War II, women were paid 60% of what men paid. This situation got better in 2000s. Studies showed that in 2009, women earn 80% of what men earn after one year they graduate from college (Day and Hill, 2007). Even though women's level of education is getting higher throughout the years, this improvement is not enough to getting pay equally as men. Women are continuing to earn less than men on average, and the convergence is not enough to compensate the gap in the upcoming years. This paper focuses on the worldwide gender pay gap and it gives general insights about the issue. I will try to explain the reasons of the gender pay gap between men and women. At the first part, I will briefly look at the issue historically. I will try to explain the trends of pay gay throughout the years. I will analyze the gender wage gap starting from the post World War II period. At the second part, I will explain some theories and studies about the reasons of gender wage gap. Some theories attribute this situation to “gender-specific”...
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...REFERENCES 1. Ashton, Deborah. "What HR Can Do to Fix the Gender Pay Gap." Harvard Business Review. Harvard Business Review, 02 Dec. 2014. Web. 08 Oct. 2015. 2. What We're Watching in the Gender Wage Gap. (2010, September 1). Retrieved October 8, 2015. 3. Neale, M. (2015, June 29). More Reasons Women Need to Negotiate Their Salaries. Retrieved October 8, 2015. 4. Maatz, L. (2014, April 5). The Awful Truth Behind the Gender Gap. Retrieved October 9, 2015. 5. Smith, K. (2014, April 10). The Gender Pay Gap Is Just the Beginning of America's Pay Inequity Problem. Retrieved October 9, 2015. 6. The Simple Truth about the Gender Pay Gap (Fall 2015) (AAUW: Empowering Women Since 1881) 7. Mind the Gap: How One Employer Tackled Pay Equity. (n.d.). Retrieved October 9, 2015. 1. It’s no secret that women are paid less than men, even when occupations are held constant, and even when those occupations are high-pay and high-skill. According to the Bureau of Labor Statistics, the median weekly earning for American female physicians working full-time is $1,497, while for men it is $2,087. A 2013 BLS report shows pay inequity by occupation for women of all races: women in architecture and engineering occupations earn 83.7% to the dollar in comparison to men and in computer and mathematical occupations 81% to the dollar in comparison to men. When Forbes analyzed 2012 median weekly earnings of full-time wage and salary workers data from BLS for the top-paying professions,...
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...differences in male and female wages using data from Statistics Canada’s annual Survey of Consumer Finance (SCF) and Survey of Labour Income Dynamics (SLID). In addition to information on annual income, this study also looks at hourly wage data, which is a more precise measure as the earnings data series takes into account the price of labour as well as quantity (i.e. individuals’ work/leisure preferences). This study looks at the variables of race, highest achieved level of education as well as age to examine the existence of a wage gap. Like other studies, we have found that males have a higher wage in each of these areas, with females earning an average of 80 – 87% of the males’ average. Furthermore, we have examined the existence and size of a wage gap in three industries; law, nursing and the education industry. Finally, we looked at the Canadian gender-based wage gap statistics compared to International gender-based wage gap statistics. We deduced that there is, indeed, a wage gap in each of the mentioned industries, and can be partially attributed to human capital theory and occupational segmentation theory, however, a substantial portion of the gap remains unexplained. 2. General Existence of Gender-Based Wage Differentials in Canada The existence of gender based wage differentials in North America have been well documented for decades. Although female-male wage ratios have closed significantly since the mid 1980s, progress in wage equalization has seen some stabilization...
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...Final Paper Introduction In this paper we will be exploring and analyzing the disciplines of business communication and organizational leadership. In regards to these disciplines we will be looking at their history, three bachelor’s degree programs, 3 masters programs, hot topics in these fields and also be looking at peer reviewed articles in these fields. We will also use these disciplines to investigate the real-world challenge of the gender pay gap by using existing peer-reviewed literature of Business Communication and Organizational Leadership. “Some scholars see business communication as a hybrid discipline with broad theoretical traditions in rhetorical theory, communication theory and management theory making business communication the intersect of such (Shaw, 1993: Smeltzer, Glab & Golden, 1983); while other argue that to identify the field of business communication the conceptual problematic underlying its intellectual inquiry should be examined, rather than by its instructional practices or vocabulary (Murphy, 1988). It seems that research on this subject started in 1993 with Dulek, R.E. 1993). Models of development: Business school and business communication, there are also text book themes that have emerged from 1910 to 1974. Familiar items that have emerged are: human relations and consumer behavior” In order to get a business communication degree from ASU a person must take an array of different courses. Someone must take communications courses, managements...
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...The article “Gender, Pay and Work Satisfaction at a UK University” by Maria Smith is an exhaustive quantitative study of a particular state employer. The paper analyzes the facts and figures on salary and examines results from a staff satisfaction survey held at a UK University (University A) and discusses the ‘paradox of the contended female worker’. This paradox states that although women earn less than men, their satisfaction with the payment seems to be higher than in the men’s case – despite of disadvantages such as job security and content, promotion opportunities and sexual harassment (Crosby, 1982). Also, the author explains that these gaps vary from institution to institution. The purpose of the article is to contribute to the small amount of the existing job satisfaction research for men and women working at higher education institutions. The study described in the paper focuses on the satisfaction levels of two groups of University A staff – the administrative and academic teaching staff. Despite all efforts in the past, gender pay gap has persisted to the present time and takes place even at higher education institutions in the UK, where a clear agenda on pay equality, as negotiated by various organizations and unions, should exist (Smith, 2008, p. 622). Still, studies show the existence of pay gaps between genders and conclude that women have less promotion opportunities and a lower chance to earn as much as their equally ranked male colleagues (Blackaby et al...
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...Wages: Is There Really a Gender Pay Gap Abstract The wages used in the following research paper were taken from a population of 100 workers and divided by 12 descriptive statistics. The purpose of this research is to determine if there really is a gender gap with wages. The following descriptive statistics were used: wage, industry, occupation, education, location (from the south or not from the south), non-white, Hispanic, female, ex-military, marital status, age and Union. This research paper will include the problem statement, research question, hypothesis, definitions, presentation of data, conclusion, implication, recommendations and reference page. This research paper is composed from peer reviewed journals and references are available on the last page of this research paper. Wages – Is there really a Gender Pay Gap Introduction Is the United States work force still facing the issue of gender pay gap? According to The American Association of University Women (AAUW) it’s real, it’s persistent, and it’s undermining the economic security of American families. This research paper will define that there is indeed a pay gap between men and women working full time in the United States. (Linda D. Hallman, CAE AAUW Executive Director, 2012) Problem Statement The American Association of University Women (AAUW) has been on the front lines of the fight for pay equity since 1913. AAUW members were in the Oval Office when President...
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...In spite of the work and legislation behind the Pay Equity and Equal Pay for Equal Work commission, a gender wage gap persists (Canadian Women, 2017:1-4). According to Statistics Canada, the main causes of gender wage disparity since 2010 (Statistics Canada, 2017: 16) include the differences in hours actually worked (as 75% of those that work part-time are women), women’s greater responsibility for caregiving, women’s educational and career choices as a result of socialization, and discrimination, stereotypes and societal norms probably account for remaining and persistent 7% (Bredtmann & Otten, 2014: 303-304). This demonstrates the relevance of occupational segregation, as men are more likely than women to major in business or in STEM fields...
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...matter the age, a white man is paid much more than a black or Mexican man. A white woman is even paid more than both ethnic genders. A women of color is paid less than their male counterpart, not to mention the gaping wide wage gap between women of color and a white man. The many factors leading into why the wage gap exists or still exists is that men are stronger, and deserve bigger salaries. This is the main idea of sexism, and that women should earn less than then men. When in some cases, the women have...
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...One of the most discussed inequalities in the United States is the inequality regarding pay due to gender. People all over the country and even the globe are affected by this inequality. Whether it is unfairness in the workplace due to career choice influenced by gender or more specifically, job title held, payment inequalities are relevant more than ever in today’s society. In this paper I will look into the benefits and consequences of payment inequalities due to gender and recommend why salary should be equal regardless of gender. People preforming the same job duties day by day are not seeing a horizon in the equality of wage based off of work done. Rather they are seeing an inequality due to their gender. Companies with this inequality...
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...The gender wage gap is the difference between what a woman makes and what a man makes. It’s a form of discrimination against women. The gap is calculated by comparing the average wages of each gender annually. The wages used are only for full-time year-round positions. According to the 2016 data of Bureau of Labor Statistics, the difference is that the average man makes $1.00 for every $0.82 that a woman makes. This means that women make 82% of what a man makes. The numbers change when one considers a different ethnic group. Reports from the Institute for Women’s Policy Research state that Latina women earn 54.4% of what white men earn. African American women fare slightly better; they earn 62.5% of what a white man makes. The only race that is considerably better than every other race comparative to the average white man is Asian American women, who make 86.8% of what white men gain. Both women and men within their ethnicity have slimmer gender pay gaps due to the lack of intersectionality. One factor of why the gender wage gap exists, is horizontal segregation of the labor force. This means that women have jobs that are considered less valuable than what men typically take as a job. Women could have the same education...
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...Impact of Trade Liberalization on Gender Wage Differentials in India’s Manufacturing Sector* Nidhiya Menon, Brandeis University Yana van der Meulen Rodgers, Rutgers University April 2007 Abstract: As trade liberalization in India has unleashed a new wave of competitive forces in the economy since 1991, firms have faced growing pressure to cut costs in order to continue production. This study addresses the question of whether the increasing competitive forces from India’s trade liberalization affected the wages of male and female workers differently. Neoclassical theory implies that costly discrimination against female workers should diminish over time with increased competition (Becker 1971). We incorporate this idea into a theoretical model of competition and industry concentration in which the net impact of international trade on the gender wage gap could be positive or negative depending on the initial size of Becker’s discrimination coefficient. Our study tests the theoretical model using repeated cross sections of India’s NSSO household survey data merged with trade and production data from 1983 to 2004. We employ OLS and Fixed Effects techniques at the industry level to estimate the relationship between the male-female residual wage gap and measures of domestic concentration and international trade competition. Results indicate that increasing openness to trade is associated with a widening in the wage gap in India’s concentrated manufacturing industries...
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...Abstract The purpose of this paper is to discuss if pay equity legislation has worked to eliminate the wage gap between males and females in the workforce. This paper will discuss current pay equity legislation. Federal legislation includes the Canadian Human Rights Act, the Equal Wages Guidelines, and the Canada Labour Code, Part III. Provincial legislation includes the Ontario Pay Equity Act. This paper will also cover a brief time line of the history of pay equity and who is actually covered by pay equity legislation. Lastly, this paper will discuss the gender wage gap and why it exists. Graphs from Statistics Canada will aid in demonstrating the current wage gap and the significant difference in pay for males and females. Has Pay Equity Legislation Worked? Men and women are different in many ways, physically, genetically and anatomically; however they are the same in that they are both human beings who have a right to fair and equal treatment. All throughout history women seem to have taken a back seat to their male counterparts, as women were not officially deemed persons until 1929 after a Supreme Court hearing, they had to struggle to get recognition in the workplace, and to this day are continually fighting for pay equity in the workplace. Pay equity is defined as “the principle that men and women should be compensated equally for work requiring comparable skills, responsibilities, and effort” (Pay Equity, n.d., para. 1). The goal of pay equity “is to stop discrimination...
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...100 Employees? The year 2012 statistics show that full-time employed women earned just 80.9% of the salaries of their male counterparts in the United States. The number for 2011 was 82%. The pay gap is now as wide as it has been since 2005, following on the heels of six years of progress. The figures look even worse for some workers. In management professions, men earn $1,328.00 each week while women earn $951.00– A 71.6% gap, for financial professions, it’s 74% and in legal occupations it is 53.7%, (Bureau of Labor Statistics. 2012). Based on this information, a man would make $100.00 compared with a woman making just $80.90... The financial services employed male would make $100.00 compared to only $74.00 for the female (based on Bureau of Labor Statistics)... Employers are not complying with the current EEOC laws as the pay gap is becoming wider, especially in some professions. The EEOC law should be changed to require them to conduct audits of employers with more than 100 employees, to assure compliance with the law. The Fair Labor Standards Act of 1938 was updated in 1963 when congress passed the Equal Pay Act, clearly stating that employers cannot discriminate on the basis of sex by paying wages for equal work less than wages paid to the opposite sex. The problem is that the EEOC who administers the law is a reactive rather than proactive body. They respond and investigate when complaints are received, and even then, all cases are not...
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...Education’s Effect on the “Wage Gap” A hot-topic that continues to be a point of emphasis across not only the United States economy but the world economy as a whole is the ever-increasing gap between the upper-class and lower-class. The recent recession in the United States has intensified the subject seeing the top one percent of incomes in the country rise 20% in 2012 as opposed to some other lower-class incomes falling as much as 18% throughout that same timeframe. Other countries have seen similar issues between the two classes and the path toward extinction for the “middle-class.” In-order to combat this trend, some countries have instituted economic policy changes specifically around education. The following will explain how education and the wage gap are related, what the situation is currently in the United States, and what other countries are doing to combat the wage gap which the U.S. can learn from. In order to understand how education has an effect on the wage gap, it is first important to understand the labor market and how wages are determined. “The Marginal Productivity of Labor” is the additional output produced by the addition of one more labor worker holding all other inputs fixed. “The Law of Diminishing Marginal Productivity of Labor” says that the more workers there are (again, holding all things constant) the lower the total productivity per worker will be. This is comparable to having a factory with only one machine. If more...
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