...Speculators all over continue to ask this question: why do women typically get lower salaries than men? This question is commonly brought up in the writings of many authors, and more specifically, it is addressed by Thompson in her article as well. In addition to discussing the wage gap between men and women in certain jobs, the metaphorical glass ceiling effect is presented as a reason why women are paid less than men. Thompson rationalizes that women choose to pursue careers that have lesser salaries. As an example, women are more likely to get jobs in areas of child care or obtain jobs as cashiers and dishwashers in comparison to careers in business or healthcare (1). The glass ceiling effect explains that women usually put up barriers around themselves, solidifying the notion that they cannot be successful in advanced careers because of their gender. Thompson’s article offers examples to support this effect. Essentially, both Fredrickson and Thompson take on the general concept of the wage gap that still exists within America, but Fredrickson only focuses on the actual gap itself, using statistical evidence to prove that women get paid significantly less than men in any given position. Thompson, on the other hand, offers another key point in determining why women get paid less than men...
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...35 years ago, the women’s liberation movement raised the hopes and expectations of a generation of women. This movement challenged the prevailing notion that women were supposed to spend their entire lives engaged in housework and raising children. It demanded equal pay for women in the workplace, publicly funded child care, and the legalization of abortion. It challenged sexist stereotypes of women and the ideal of the traditional nuclear family, which often tied women to abusive or oppressive relationships. While the Ozzie and Harriet myth of the nuclear family—with a male breadwinner and stay-at-home mother—never really existed for many working-class Americans, the women’s liberation movement altered people’s ideas about the role of women...
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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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...Micro-Macro Linkages Between Gender, Development, and Growth: Implications for the Caribbean Region Stephanie Seguino Professor, Department of Economics Old Mill 340 University of Vermont Burlington, VT 05401 Tel. 1 802 656-0187 Fax 1 802 656-8405 Email sseguino@zoo.uvm.edu July 2008 Acknowledgements: I am grateful for helpful comments and insights from Rhoda Reddock, Christine Barrow, Caren Grown, three anonymous referees, and participants at the Building Capacity for Gender Analysis in Policy Making, Programme Development, and Implementation: Research Seminar and Workshop, University of West Indies, Barbados, November 2007. Micro-Macro Linkages Between Gender, Development, and Growth: Implications for the Caribbean Region Abstract Over the last two decades, scholars have investigated the two-way relationship between gender inequality on the one hand, and economic development and growth on the other. Research in this area offers new ways to address the economic stagnation and crisis developing countries have experienced over the last two decades. This paper contributes to that literature, exploring the channels by which gender inequality affects, and in important ways, constrains economic development and growth in the Caribbean region. It further explores the endogeneity of gender inequality to the macroeconomic policy environment. The paper concludes with a discussion of economic policies that can promote a win-win outcome—greater gender...
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...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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...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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...Eloïse Stark Midterm Essay How to explain that women still get lower wages than men in the OECD countries? In western countries since the Second World War, women’s growing participation on the labor market has been one of the most profound transformations not only of the economy but also of society as a whole. Dual income families have become the norm and in a bid for sexual equality, most OECD countries have created laws to protect pay equality for men and women, such as the Equal Pay Act in 1963 in the US, or the article 119 of the EEC treaty. Nonetheless, women continue to earn less than men in all OECD countries. There are different ways of measuring this. Comparing annual or monthly earnings shows the difference between what both sexes “take home”, which is interesting from a sociological perspective. However we shall focus on the “gender pay gap”, defined as the “the relative difference in the average gross hourly earnings of women and men working full time”. This shows the difference between the actual “price” of women and men’s labor, taking into consideration the fact that men work more hours on average. How does the gender gap stand today? Despite differences between countries the gender pay gap remains a persistent characteristic of OECD labor markets. In 2006, women earned an average of 16% less than men, per hour worked. … Although we can see a slow but continuous drop over the past few decades in all countries In OECD countries, which are...
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...Unpaid care work and its correlation to other social, political, and economic forces Gender inequality in unpaid care work is the missing link in the analysis of related to gender gaps in labor outcomes in three areas: gender gaps in labor force participation rates, quality of employment, and wages [Esquivel, 2013]. Unpaid care work and female labor force participation Firstly, the amount of time devoted to unpaid care work is negatively correlated with female labor force participation. In countries where women spend an average of five hours on unpaid care activities, 50% of women in the working age-population are active, i.e. employed or looking for a job [Esquivel, 2013]. However, in countries where women spend three hours on unpaid care...
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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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...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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...Women’s Changing Roles in the Context of Economic Reform and Globalization Shahra Razavi United Nations Research Institute for Social Development (UNRISD) Palais des Nations 1211 Geneva 10 Switzerland razavi @unrisd.org May 2003 (first draft: not to be quoted or cited without permission of author) Background Paper for the UNESCO Education for All Monitoring Report 2003: Gender and Education for All Introduction The 1980s and 1990s are frequently referred to as the era of globalization. While there is no consensus on what the term “globalization” means, for the purposes of this paper we use the term to refer to the greater openness of economies to international trade and finance, or external liberalization. The question that this paper will be tackling is how globalization has impacted on the growth of real economies in diverse regional contexts (Section One), their capacity to create employment (Section Two), and specifically how the new policy agenda has impacted on women’s labour force participation in diverse regional contexts and their enjoyment of social rights (Sections Three and Four). In addition to the available global data sets, the paper will be drawing on in-depth case studies from around the world in order to support the arguments that are being put forward. 1. International Economic Integration and Economic Growth The purpose of this section is to look at the growth implications...
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... The research conducted provided information to support the team’s collaborative efforts to provide a cause for the wage disparity between men and women. Credible information such as, the U.S. Census Bureau has presented statistics on women’s and men’s earnings for several decades. By analyzing a series of data, it was feasible to understand the trends in the wages. According to research analysis prepared by Consad Research Corporation, there is a difference. In pay directly associated with gender that dates back to three decades (Consad Research Corporation, 2011). Confidence Interval In addition to the Consad Research, information includes addressing data analysis using descriptive statistics, which included central tendency, dispersion, and skew data and statistical data using graphic and tabular techniques, was provided. A confidence interval was also computed to support the team’s conclusion. From our research the confidence interval is M 73.0 – 4.8 = 69.1 < M 73.9 > 73.9+ 4.8= 78.7Females earn 73.9% + 4.87 of male wages. The formulated problem statement supports a series of data collected from comparable scenarios. When we used statiscal analysis to project or reflect the earnings of women and men, we found no evidence on which we could base a prediction for a closing (or widening) wage gap. In essence, the findings support for the two lines to remain parallel, although the 90% confidence intervals (the range...
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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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...Factors Contributing To Pay Gaps in Australia Name: Institutional Affiliation: Introduction Factors that contribute to the pay gap in Australia and why the difference is more significant in some industry sectors than others. The labor market is composed participants who are basically men and women. The rewards of the labor market are wages. The concept of wages is complex and has to be considered critically by employers. One of the greatest concerns in the labor market has been the disparities in the mean income between men and women. Differences between wages received by participants in the labor market is measured by the gender pay gap. The differences arises due to various aspects that differ from one organization to the next (Cohen 2007). In Australia for example, the wages pay gap is computed on the basis of full-time weekly earnings excluding overtime and salary sacrificed pay. Currently, the wage pay gap in Australia stands at 17.5%. The gap has been fluctuating with small margins but the figure has remained unchanged overtime. Differences in income levels of men and women are, for this reason, an important economic and industrial aspect worth consideration. In order to address the disparities in the pay gaps, it is important to examine the possible reasons as to the existence of remuneration differences between men and women. Why does the difference exist? Well, the answer to such a query is often critical and complex. However, the real explanation is the fact...
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