Employment: The Justification of Unequal Pay Essay

Equality Act 2010 is the law that bands unfair treatment and helps achieve equal opportunities in the work place and wider society.

where comparable to men’s work must receive equal pay; Equal pay for work of equal value is

“Join the union, girls, and together say Equal Pay for Equal Work” -Susan B. Anthony. Countless women, even here in the U.S. have some sort of the wage gap. The wage gap is the difference between the median earnings of women relative to median earnings of men. In this case, women earn a significant amount less than men. Although the wage gap has gotten smaller over the years, the wage gap still has a long way to go. Women deserve better than just minimum earnings. Full time, working women should obtain the best promotions and benefits. Women that work just as tough and have the equivalent qualifications as men do still earn less, and that is just unacceptable. The wage gap should be abolished on behalf of women of color and their struggle, equal pay is a global problem, equal pay benefits employers and workers, and the wage gap accumulates over time.

According to statistics, there are disparities with pay in the workplace. Men are paid more in wages, comprehensive packages, and benefits than women who performed the same job responsibilities and roles in the workplace. The big question is why are women being unvalued? Since, this is a common practice in the workplace, is this fair to both genders and is this the most favorable outcome for the greatest number affected by this business practice? The Equal Pay Act of 1963 was passed to eliminate this type of discrimination based on sex with paying wages to employees, in such establishment at a rate less than the rate at which pays, wages to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions.

Imagine what an extra 20%, or more, in your paycheck could do for you. Maybe it would be the difference between just scraping by and having a little discretionary income. Now, imagine being paid based on your own merit, and not some sliding scale which has historically favored men as the breadwinners of the family. Unfortunately, for most women, equal pay is still a dream. Today, as throughout history, there exists a gender pay gap where women are paid $0.79 to every dollar a man makes. Minority women make even less. Women, of course, have always known this gap exists, but they have had little power to change it.

The Equal Pay Act set in the United States in 1963 is a labor law removes the wage inequality between men and women. This was a law that was specifically designed so that everyone is required to be paid the same amount. If a man and a woman are both working the same job title in the same work place there should not be any difference in the amount of pay received. The creation of this law was much more important than many people realized, because women were completing the same jobs but offered less money because of their gender and not quality of their work.The sole purpose of the equal pay is give women the same ability to make a living as a male, which closes the gender pay gap and keeps women for being paid 78 cents on a dollar. This pay act helps hold the employer accountable for making sure no one is not being compensated for things in their job description. In this paper I will speaking about The EEOC Sues Checkers and the Phillips V. Marietta Corp which are two specific cases that shows how people have been discriminated against because of their gender, this highlights the importance of The Equal Pay Act and what it actually stands for.

One problem that Americans are facing is the inequality between men and women, whether it is in everyday life or in a professional atmosphere. One step that has been taken toward equality was introduced with the Equal Pay Act of 1963, signed by President John F. Kennedy. This law was the first affecting the amount of job opportunities available for women and allowing them to work in traditionally male dominated fields. On the outside, this would sound like a solution where nothing could possibly go wrong, but it is not.

The Equal Pay Act 1970 (1984)- says that women must be paid the same as men when they are doing the same job.

the world and significantly impacts the gender wage gap; “Inequality regimes are the interlocked practices and processes that result in continuing inequalities in all work organizations” (Acker, 2006). Not only does intersectionality affect women already in the workforce we must take into consideration that it also affects women trying to get into the workforce. When applying for jobs or going for interviews intersectionality plays a huge role. Not only are women being paid less once they get the jobs they are also having to put in more time going to multiple interviews which is considered unpaid work. Whereas, a Caucasian male would only have to attend one or two interviews, a disabled, Native woman would have to attend four or five in order to receive a job. Thus, intersectionality effects the wage gap and it effects the process of even getting a job in the first place. In order to fully understand the wage gap, one must first explore intersectionality and try to eliminate the stereotypes that exist around women of color for example. We must conduct research first on intersectionality because it is deeply rooted in our society and intersectionality is not considered or even talked about when the legislations pass these bills to try to eliminate the gender wage gap. In order to eliminate the gap, we must first learn about the problems that are deeply rooted in society; “…useful in analyzing organizational change projects to better understand why these projects so often

In the case of London and North Railway Co v Berriman , the literal interpretation produced an injustice that Parliament in all likelihood under no circumstances purposely meant to. The legal issue in this case was the contrast in the nature work produces, which does not alter the level of risk employees are subject to.

Equal Pay The Equality Act 2010, which encompasses the Equal Act 1970, made it unlawful to pay men and women differently if they were employed in :

Over time, both the volume and complexity of employment law that originates in the EU has grown considerably.

In 1970, the Equal Pay Act was introduced. It requires employers to provide equal pay for equal work. The Sex Discrimination Act enforces fair recruitment policies. The European Equal Pay Directive and the Equal Treatment Directive are also in force.

The general principal behind this act is to ensure employees welfare and quality of life is safeguarded. Employees should therefore welcome and support any effort by the organization to adhere to its recommendation. Furthermore, adhering to this law ensures compensation discrimination is avoided. This is especially true considering FLSA was amended by the Equal Pay Act (EPA) in 1963. As a result, employers are restricted from paying unequal salary based on ones gender. Employees should be compensated equally provided they perform similar jobs, encompassing similar responsibilities and under same conditions (Ross, 2011).

Treating employees fairly in relations to pay is important for both employee and employer. The Equal Pay Act 1970 was introduced to ensure that women and men are paid the same for the same role. Organisations that actively treat all employees the same in relation to pay promote retention of employees. Employees won’t be underpaid for the work they do in relation to a colleague in a similar role, employees won’t feel discriminated against thus performance of work isn’t effected. The