Gender Inequality

A majority of women across the world are highly accountable for home duties, and child rearing, while men on the other hand are bound for working in higher paid salary jobs. As of a result of this, inequality amongst genders has turned into a controversy in the workplace. And due to this gender inequality, women have been led to poorly paid gender typed positions. The gender pay gap negatively impacts individuals and some elements that play a major role in this issue are: work experience, independent skills, specific length of time at a company, and the level of education the person has obtained. However, the

According to Johansson et al (2005) “differences in the educational requirements for jobs have contributed considerably to gender earnings inequality.” Kara (2006) demonstrated that women get remunerated less with no formal schooling, however, the wage gap decreases among genders with higher education. Gregorio and Lee (2002) also found that higher educational attainment led to more equal income between men and women. Kara (2006) found that women with high school and college degrees are more likely to work than women with lower levels of education. A study done by Löfström (1989) found that returns for women to education and to work experience are far lower than men. According to Johansson et al (2005), in a decomposition analysis he found that the measured differences in jobs and qualifications between women and men can account only for between two-fifths and three-fifths of the gender wage

In modern america sexism is slowly diteriating, but it has not complitly disappeared. Women have worked hard to become astronaut, Ceos, presidentsdoctors and more, but even with these accomplishments women are still discriminated against. Women face a variety of stereotypes in the work place that prevent them from progress, some company's really think that women don't need equal pay because they are not the head of the house hold and their husbands paycheck should do the job. Other business corporations believe that women can not committed to a job because they are the primary caregiver of their children which causes companies to lose money every time there is an emergency. "The paradox is that the world of rigid and hierarchical sex roles

Even with women’s increasing workplace successes over the passing years, the gender wage gap continues on. Scholars and researchers descriptions of the pay differences are explained at vaguely two different levels. There are individual differences in workplace results that are sometimes credited to gender specific preferences. At the college level, institutional practices may hinder women, or certain laws in place can balance out the results of these practices. We’re making an effort to rise above this separation by examining the wage gap at both levels; our study plans to contribute to filling this gap.

The idea that men make more than women at the same jobs simply because they are a different gender has been an active point of discussion over the past five decades. The issue has spread to almost everything that has any connection to the working world. Even the United States government feels the need to acknowledge this issue by putting things such as “she earned seventy seven cents for every dollar that he earned” on the White House website. This seventy seven cent statistic is what the corporate world today refers to as the wage gap. The wage gap compares all of the full time men’s earnings and all full time women's earnings averaged together. This idea of unequal pay had not really gathered steam until the early nineteen sixties when the Equal Pay Act of nineteen sixty three was passed (Understand). Even though the Equal Pay Act required that all workplaces give equal pay for equal work, men were, and still are, making a larger average earning than women. This is one of the most repeatedly talked about topics in the business world, and because of the controversy that comes along with it. There are many good points and suggestions that have been made over the past decades to fix or forget the issue all together, but none have successfully put both sides to rest. The truth is that the wage gap simply

“In 1979 the weekly earnings of white females were about sixty-two percent of the white male weekly earnings (Bureau of Labor Statistics, 1994).” Major and Konar investigated this issue among students at a college that they sampled. Exactly what was expected was discovered that females in general had lower starting salaries and lower career peak salaries. The explanation that was given was that “Women might differ from men in career paths, job inputs, comparison standards, and job facet importance.” Major and Konar discovered that men usually expect more and are less likely to settle than women.

Income is a necessity that millions of men and women rely on. While advances in technology continue to develop, the need for educated workers is expected to increase as well. Because of this, the belief that a college education will ensure a well-paying job and a life of success is still a motivating factor for many students. But what if perusing a degree in order to obtain these positions meant that you still earn less than your male counterpart? Although this situation may seem unreal to many, millions of educated women experience an unjustified wage gap in the United States. While income does change with advances in education such as earning a masters or doctoral degree, wage

Bias, prejudice, and discrimination are issues that are still prevalent in the world today. These issues can include: gender, race, ethnicity, or even religion. A common dilemma that the nation faces today is gender discrimination in the workplace. Women who possess the same level of competence and aptitude as men are still getting paid less in the same careers. Studies show that, “Women are paid 79 cents for every dollar paid to men” (Goldin). How can this inequality be solved? It can be easily resolved by paying men and women in the same careers equal wages.

In “Behind the Pay Gap” the authors focus on how choices made by the post-secondary graduates affect gender wage inequality and present ideas for narrowing this gap (Dey and Hill, 2007). A year after graduation, females who worked full time earned about 80 cents for every dollar that males earned (Dey and Hill, 2007). Through regression analysis, weekly pay after a year out of post-secondary school, a dependent variable, was set as a function of workers’

Throughout this literature review paper research will help address current pay inequalities, the inequalities of leadership positions, and stereotypes among women within the workforce. Though many feel the inequalities of women within the workforce have improved today, which they have compared to 5 to 10 years ago, there still needs to be major adjustments. This research is needed to pinpoint what is necessary and who, what, when, where, why, and how is to blame. It is not always the organization to blame for these inequalities or stereotypes between women within the workforce. Women themselves must be looked at as a contributing factor as well. Why? Because woman tend to feed off what others are “insinuating” about their gender/sex,

I examined different professional industries in The United States to get a familiar understanding of gender inequality around me. Gender inequality does not particularly favor one sex in every professional industry. Joanne Lipman’s article, "Let’s Expose the Gender Pay Gap," dealt with professional women in the work force and the gender pay gap that exists between professional men. There is also a distinct gender gap between a woman and a man asking for a raise or promotion within a company. “Female doctors and surgeons, for example, earn 71 percent of what their male colleagues make, while female financial specialists are paid just 66 percent as much as comparable men. Other researchers have calculated that women one year out of college earn 6.6 percent less than men after controlling for occupation and hours, and that female M.B.A. graduates earn on average $4,600 less than their male classmates for their first jobs.” (Lipman). There is a statistical gender pay gap in The United States that is undeniable.

Gender equality in salary is always unfair. Men employees always receive higher wages than women employees had received. Companies would like to hire men employees compared to women employees because they believed women employees are weak and cannot competent in the workplace although they have abilities and skills. As a conclusion, our research has proven that this theory was true.

Throughout the years women have made great effort to become equal to men. This effort has led to great advances in the movement, but not all of the problems are solved yet. One of the main problems as of right now is the unequal treatment of men and women in the work place. Women are not equal to men in the workplace because of unequal pay, a lack of women in managerial positions, and sexual harassment in the work place.

The most obvious gender inequality that we hear about in the United States is the gender pay gap between men and women. Research has shown that even after only one year of graduation, males and females, are making different salaries, even though they have similar amounts of experience and the same degree. In fact, women are only making around 80% of what men are (Goldberg, 2007). As many of these individuals are just starting their working careers, there are very few outside forces that could be impacting this wage gap, such as having children and a family. This means that there is a very obvious and deliberate difference in pay based on gender. The article goes further to take a look at the wages of individuals 10 years after graduation and the pay gap is even more

Although women have made rapid gains in their level of labor market activity,they have made much less progress in attaining wage parity with men(Smith and Ward 1989). That the career experiences and advancement of women is different from those of men has been documented across many professional areas, with most studies finding that men advance faster, further,and with greater compensation (e.g. Cohen & Gutek 1991,Jagacinski et al 1987,Morgan et al 1993, Schneer & Reitman 1995). Research has consistently found significant disparities between the salaries of working men and women (e.g. Corzine et al 1994, Stroh et al 1992).Often these differences are found even when controlling for education, age,experience, and performance (e.g. Cox & Harquail 1991). To explain these salary differences, researchers have considered the influence of multiple roles.Apparently the number of roles may interact with sex, so that marriage and parenthood is associated with higher salaries for men but lower salaries for women (e.g. Cooney & Uhlenberg 1991). Another hypothesis is that the gender wage gap is due to women’s disinclination to negotiate over salary; however,empirical evidence fails to support this notion (Gerhart & Rynes 1991). Finally,a number of researchers have studied the relationship between job evaluations and gender type of jobs, arguing that bias in job evaluations explains the lower salaries associated with female-typed jobs (e.g. Mount