Gender Wage Gaps

It is not up for debate whether women are discriminated against in the workplace, it is evident in census data; in 2013, among full-time, year-round workers, women were paid 78 percent of what men were paid. It is said that the organizations that are pro-equal pay, including some unions, support the idea that the government should set wages for all jobs. To the contrary, the organizations that are proponents of equal pay are not for job wages being set by the government-they wish to have the discrimination taken out of pay scales from within the company. Commonly, this pay gap is attributed to the fact that women in the United States are still expected to attend to familial obligations over work.

The gender wage gap has been around since women began having jobs and careers. Though in the beginning the gender wage gap was purely do to discrimination by social stereotypes, now it has become more complicated than that. The issue today has evolved into a complex issue which combines our American culture with business economics. As a result, some are skeptical of the issue and some are very adamant in their beliefs. The issue encompasses not only gender stereo types but also educational, government policies and business’s best practices.

The gender pay gap in is the difference of paid between a man and a woman doing the same work. This is not just a United States problem as it can be seen across the world in many fields of work. There are many factors that contribute to the gender pay gap and there is not one clear solution for these issues. Regardless of a solution the results of the wage gap are apparent, it mainly effects women as it lowers their wages as they are paid less for equal work, have penalized them for having children, and shows bias within employers. It unfair that women are getting frequently paid less regardless of education, age, and field.

You see charts and graphs of different types, shapes and colors used by writers all the time. But have you ever thought of the reason for that or what role they have? Are they a critical piece in the article or do they just sum up information and gather numbers in one place? To engage these questions, I will consider the visual presentation of the gender wage gap between men and women by different journalists. By the time you finish reading this essay, you will learn many facts about the graphs, how they convey quantitative information, and how they differ from the language. Aside form the graph 's positives you should be aware of their potential for manipulation and that they are not as reliable and unbiased as they might look.

The extensive studies conducted over the past 50 years on gender based wage gap show that even though the gap has narrowed over the years, it still irrefutably exists. The laws such as The Equal Pay Act of 1963, which prohibit gender based wage discrimination, and The Civil Rights Act, helped reduce the wage gap over the years but did not help eradicate it. Numerous studies and scholarly research continue to show the differences in the earnings of men and women, for equal work. Figure 1 shows the wage discrimination from the 1960s to the year 2015.

economy has changed enormously. They are increasingly holding positions in management, and we are lead to believe the pay gap between men and women are now balanced. In 1963, President Kennedy signed the Equal Pay Act creating it a law that makes different pay wages illegal due to gender based work quality. In the 1960’s women in the United States earned an average of 59 cents for the dollar men made in equal positions. (Gender, Web). Today almost half of the workforce consist of women and are the main source of income in four out of ten households. A review of the year 2013 shows that female full-time workers only received 78 cents to the dollar earned by men (Pay,

Wouldn’t you agree that wages and opportunities should be based solely on the qualifications and achievements of the individual and not on gender? (Rhetorical Question)

President Dwight D Eisenhower once said “People talk about the middle of the road as though it were unacceptable. Actually, all human problems, accepting morals, come into the gray areas. Things are not all about black and white. There have to be compromises. The middle of the road is all of the usable surface. The extremes, right and left, are in the gutters”(“Dwight”). When analyzing many situations, the contributing factors between one result and another are much more complicated than just black and white or wrong and right. These factors, or the gray area, contribute to the many possible solutions to the problem. The gender wage gap is often presented as a black and white topic, one with no middle ground. Either yes, there’s a huge problem

I. In conclusion, if women are working the same hours as men, doing the exact same job, and working just as hard as men, then their hard work needs to be evaluated equally and reflect in their pay the same as a man.

Is it fair that the average woman makes twenty three percent less of what men make? Many statistics have shown that women make seventy seven cents less for every dollar men makes. The idea that women shouldn’t be compensated the same amount as men is idiotic and should be amended. I think many women who are well educated just like men and have the same qualifications are still falling behind. Everyone should be able to be respected and paid equally for what they work. There are three main arguments for me taking my positions against the idea that the gender wag gap doesn’t exist. My first argument is, many women who are in the same profession as men get paid different salary because of stereotypical

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.

According to the Real World, the conflict theory is, “a paradigm that sees social conflict as the basis of society and social change, and emphasizes a materialist view of society, a critical view of the status quo, and a dynamic model of historical change” (Ferris and Stein, 2008). This definition is spot on when analyzing the gender wage gap. Tensions and conflict arise when power and social standings are unequal, such as women’s wage. This has been a conflict for many years.

In this paper we have conducted research of the gender wage gap in Europe and the US. The aim of this paper was to analyze the gender wage in the US and European countries and describe the current situation regarding this issue as well as provide some evidence that gender wage gap exists in these countries.

In todays society, the gender gap in pay still exist all over the world, mainly because women for example are educating themselves and applying for jobs that is male dormant since they were given the rights to do so if they choose. Before back in the day’s women won’t allow doing certain types of jobs and still in society they are ill-treated or receive low incomes for those types of jobs. No male wants a female to have a higher income than them not even in the household, other wise it’s proven to show that they feel less of themselves. According to the text masculinity or femininity has a lot to do with this difference, men would also be highly paid because you wont see a women doing a job in the oil field and even if a woman is seen working

According to Boris Hirsch and associates, gender wage gaps should vary among densely populated regions and less densely populated regions. Using an estimating Mincerian earnings function that controls for individual characteristics and reflecting the productivity of the worker, we are able to get the ceteris paribus of the gender pay gap that will not be able to be explained by any differences in the productivity of workers. They also used the approach developed by Oaxaca and Blinder which estimated two separate earnings functions- one for men and one for women. They then decompose the gender pay gap into two parts- an explained part due to different endowments in workers characteristics and an unexplained part. This is known as the Oaxaca-Blinder decomposition (Hirsch et. al., 2009).