cases
1 .What are the causes of the compensation gender gap? a) Firstly, male and female are greatly influenced and socialized by the individual family structure and values that males are more important or useful than females in society during their growth. b) Secondly, men and women have different job orientation, skills, and credentials when they enter the job. Men may learn more difficult but practically useful skills and have stronger passion to win causing by tradition to some extent. c) Thirdly, women are much less likely than men to use informal channels in obtaining jobs so that they can gain more compensation. d) Fourthly, companies pay men more than women due to taking men as the breadwinners according to the
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According to the cases, flextime is the most successful incentive keeping working moms on the jobs. This policy help workers especially new moms balance work and home brings significant returns to the company. Besides this makes them able to set their own hours as long as she completes their work.
5. Should a job hunter who is pregnant tell interviewers that she is expecting a baby? Why or why not? a) If pregnant women are applying for unskilled jobs where workers are essentially interchangeable, if they have no expectation of a long employment relationship, or if they don’t need future job flexibility, they should not reveal their pregnancy. b) If pregnant women are seeking skilled positions, they should reveal their positions to help build a long-term, trusting relationship, finding out whether the employer’s attitude will allow a balance of work and family. On the one hand, it’s best to share the facts once pregnant women are sure of them and to make a strong case for your ability to manage your pregnancy and maternity leave. On the other hand, withholding the information can cause mistrust
6. What do you think accounts for the increasing number of pregnancy bias cases filed with the EEOC?
1. Prospective employers may not want to incur the costs of a new employee’s maternity leave and the loss of productivity from her absence. So when employers know the pregnancy, they are unwilling
The negative mind-set of employers on pregnant employees plays an important role in causing discrimination. Women’s performance ratings were seen to decline after being pregnant, from “superb” to “terrible” as shared by one victim of pregnancy discrimination. This is because they are perceived as “overly emotional, often irrational, physically limited, and less than committed to their jobs” as compared to their non-pregnant woman counterparts and are hence “less valuable and dependable.” There is also the problem of additional workload for remaining staff or the potential need to hire temporary staff to tide over the maternity leave period. To compound the issue, employers suffer uncertainty as to when the employee will return to work, or worse, the employee leaves for good after their maternity leave period. In fact, a study done shows that only 60% of women go back to work within two years of their maternity leave. It is hence unavoidable that employers, being cost sensitive, worry that all the extra cost incurred will ultimately become a meaningless loss if their pregnant employees do not return to work.
Women are 50 percent less likely to work in jobs at the top of the pay scale."
There is data to support the idea of a mother taking time off or a woman reducing her working hours to part-time will hurt her significantly in the career world. The reason for this sudden break in a woman’s career being motherhood. The most popular reason for working less hours is in a law firm is for a mother to take care of her child. Taking this additional time off decreases the chances of the mother receiving a partnership immensely. When doing this, the mother also risks the idea of herself being seen as “not serious about her career”, permanently damaging her chances of promotion at the private practice. However, mothers are no less likely than childless women to receive a
Women may find themselves in some accommodation requirement circumstances at work, due to the ability to be both pregnant and employed. This does not mean that they do not have the ability to work. In fact, because of their medical requirements related with their pregnancy, they would need to have some work accommodation made by their employer to make it easier and possible. As result, women have been struggling for years, when it comes too social and workplace equality.
same article it quotes “Numerous research studies show that compared to men, women are less likely to be hired, particularly for high-wage jobs, or are likely to be offered lower salaries” (The wage gap). Studies have showed that men are socially preferred.
Pregnant mothers are viewed as a business made for doctors and hospitals as insurances typically cover infant birth and hospital bills. As Patricia Burkhardt, Clinical Associate Professor, NYU Midwifery Program could not speak the truth any better, she states, “Hospitals are a business. They want those beds filled and emptied. They don’t want women hanging around the labor room.”
b. Men with PHDs have a lower probability of earning >$500,000 than men without PHDs.
This paper explores three published articles that report on how many women lack job security when working while pregnant. Many are either denied the special accommodations or forced to quit their job. The Pregnant Worker Fairness Act (PWFA) is a bill currently pending in Congress, that would help to end any type of discrimination towards pregnant workers and ensure that they would be able to continue working to support their families. The articles all agree that the PWFA would put in place rules and guidelines for employers to follow that would help protect the job of the pregnant employee. Brown (2016) states that much has changed for women in the workforce during the last half-century, but treatment of pregnant workers remains frustratingly
It has been argued that maternity leave is not only harmful to business but also to women themselves, and that it can be a burden on businesses so they may think twice about employing women. (7) Where leave is given, whether paid or unpaid, businesses have to fill the position vacated by the parents and this in itself creates additional work and cost for employers who have to pay for job advertisements, background checks and time for interviews. They are also faced with the cost of training the temporary
This suggests the need for a role in taking responsibility for paid maternity leave to majority of women among the society and hence employers should weight more heavily in taking the role. Women are significantly affecting the operation of the labour market as women’s workforce participation rates increase to 64% in 2002 (ABS, 2003). This reflected a high proportion of women that have access to tertiary education. Hence, employers should seen women as a potential role and make more use of the skills of women (Ross, 1992). Green (1996) has made a value statement that women are seen to bring additional value to organisations by virtue of their distinctive set of skills. As a result this is suggesting employers to widening the potential number or type of employees available to a company (Green, 1996).
Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.
A second key issue is the hiring process. Many companies prefer to hire men over women for a positionregardless of their education or experience. Some reasons this may be is because most females have to balance work and family duties which may be a huge barrier in helping advancement in an organization, so an employer may prefer to hire a man who will not come with the baggage of children or the issue of balancing work and family duties. During an interview some women are not hired because they cannot be taken seriously because some may wear too much make-up or their pants suit or skirt may be too tight. Women that are pregnant are also sometimes not considered for a position because the manager may worry about the women wanting time off work on maternity leave. This may not be a direct financial concern about paying women while on maternity leave. It's more about the cost of replacing and training someone to cover their role while they are off.
2. Some companies purchase the insurance, which include the pregnancy care for the female employees. This will avoid the judgment with pregnancy
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.
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.