Informative Speech

Unequal Pay….debunked Topic: Informing about why it is reasonable for women and men to not have equal pay Organization: topically Specific Purpose: To inform about the differences in men and women wages . I. INTRODUCTION A. Attention getter:

Comparable worth is often explained as a solution to remedy underpaid women or minorities. It is also referred to as “pay equity” or “sex equity”. Unlike the Equal Pay Act, comparable worth policy does not eliminate the different payment gap between women and men doing the same lines of work. Instead, it focuses on the problems of unequal payment in different but comparable work between them. In the past, women worked in positions that has a high level of skill requirement, such as nurses, child care workers, or secretaries, were generally paid less than men that worked in a comparable field of work. One good example would be child care workers, which usually consists of women workers, but has never been one of a higher

Pay equity, another form of discrimination, is a concern throughout America. On average, women continue to earn much less than men earn (while performing the same work). There are two primary reasons for this travesty: Women anticipate shorter and more sporadic work lives, and women, on average, have less work experience than men (Kim). Women should receive equal pay for equal work despite any circumstances. In 2015, women earned a mind-boggling seventy-nine cents for every dollar that a man earned. This statistic demonstrated that there is a gender wage gap of almost twenty percent. Moreover, women must work until April 12th of a given year to earn what men earned in the previous year. To make matters worse, equal pay day for minority women

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.

For the same employer and for the same job in the US, on an average, women get 79 cents for every dollar earned by their male colleagues. This indeed is an alarming figure noting that women have come a long way in attaining education at par with men and are extremely competitive in every field they are working in. It is to be noted that 79.6 cents are calculated on an average basis. The actual figures for each different field of work are different and at least in one category, women get paid no more than 67 cents for every dollar paid for an equivalent job to men.

The actual figures for each different field of work are different and at least in one category; women get paid no more than 67 cents for every dollar paid for an equivalent job to men.

We live in a patriarchal society with men in positons of power in politics, the workplace and in family life. Throughout history, women have been viewed as unequal compared to men. However, with the suffragette movement of the late 1800s and early 1900s leading to women gaining the right to vote in 1920, and The Civil Rights Era of the 1960s creating laws to protect the rights of women in the workplace, our society has moved closer towards a goal of gender parity. Achieving this goal in the workplace remains a social issue that does not have one simple solution; the attitudes and cultural expectations that are deeply embedded in the institutions of corporate America and in society must first be eliminated. Disparity in pay between men and

As the “wage gap” is being discussed more, the question is why do men and women have different wages when they are working the same job. While it seems that men don 't have to take as much time off from work or may work more, we have to look at it from Women’s viewpoints also.

One of the main issues that have been at the forefront of all political and social campaigns is the idea of women and men receiving equal pay within the workplace. This is not only a legal issue, but social and political as well. The

The issue of pay equality between genders has always been an important topic. For some reason many people believe that women are still unfairly paid less than men. The common statistic, now popular belief, is that women get paid seventy seven cents for every dollar a man makes. Though this statistic seems real it was no more than a false statistic used to help politicians get votes. The truth is, if the math was done the correct way, then this statistic would be significantly smaller than we originally thought.

Equal pay for equal work has been a rallying cry to fix the inequalities of pay discrimination based off sex since the early 60’s. The Federal Government has stepped in to try and apply some legislative fixes over time starting with the Equal Pay Act of 1963. This brief discussion focuses on why having an equal pay system with pay transparency is much more beneficial than a system which hides and masks the pay of peers across an organization.

To conclude, unequal pay exists and all workers are treated and paid differently based on skill sets or preconceived notions. The three main solutions towards more equal pay are: increasing training and educational schemes, increasing trade union power, and government interventionist policies such as subsidies and tax breaks to encourage hiring workers at collectively agreed amounts in order to be able to compete in the global business

In these articles the subject of inequality is discussed. The type of inequality varies from elections, restrictions and pay. The economic gap between men and women will take 118 years to close. Not one country in the entire world has equal pay for men and women doing similar jobs. In some countries like Saudi Arabia women have massive restrictions. These restrictions include not being able to drive, compete in sports or open a bank account. The WEF stated the global gender pay gap is narrowing which “ means women are now earning what men did a decade ago.” The gap for the United States is holding at 64%, which means “ that women earn about two-thirds of what men make for similar work.” The Universal Declaration of Human Rights states in Article

Pay is one of the critical issues in the employment relationship because many industrial relations disputes stem from the pay inequality (Grimshaw and Rubery, 2010). In other words, injustice might lead to confrontation between employees and employers; therefore, employees always strive to pursue the wage justice both during periods of economic growth and recession. However, societal stereotypes or individual prejudice might result in unequal treatment between men and women such as gender pay gap (Dean and Liff, 2010). According to Government Equalities Office (2015), a gender pay gap shows the difference between the average earnings of men and women. It often tends to be regarded as the indicator of gender inequality and its causes are numerous and varied.

Quickly defining what wages includes, any fringe benefits like overtime, vacation pay, insurance benefits, and pensions, are seen as wages and must be taken into account equally. Just like how Title VII has helped people discriminate less with jobs, the Equal Pay Act has helped better even out the pay gap between genders. The Equal Pay Act prohibits an employer from discrimination between employees on the basis of sex by paying unequal wages for the same work. (R. Mann & B. Roberts, 2015, p. 933) The Women’s Bureau declared that “Wages should be established on the basis of occupation and not on the basis of sex.” Until the enactment of the Equal Pay Act in 1963, this recommendation hadn’t been turned into a reality. (C. Burns & J. Burns,