Pay Gap Research Paper

Women have made significant strides in society, proving themselves to be as capable as men in the workforce. However, while women are making equal contributions, men and women are not earning equal wages. Even though the Equal Pay Act was established in 1963, women continue to earn lower wages than men over half a century later. This inequality not only affects women as individuals but has a detrimental effect on the national economy. The gender wage gap in the United States should end because it is unjust; correcting it would have social and economic benefits for the U.S.

Democracy does not require equality of income and wealth. The wealth of does, however, change how much equality and representation is technically given to different groups of people. In America, majority rule will sometimes allow a majority to use its power to take the rights of other groups of people. Therefore, allowing a country and its government to become less egalitarian.

The gender pay gap is a problem nationwide in the United States. It is a phenomenon that affects women of all education levels, ages, and races. Although it varies in a state-by-state basis, the pay gap is prevalent in all states (Miller, 2017). The issue is also occupation-wide, meaning that nearly every occupation will have a gender gap (Miller, 2017). Statistics from The Simple Truth About the Gender Pay Gap have shown that while an increase in education help women earn more, it does not eliminate the problem all together or close the gap (Miller, 2017). As of recent statistics, women are paid approximately 80 cents for every dollar a man makes, however, the gap is worse for women of color, especially, when compared to the salary of that of white men; African American women earn 63% of the salary that white men earn, Native American women earn 58%, and the largest gap is for Latina women, who earn only 54% (Miller, 2017).

The gender pay gap in the United States forms a slightly mixed feeling. On one hand, after years of opposition to the earnings of women compared to men. There has been a large increase in women's earnings since the 1970s. The gender pay gap in the United States is measured through the female to male average yearly earnings for a full-time, year-round worker. Previously, a woman earned 77 cents for every dollar that a male gets. Since 1980, the gap has narrowed by 16.8 cents, improving from 60.2 cents to 77 cents, as stated by the Institute for Women’s Policy. The current pay gap between female and male is 82 cent for every one dollar. This growth is significant because it opposes the relative stability of the earlier incomes of a woman in the

It has been more than fifty years since the Equal Pay Act of 1963 was enacted, yet gender pay gap still exists today. According to National Women’s Law Center, women are paid only 80 cent for every dollar their male counterpart are paid. According to American Association of University Women, the total estimated loss of earnings for women compared to men over the course of 45 years are $700,000 for a high school graduate, $1.2 million for a college graduate, and $2 million for a professional school graduate. Although there are many factors that are responsible for gender pay gap, 40% of the pay gap is due to discrimination according to a report by the Joint Economic Committee Democratic Staff. By discriminating women, we, as a society, are telling

“ The Simple Truth about the Gender Pay Gap” explains how the pay gap in the United States and how it affects women of all ages, race, and education levels, and what you can do to

The gender pay gap has been an issue forever. Wage discrimination exists when workers are equally qualified and perform the same work but one group of workers is paid more than another. “The American Association University of Women is releasing a new study that shows when men and women attend the same kind of college, pick the same major and accept the same kind of job, on average, the woman will still earn 82 cents to every dollar that a man earns” (Coleman)1. The pay gap is even greater for African-American and Latina women. African-American women earning 64 cents and Latina women earning 56 cents for every dollar earned by a white non-Hispanic man. Of course it’s a racial issue because the caucasians have always been the superior race. African American and Hispanic women are significantly less likely to graduate from high school or to get a bachelor’s degree than white

It is the process of negotiating salaries with employers. To many this would seem like the easiest way to go about solving the issue at hand, and one may ask why it hasn’t been done more, however, the authors Hanna Bowels and Linda Babcock claim that, “women are penalized socially more than men when negotiating for higher pay” (Bowels and Babcock). This means that by one woman trying to solve the problem maturely and merely having a conversation of negotiations with said employer, it will ultimately make the problem worse by elevating it from tangibly making less money to being socially looked down upon for wanting equal treatment as well as potentially still making less money. Bowels and Babcock took this a step further and performed multiple studies on negotiations to find the most efficient and less consequential outcomes possible. The results showed, “although adherence to the feminine stereotype is insufficient, using these ‘‘relational accounts’’ can improve women’s social and negotiation outcomes at the same time” (Bowels and Babcock). When women are negotiating for higher pay the results are more positive when exhibiting “womanly” qualities to the

The gender wage gap is the difference in men and women’s annual salaries and can be found in every kind of job at all times. The gap stems from prejudice against women workers, resulting in women receiving less pay than men do for the same work. As of 1999, women make up sixty percent of the workforce and are the main income provider for four of every ten families. Yet, in 2015, the median annual income for women was $40,742 and $51,212 for men. That is eighty percent of what men are earning, or a twenty percent wage gap. In the past half-century there has not been a consistent decrease in the wage gap: in 1960 women were earning sixty-four percent of men’s annual income, in 1978 they were earning fifty-nine percent, and in 2000 they were

The gender pay gap is the biggest unspoken problem in America. This issue has been in the world since the dawn of time, but people only started paying attention to it in the last 80 years. In order to close this gap for good, we have to look at where it began. Stereotypes and traditions of stereotypes are the main roots of this problem; before we look at that, we must make sure we stay balanced in our fight against injustice. If we push too far, we will fall into a gender pay gap in favor of women, and I don’t want that I want fair only.

Now a day we hear a lot about the wage gap between men and women. President of The United States, in the state of the Union, stated that “Women earn much less than men for doing the same amount of the work”. Based on some statistic survey women makes seventy-seven cents on the dollar. The pay gap means women loses about $10,000 in median earning a year [4], if you consider career long-view the gap obstructs wealth building. This is one major concern in today's competitive world, in 2014 Republican National Committee argued that “The difference isn’t because of their genders; it’s because of their jobs.” Where research shows that gender wage gap is real and still exist The question that arises is why there is a wage gap between men and women? The answer to that question is women are more likely to take a break from their careers to take care of their family. This kind of disruption can have an impact on long-term earning.

Although many people are now bringing up a pay gap between genders, there is something being over looked that proves there isn’t a pay gap, but something else. The Gender Income Gap is a supposed payment gap between men and women, stating that to every man’s dollar a woman only gets payed seventy cents. Statements like theses can grab people’s attention and get them to believe this without much proof of it actually existing. Most people get there information about the gap from surveys over all women and men average pay, this is not a good representation of the topic because it doesn’t go into any detail of actual jobs and difference of pay. There are many other factors that going into the pay gap that would make it into something else not necessarily a pay gap. There are several solutions for this problem most of them aren’t necessarily for equality but for the gain of one sex at the cost of the rights of another. The one I will be talking about later doesn’t need government intervention and doesn’t need for one sex to do more. This solution will come from “changes in the labor market, especially how jobs are structured and remunerated to enhance temporal flexibility.”1

Women have been entering the workforce since the 1970’s at an increasing rate. Statistics show that 39% of the workforce during the 1970’s were women. In 2010 that percentage increased to 47% (Gender, Web). As more women enter the workforce, even with the possibility of increased fraternization and sexual harassment, there should be equality in pay and positions.

The pay gap, three words that can cause every eye in the room to roll. A problem that persists is a problem that should no longer exist. What are we waiting for? Now is the time to solve the issue of the lingering gender pay gap that causes more irritation than a fly in your soup. Our hard-working women are being underutilized and underpaid in the workforce simply because America cannot seem to push past social stigmas pinned against being female. Currently, we can say most, but certainly, not all women, eventually become mothers. Motherhood is blessing in life and a curse to your career in the USA. Paid quality maternal and paternal leave isn’t mandatory in the USA and is causing women like you to suffer,

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.