rose to $21,000 which was one of the largest jumps that any group has experienced (The Gender Pay Gap by State and Congressional District). Significant progress is being made in the fight for workplace equality, the combined effects of the continuing rise in education level and the provisions of Equal Pay Act will continue to fuel the movement of equality.
Agency
Demographics
The proposed solution will be based on a meso level, the meso level will be an agency. This agency works with homeless Veterans and is located in the south. This agency is made up of Caucasian males, 1 Latino male, 5 women of color, and 2 Caucasian women. The age ranges of the men include 36-57 and the women include ages 21-52. There is one homosexual male of color
…show more content…
Each year all employees would receive a raise, pending funding, but each raise will be the same for each individual job. According to the equal pay act, if there is an inequality in wages, employers are not required to reduce the pay of either sex to equalize their pay (The Equal Pay Act of 1963). Therefore, with this proposed plan, an outside auditor will be send to the agency and analyze all employees pay to ensure that the pay is equal and then switch the entire agency over to the new pay chart. The pay of the person experiencing the inequality will receive the new higher pay that their associate is receiving. This new pay system will ensure everyone is receiving the same pay and decrease the wage gender discrimination. Each year an outside auditor will be send to the agency and audit the pay of the employees to ensure the employer is adhering to the pay system. As this is a small agency, the amount of time to complete the initial pay analyze and change should not take over a year. After the changes are put in place, this should be analyzed again every 6 months to a year. The changes in pay should be immediate, pending funding.
Stakeholders
The issue of gender inequality in the workplace affects many. The issue of discrimination in wages has been an issue since women were allowed to hold a job and has continued, and possibly progressively gotten better, but it has also gotten progressively worse as it is easier to hide this
Thesis: The gender pay gap in the United States is an understated misconception to many men and women today. This paper will overview the reality, causes, statistics, and those being affected by gender pay gap, as well as what this issue means for the future of the United States of America.
Women continue to face disadvantages in the workplace in regards to not receiving equal pay as well. There are many instances where women have the same or more qualifications to do a job than their male counterparts but do not receive the same pay. This difference in pay is not only related to gender differences but also racial differences. Women employees of different racial backgrounds tend to earn less money than their white female and male counterparts. Many women of color often face discrimination when applying to jobs and are overlooked for a position despite having the qualifications to do the work. When they are hired to these occupations they are not receiving the same pay as their white female counterparts. This double bind that minority women face within the work place continues to lead to economic hardships. Regarding women in the workplace in general, due to society’s high regard for men they are often not promoted to positions of authority or receive equal pay because people assume that women are inferior workers. (Buchanan, p205-207)
The gender pay gap effects women in almost all fields of work and in all racial or ethnic
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.
In 1942, the National War Labor Board urged employers to voluntarily equalize wage and salary rates for women to meet the wages of men. The Equal Pay act was signed in 1963, making it illegal for employers to pay unequal wages to men and women who hold the same job and do the same work, but this hasn’t changed much. Two landmark court cases served to strengthen and further define the Equal Pay Act: Schultz v. Wheaton Glass Co. (1970), U.S. Court of Appeals for
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.
Although workplace equality usually doesn’t dominate the headline, recently debate resurfaced regarding the gender pay gap which has been drawing attention.
There has been a major development in women’s equal rights since the Equality Act 2010 was introduced that includes gender equality as one of the strands which states people under this act cannot discriminate or harass and victimise another individual( Ref). The gender pay gap between men and women has been on debate for many years. This essay will examine whether or not in this modern day society their still remain gender inequalities through the use of relevant theories this essay is determined to establish whether these inequalities still exist in employment by exploring social, biological and cultural explanations and differences between men and women. Why women are more likely to be discriminated and oppressed and how I can use this awareness to challenge and address gender inequalities in employment.
According to Kim (2015), there has been a great deal of change to the workforce ever since the Fair Labor Standards Act of 1938 was enacted. Since this time, there has been a huge influx of women entering into the job market, where there had not been prior to the law. This meant that during the time of the laws creation there had not been near the women receiving pay for their services like there were in the years to follow. To help modernize this change amendments needed to be added and this included the Equal Pay Act of 1963. This Act made it mandatory for employers to offer equal pay to both men and women who perform equal work (Kim, 2015, p. 648). However, since this law has been created there has been an ongoing problem with making sure it is being followed and still today there is a gender pay gap.
Even though women had same jobs as men, they did not receive equal salaries in the 1940s’. In these times employed women have traditionally fought for higher salaries and better working conditions without the help of the trade unions. The campaigns of female workers were resulted the passage of the Equal Pay Act in 1970, which applied to the public and private sectors where both genders were employed in the same or similar work. As women have participated in the labour force with higher percentages, consequently their salaries have also increased. Average wages and salaries in 2010 dollars increased gradually for women through the decades, from $7,352 in 1940 to $21,323 in 2008 (Appendix 1). Conversely, male's wages peaked in 1970 at approximately
In conclusion it has been proven that inequality still exists within companies. If women want to be paid based off their skills and not their gender, they need to become aware of the fact that this problem is still around and fight to get rid of it. Carol Hymowitz’s article reflects on the need to make a change in businesses around the world to offer diversity and equality. The change has to start with women coming together and taking a stand against discrimination. With constant change and growth within our country, there is no reason
In the past, men outnumbered the women workforce, but women have made large economic and educational progress during the past decades despite the gender pay gap. This was possible due to the 1963 Equal Pay Act and the Lilly Ledbetter Fair Pay Act, which are designed to bring the gender wage and other discriminatory practices to an end. Organizations are failing to apply the law of the Equal Pay Act and for this reason the progress of gender pay equity is not satisfactory. In the tech sector, the ratio of female employees to male employees is much lower than in other fields. The gender wage gap has been a major issue for women in the workforce, making the pay scale unequal regardless of the individual’s experience, skills, and equal educational background as men; thus the government has to take action on this matter to ensure pay equity.
Despite the fact that the Equal Pay Act has been law since 1963, many problems inevitably arise in the administration of equal pay laws (Fisher). It has been estimated that at this current slow rate of progression in closing the gender pay gap it will be 2068 by the time men and women’s wages are equalized. It is clear that the business case, as well as the legislative case, has a significant role to play (Commission Policy Report).
After analyzing the history of the gender wage gap, the paper will now look at the current state of the issue. The percentage of female earnings compared to male earnings increased from around 60 percent in 1980 to 77 percent in 2010, according to National Compensation Survey conducted by the Bureau of Labor Statistics (Blau and Kahn 2000). The gap was larger for African-American and Hispanic women, who earned only 70% and 61% respectively of what white men earned. As a result, April 20, 2011 was known as Equal Pay Day, which is the approximate day the average female employee would
Gender discrimination might increase inequality at the work place. Ledbetter claimed that she was consistently given poor assessments at work by her supervisors and that is why after so many years of hard work she was still earning far less