Salary Inequities at Acme Manufacturing

After reviewing the data it is apparent the promotional rate of women in managerial positions when compared to the men is disproportional to the size of the population. This shows disparate treatment, the company hires women, but women do not promote at the same pace as men. This shows strong evidence of discrimination and if not resolved will lead to a violation of the Equal Employment Opportunity Commission.

According to statistics, there are disparities with pay in the workplace. Men are paid more in wages, comprehensive packages, and benefits than women who performed the same job responsibilities and roles in the workplace. The big question is why are women being unvalued? Since, this is a common practice in the workplace, is this fair to both genders and is this the most favorable outcome for the greatest number affected by this business practice? The Equal Pay Act of 1963 was passed to eliminate this type of discrimination based on sex with paying wages to employees, in such establishment at a rate less than the rate at which pays, wages to employees of the opposite sex for equal work on jobs the performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions.

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)

Minorities encounter unequal pay who have same qualifications as the standard group in America, which are the white Americans. The minority group with the largest pay gap are the Hispanic and Latina women who receive only 54 percent of "what a white man were paid in 2014" (Hill, n.d., para 8). Hill continues to express those who are affected by the pay gap, she states that the "pay gap is far worse for women of color". Furthermore, According to Hill (para. 10-12), education is a great way to increase earnings and decrease the pay gap, however, the "black and Hispanic women still earn less than their white and Asian peers, even when they have the same educational credentials." Furthermore, this indicates that with the same qualifications and

They are always paid less than men, they are often described as worth less than men despite having the same qualifications, and even sexual harassment.

A different quote from a different reading from class that closely relates and further demonstrates this problem is about unequal pay. The quote reads “Many sociologists point to sex segregation, or the concentration of men and women in different occupations, as an important cause of the gender gap in earnings” (Giddens, Duneier, Appelbaum, Carr, 269, 270). It is obviously not fair that women and men get paid differently because of sex segregation. It should not matter if someone is a male or female. If the person is doing what they are supposed to be doing, I believe the pay should be the same between the

A black woman makes 64% of what a white male makes and HIspanic female makes 54% of that same White male. Again these are numbers but when put into actual perspective it's a lot more horrible. In some cases just because she was a female women earned less than the very people they monitored and supervised. “Kerri Sleeman worked for five years at a company that designed, built, and installed laser welding assembly systems. When she was hired, Sleeman said company officials told her they didn’t negotiate pay. In 2003, the company was forced into bankruptcy and employees had to go through bankruptcy court for their final paychecks. When Sleeman looked at the court’s list of claims, she was heartbroken. People she had supervised had larger claims for two weeks of pay than she did.” When it's possible that your subordinates earn more than you, you know there is a problem in our society. Kerri sleeman didn't even know she was being cheated until the end. But Cheryl Hughes knew she was at a disadvantage from the beginning. Between balancing being a single mother of two and being an engineer she couldn't overcome the Wage gap. She estimates that she lost nearly a million in wages and salary just because of her gender. If Ms.Hughes had any lower paying job like most of our country the percentile difference in wages would have had an even worse effect on her and her

Women employees make less than men in the same job position. “It is an absolute scandal that American women continue to earn just $0.77 for every dollar men earn.” (Sen. Mikulski) There should not be a gender pay gap. Workers should be given salaries based on their work ethics, degrees, and academic credentials.

over half than what a man makes doing the same exact job.” Women are not seen as equal to

The plaintiffs involved in the Dukes case claimed to have endured sexist comments while receiving lower pay and watching their male counterparts advance at a quicker rate. (Bernardin & Russell, 2013). They also claimed that the male dominated departments such as sporting goods, hardware, and garden, generally paid higher wages while offering more opportunities for advancement (Bernardin & Russell, 2013). Statistically, women in hourly positions at Wal-Mart make $1,100.00 less annually than male hourly employees, and the salaried gap is $14, 500 a year (Hart, 2006).

Sadly, she is still paid less than the men at her job. If she is truly one of the best employees then she should be given a raise instead of being awarded less cash. It is illegal to not hire someone based on their race, yet it is legal to pay a woman less due to her sex. It should be clear to everyone that women are treated poorly and unfairly in the workplace everyday.

Human resources practices are related with the pay of new hires on their salary history, rather than on responsibility and experience, also perpetuates the wage gap. (Human Resource Management Department Report). When increases in salary for promotions are based on current salary, women have difficulty catching up to their male counterparts. According to the National Committee on Pay Equity, stereotyping continues, since

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

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.

If I were the director of Twin Oaks Hospital I would recommend to create a specialized committee as Janet suggested, and create a program that was unique to Twin Oaks Hospital. I feel that a comparable worth program could help the hospital find problems that didn’t realize existed. In turn this would allow them to take steps to correct them. Wages would not necessarily need to change if two separate jobs were found comparable in value. Each issue could be further examined and then determined if the wage gap was a result of discrimination or market factors. Based on the findings a decision could then be reached. Without a comparable worth program, the hospital would simply be guessing and wouldn’t have a foundation to determine if gaps existed to due external market factors or gender discrimination.