Unequal Pay Pros And Cons

The study that women are in various ways substandard to men is not confidential to one spiritual conviction or faith. Women are prohibited from playing a full and similar role in lots of faiths. This discrimination of women is indefensibly accredited to a higher influence which has presented a reason or else a good excuse for the denial of women’s equal rights within the human race for centuries. At its mainly disgusting characteristic, the conviction that women have to be dominated to the desires of men justification such as slavery, violent behavior, enforced prostitution, genital mutilation as well as national laws that exclude rape as an offense is highly regarded as apparent in some regions. However it in addition costs lots of girls as well as women control above their individual bodies and existence and continues to disallow them fair admission to education, physical condition, jobs and authority within their own groups of people.

The United States Women’s National soccer team overpowered Columbia on April 6, 2016. The United States Women’s National team ended up beating Columbia 7-0 in East Hartford Connecticut. The Pratt and Whitney Stadium was filled with 21,792 chilled fans cheering and chanting for equal pay. There were many signs saying “Equal Play=Equal Pay,” and “Grass Only,” a reference to the artificial turf fields that the women’s team has been bothered about for many years now. After the game, The New York Times interviewed with Becky Sauerbrunn, a defender on the team. She said, “We have the best fans in the world” and “To support us like that, we’re really appreciative.” I was actually at the game on April sixth and it was a very moving game. When the players

The Equal Pay Act of 1963 and the Civil Rights Act of 1964 outlawed gender discrimination (Macionis, 2012). That is, employers cannot discriminate when setting pay for men and women (Macionis, 2012). Although these laws exist in the United States, median wages for women amounts to seventy-nine percent of median wages for men (Hirschfeld Davis, 2016). As a result, President Barack Obama signed an executive law that will close gender pay gap with mandatory reporting and penalize companies that engage in discriminatory pay practices (Hirschfeld Davis, 2016).

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

Pay differentials are permitted, when they are based on seniority, merit, quantity or quality of production, or a factor other than sex. These are known as "affirmative defenses,” Employers have the task of proving factors other than gender are the reason for pay differentials (SHRM.org, n.d.). Congress expressed that sex discrimination, depresses wages and living standards for employees necessary for their health and efficiency, prevents the maximum utilization of the available labor resources, tends to cause labor disputes, thereby burdening, affecting, and obstructing commerce, burdens commerce and the free flow of goods in commerce, and constitutes an unfair method of competition (Wikipedia, n.d.). Due to the growth of women furthering their education and interring into the workforce obtaining positions generally held by men, the Equal Pay Act of 1963 is vital in making sure women are being treated and equally compensated for the work they do in occupations traditionally dominated by men. I guess some of you could have probably guessed why I would pick this law, especially after the first

The United States has made great strides in improving the rights of women since the 19th amendment was passed in 1920, giving women the right to vote. According to the databases of the International Labour Organization, since 1979 the equality of pay has risen from 62% to an astounding 81% as of 2010 compared to their male counterparts. The data particularly shows that women are being

Even though progress was made with the introduction of the 19th amendment more progress is still needed in America for women to be equal with men. Women are fighting for the right to make autonomous decisions for their bodies and for equal pay in the workforce. The government is wanting to make it illegal for women to have the right to make the decision of aborting a child even if it is for health related reasons. Women who do decide to get an abortion regardless of the circumstances of conception are shamed. Along with imposing on a woman’s right to be autonomous, women are also facing unfair payment compensation. Men are statistically more likely to make more per hour than a woman who has the same amount of training, credentials and

Unequal pay for women is another form of gender discrimination in the workplace. This problem is especially prevalent in the Silicon Valley as “a person in a nontechnical role may be at the same job level as an engineer, but will be paid significantly less because ‘there is a premium paid in all markets for highly technical talent’” according to Daisuke Wakabayashi, writer for The New York Times. Those who take on nontechnical roles could be just as experienced as higher up employees, yet they still receive unequal pay. This mainly includes women. This is important to mention because experience should be a factor when determining salary, while gender should not. According to a study conducted by Robert L. Kaufman, professor of sociology

During the World War I, the United States Employment Service printed a list of works that were supposed to be done by women, as men were to join the war. These jobs were initially for men, but men had to be encouraged to join jobs that supported the war. After these jobs had been designated for women, it was expected that the men would quit. As the women were doing the jobs done by men, the National War Labor Board decided that they were to be paid the same. During this period, the equal pay motion was championed by both males and females. Men feared that after the war, the management would retain the women if they did the same work as men. After the war, the fight for equal pay was less active. In 1947, Lewis Schwellenbach, the Secretary of Labor, tried to enact an equal salary amendment bill. He based on the argument that the women paid the same as men for services. Women paid the same for food and rent. Thus, it was right to pay them equally as men. He did not succeed in the bill, but in 1963, President John F. Kennedy approved the Equal Pay Law (DuBose & Renalia, 445). Since then, there have been other wins for, women to earn as men do. Progress has been however slow. To date, there is a gap between men pay, and women pay.

Yes, equal pay for equal work is the law, but it doesn 't always work the way it should. The Equal Pay Act (EPA) says that men and women must be paid equally for equal work. Title VII, the Age Discrimination in Employment Act (ADEA) and the Americans With Disabilities Act (ADA) combine to say that employers can 't discriminate in pay based on race, color, religion, sex, national origin, pregnancy, genetic information, age, or disability.

The given facts state, “Women have had to fight for their rights for a long time. For example, the right of women to vote was granted in the USA only in 1920.” According to O’Neill (2003), there still remains a significantly unexplained difference in male and female compensation that cannot be accounted for in areas of gender differences in work commitment, education, and experience.

For hundreds of years women have fought to have equal rights in the workplace. First, it was not uncommon for a woman to be a prisoner in her own home. The man of the house was the one who brought all the income home and the woman took care of the all the cooking, cleaning, and tending to the children. This was the tradition of American women; it was the

Female and male equality has been a topic of conversation dating back to the mid to late 1800’s. Women have been fighting for their right to vote, to obtain birth control and the right to equal employment opportunities and wages. Even though now women have the right to vote and are now able to not only obtain birth control but also a safe and legal abortion women are still fighting for fair wages and employment. Women are not only wanted to be seen as equals in the workplace and wages, but also in the household.

Despite the numerous benefits society reaps from ‘equal pay for equal work’, there is still a prevalent gender inequality that persists. Research indicates that Australia’s female senior executives earn drastically less money than their male co-workers across all types of pay, not just performance based (Hutchinson et al. 2015, p. 785). It was found that executives who were female, represented 8.2 per cent of the study sample, earnt approximately 22.58 per cent less in base salary compared to men during the same sample period (Hutchinson et al. 2015, p. 787). Furthermore, if executives were granted performance-based pay, “women were awarded roughly 16.26 per cent less in cash bonus and 18.21 per cent less in long-term incentive pay” (Hutchinson et al. 2015, p. 783). Provided women are awarded less money in all forms of compensation, the idea of women breaking the ‘class ceiling’ is a difficult task that seems unobtainable to most. In such circumstances despite entering the workforce, women may experience reduced motivation to seek management or board positions due to the extended effort they have to provide over men.

Luckily for women, the American Women’s rights progressed tremendously since the late 1800’s, and the turning point for females was The Equal Pay Act in 1963. Women wanted more than their primary responsibilities of taking care of the home, children, and family. Although this law contributed significant changes in the development of the women in the workforce, it did come with unethical gender pay gap.