Unequal Pay Research Paper

“Equal play. Equal pay.” –U.S. Women’s National Team (Reiher). The gender pay gap is surprisingly still a large problem today. Not only in soccer, but in every sport women exert the most effort, yet they do not receive the credit. The U.S. Woman’s National Team should receive an equal amount of pay as the men’s team because they have won more titles, they are better soccer players, and they bring in more income.

In American society today there is an imbalance in the gender income gap between men and women in the work force. Many factors such as discrimination, productivity, educational background and disproportional hours worked contribute to this ongoing challenge. While many are skeptical, others remain to have strong beliefs that women and men are treated equally. In most professions according to Glynn “women only earn seventy seven cents for every dollar earned by men” (2014). Although, the seventy seven cents figure does not accurately reflect gender discrimination, it does capture some discrimination,

The gender wage gap has been around since women began having jobs and careers. Though in the beginning the gender wage gap was purely do to discrimination by social stereotypes, now it has become more complicated than that. The issue today has evolved into a complex issue which combines our American culture with business economics. As a result, some are skeptical of the issue and some are very adamant in their beliefs. The issue encompasses not only gender stereo types but also educational, government policies and business’s best practices.

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.

To this day, women get paid less due to the motherhood penalty, educational opportunities, women’s roles in the society historically, choice of job, and more. All of these components affect women’s wages and the superiority of men in the labor force. One side of the argument states that women rightfully deserve the downside of this wage gap, and others posses the opinion that all workers should be treated equally. Historically, gender roles have gotten in the way of equality in pay. However, people also believe that women choose jobs that do not offer an abundance of pay. Factors such as the motherhood penalty have skewed the pay gap as well. While some people believe that women should be treated equally regarding pay, since they are doing

The gender wage gap has been a nationwide problem since women were able to enter the workforce. Women have begun to speak out more about the issue and evaluate what they can do to change the industries and how they personally present themselves to help this change. Currently there is a wide range of opinions on this issue, with some saying it does not exist while others think it will ruin the economy if not fixed immediately. This makes it more difficult to address the problem and predict how it will be in the future; however, all sides of the spectrum are becoming more aware of what the gender wage gap means and what they can do to change it. This paper will analyze the different stances on the extent of this social issue as well as the current practices being used to increase knowledge and equalize pay for all.

April 8 is “Equal Pay Day,” which is an event where the main purpose is to raise awareness in regards to the social problem of the gender wage gap. The president makes his announcement that women still earn only about 77 cents for every dollar a man earns. There are people advocating left and right for women to take a stand and sue their employers for wage discrimination or make demands they want the government to fulfill. The question becomes whether or not what everyone is fighting for is actually true and worth fighting for. Authors Sarah Glynn, Kay Hymowitz, Mark Perry, and Andrew Biggs present a different idea. They all showcase in their articles the underlying factors in the gender wage gap such as college major, career choice, hours worked, job experience, and family circumstances. Discrimination cannot be ruled out completely, but the “77 cent” figure reflects gender differences based on the personal choices that people make about their careers, which results in the gender wage gap we have today. Society has been pointing the finger at discrimination for so long, but today we need to take a second look and come to the conclusion that there could be multiple reasons for the pay gap. This social problem is too complex to focus on only one particular reason.

But since 2000, progress has all but flatlined. A big underlying factor is the slowdown in women’s wage growth. That’s what helped propel the closure of the gap in earlier decades, but women have seen a standstill in wage growth since about 2001, as has most of the country.Women make less than men, on average, for a number of reasons. About 10 percent of it is thanks to different work experience, often because women are much more likely to take breaks from work to care for family members. The drop of women in the labor force over the last decade can be tied to the country’s lack of paid family leave, child care assistance, and support for flexible schedules.Some of it is also due to the fact that women end up working in areas that tend to pay less. But that doesn’t mean they can escape the gap by choosing different paths. They make less in virtually every industry and every job. And while getting more education boosts earnings, women make less than men with the same educational credentials at every level and even make less than their former male classmates when they graduate from top-tier universities. Some of that difference may be due to different majors or grades, but when salaries in the first year after graduation are compared while taking the college, major, grades, and other factors into account, women still experience a significant wage gap.Discrimination therefore plays a role. Economists consistently find a portion of the gap that can’t be explained by a variety of other factors. Studies have found that people of both genders are inclined to give men more money, especially if the woman is a mother. Meanwhile, women’s job performance is continuously underrated compared to men’s. Therefore in the workforce are discriminated

If I were given the opportunity to change a policy, I would want to change the wage gap between men and women. Statistically, women make 79 percent of what a man makes, regardless of their education credentials. This percentage, however, varies amongst women of different ethnicities. African American women and Latinas earn 63 to 52 percent of what a white male would. Interestingly enough, in the workforce, the number of highly educated women are higher than men. This discrimination makes it harder for women to earn a high salary and make a living, especially if they are a single parent. This unequal pay differs throughout the country in different states. States like California have a lower wage gap at around 10 to 15 percent, and other states

For many years now it has been assumed that men are paid more than women are paid in many occupations in many countries. We often question, why there is a pay gap between men and women especially if they are performing the same job? Economist Francine Blau and Lawrence Kahn took a set of human capital variables such as education, labor market, experience, and race into account and additionally controlled for occupation, industry, and unionism. While the gender wage gap was considerably smaller when all variables were taken into account, a substantial portion of the pay gap remained unexplained. These unexplained gaps are evidence of discrimination, which remains a serious problem for women in the workforce. In a standpoint refusing discrimination,

Women make less income than men even if they are both in the same occupation and working the same amount of hours. The workforce has many different inequalities within, towards race and gender. Below will show how age, race, and household type relates to income and net worth, the relationships between educational attainment and unemployment rates, and the wage gap of occupations for men and women, including the reasons as to why women earn more or less in certain occupations. There is a huge gap of unreasonable reasons as to why situations are programmed in the work system.

The American Association University of Women reports that the average full time workingwoman receives just 80% the salary of a man. In 1960, women made just 60% of what men made, an upward trend that can be explained “largely by women’s progress in education and workforce participation and to men’s wages rising at a slower rate”, but a trend that is not yet equal (p. 4). Hill recognizes that the choices of men and women are not always the same, whether it be in college major, or job choice, however she concludes that women experience pay gaps in virtually all levels of education and lines of work. She suggests that continuing to increase the integration of women in predominately male dominated work will help the pay gap, however, she believes that alone won’t be enough to ensure equal pay for women.

“As Women Take Over A Male Dominated Field, The Pay Drops.” by Claire Cain Miller appeared in the March 18, 2016 issue of The New York Times. Claire Cain Miller is a correspondent for The New York Times, where she writes about gender, families and the future of work. In this article, Miller explains how work done by women is not valued as highly as men. Miller insists that when women enter fields with greater numbers, the pay declines. Also, when women and men share the same occupation, women make less money.

Some researchers believe minorities, and especially women leave the workforce too soon to address family and personal issues is the reason they are paid less than men. Other believes women and minorities are paid less because they simply don’t ask for pay increases or lack of education and skills to compete with male workers. Contrarily, one survey conducted in 2008 – 2009, reported more women of color earned more college degrees than white men, and higher education is increasing among minorities (Key, nd.), so why do they lag behind? Obviously, there is no clear reason as to why women and minorities are paid less than their male counterparts. Compared to the previous years, Americans are becoming more diverse, whereas, fairness in pay has

The earnings gap between women and men has been widely documented. Although there was a slight difference of the earnings during the past ten years, women workers do not approach earnings parity with men even when they work in the same occupations. Men have, on average, earned more than women. There are a number of reasons have been offered for this. To illustrate, one factor that influences earnings is educational attainment. In recent years, female educational attainment has increased relative to that of males. According to reports that females graduate with the same scientific and technological degrees do not enter the higher-paying jobs. Moreover, in spite of increasing women who are getting diplomas are not as many as men. Women as a majority have less education and experience than men; therefore, they are paid less than men (David A. Cotter. Joan M. Hermsen. Reeve Vanneman. 2004. 673) Women obtain jobs in lower quantity than they obtain degrees. Salary inequity and blocked promotions are discouraging, leading women to find other choices more appealing. I present Shannon and Kidd’s results which were researched that in 2000, approximately 22 percent of women had a high school diploma, 32 percent had a post-secondary diploma, 14 percent had a bachelor’s degree. These results