What Is Inequality At Work? Does Good Management Eliminate Inequality?

Different reasons are given in order to explain the gender wage gap. Some of reasons include: Women work for a shorter collective time in order to give birth and raise their families. Women’s work has less value than that of their male counterparts. The sexual division of labor, which assigns tasks to individuals on the basis of gender, creates blue and pink collar work and, thus, the devaluing of women’s labor. Aside from these valid points, the pay gap cannot be explained away. Women’s professions continue to be associated with smaller wages than men’s professions. Teaching, for example, is a female-dominated

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

The gender pay gap is the difference between male and female earnings averaged in percentages. This difference in pay due to gender seems like it would be an obsolete practice in the twenty-first century, but it is real and is affecting millions of women and households in the country. In 2014, women working full time in the United States were paid 79 percent on average of what men were being paid, which is a gap of approximately 21 percent. This means that in the United States, females earned 94 cents on average to every dollar earned by males. According to one study by the Department of Labor’s Chief Economist, a typical 25-year-old woman working full time would earn $5,000 less over the course of her working career than a typical 25-year old man working in the same career. The reason why this pay gap exists does expand into other factors such as education, experience, the work being performed, qualifications, age, and ethnicity which are taken into account. The studies being conducted on the pay gap has economists verifying that discrimination is the best overall explanation and factor of the difference in pay between males and females.

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 pay gap is the difference in pay earned by men and the pay earned by women.( Pay Equity Commission, 2012). There are various ways in measuring the pay gap between genders, such as full- time or full- year wage. Statistics Canada data ( 2012) displayed that the gender pay gap in Ontario was 26% for full- time and full- year employments, which means for every C$1 earned by a man, a woman earned 74 cents( Pay Equity Commission,2012).The pay gap has been narrowing slowly over time compared to the how it was in 1987, which was 36%. However the gender wage gap is still a problem that exists in the society. I will discuss about the feminist theory and how it can be interpreted in the gender pay gap of our society, especially in regards to celebrities.

* Equal opportunities – this sets out how the organisation ensures there is no discrimination in the work place

The gender pay gap is defined as a discrepancy “in the average level of wages, salaries,

In a perfect world, people would be equal in rights, opportunities, and responsibilities, despite their race or gender. In the world we live in, however, we always face all kinds of neglect based on different attributes. All over the United States, certain people treat others with prejudice because of particular features they possess. Unfortunately, prejudice and discrimination occur even in places which, by definition, should be free of all personal prejudices – specifically, in offices and other business surroundings. This tragedy is called workplace discrimination; not every unfair behavior at work, however, can be assessed as discrimination. Discrimination in the workplace happens when an employee experiences unfair treatment due to their race, gender, age, religion, marital status, national origin, disability or veteran status, or other characteristics. Discrimination is one of the largest issues people face in the workplace and it must be dealt with. The U.S. have laws and regulations on discrimination but it still often occurs. Workplace discrimination appears in hiring, training, promotion, firing, and other institutional or interpersonal treatment. Discrimination sometimes causes an employee to leave or quit the workplace, resign from a position, or in more severe cases, to commit suicide or act violently against the discriminators. Discrimination is one of the largest issues many people face in the workplace.

In respect to inequality, one may wonder “What is inequality?” Inequality in organizations as deliberate inconsistency between individuals with leadership position who control over resources, goals and outcomes. They are additionally in charge of decision making such as organizing work opportunities, promotion and rewards, security in employment and benefits; pay; respect; and pleasures in work and work relations (Acker, 2006). It is an unreasonable situation caused by some members in a workplace having more rights or preferable opportunities more than others. It is also often related to: Class, gender, ethnicity, sexuality, race/or heteronormativity.

Research has identified several factors that contribute to the difference between wages paid to women and wages paid to men, commonly called the gender wage gap. Many say that these differences in the choices and behavior of women and men in balancing their work, personal, and family lives. These factors include, the occupations and industries in which they work, and their human capital development, work experience, career interruptions, and motherhood. Other factors are sources of wage adjustments that compensate specific groups of workers for benefits or duties that disproportionately impact them. These factors include health insurance, other fringe benefits, and overtime at work (Webster, 2013). The gender wage gap, the observed difference between wages paid to women and wages paid to men, has been a source of both political controversy and economic research throughout the past several decades. The gap is commonly measured as the ratio of the median earnings of women and the median earnings of men, which indicates the proportion of the median male earnings that the median female earnings represent (Webster, 2013). When the ratio is calculated for all men and women who are paid wages or salaries or for all wage and salary earners who work full-time and year-round, the measure is often called the raw gender wage gap.

Gender, ethnicity, and race inequalities and the issues surrounding them in the workplace have been on the forefront of society’s mind for decades. The problem of inequality in the workplace has become one of the most important and vital issues in our society today. In order to understand fully the reasons for these inequalities, one must try to understand the factors that cause gender, ethnicity, and racial issues within the workplace, yet in this case, we will tend to focus mostly towards gender inequality in the workplace. One typically thinks locally

It is suggested that discrimination in the workplace is tackled through employer leadership where employers should first investigate the racial discrimination then raise awareness (Soutphommasane, 2015).

His belief was that women would be an ideal source of cheap labour and ever since, inequality amongst the sexes has prevailed (Gillespie, 2014). This leads to the second argument that inhibits the gender pay gap, which is occupational segregation. Occupational segregation is the existence of specific occupations that are traditionally dominated by either males or females (Baron, A, Clark, 2009). This brings to light horizontal segregation, which is a subsection of occupational segregation. When this type of seclusion occurs, there is a significant difference in the number of people in each gender present across an occupation. For example, traditionally women have taken the majority in occupations like nursing, teaching, sales, and secretarial/clerical work. The increase in horizontal segregation was due to the post-industrial restructuring of the economy, in which the expansion of service industries influenced women entering the workforce. During this time, millions of housewives who entered during the post-industrial restructuring entered service sectors jobs where they could be employed part-time and have flexible working hours. This choice for working mothers established the gender roles and representations they took in regards to certain professions as of today (OMICS International—peer reviewed journal, 2016). Occupational segregation is a major cause of the pay inequality due to gender. An analysis performed by the Institute of Women’s policy Research, confirmed that average earning tends to be lower the higher the percentage of female workers enter a male-dominated occupation, however, the opposite is to say when a high increase in males enters an occupation that is female-dominated. Women in female-dominated jobs pay two penalties: the average wage is lower than that in comparable male-dominated jobs, and they earn less relative to men in the same jobs. In

This paper will look into the topic of employment equity, by looking into the designated groups affected, as well as its implications for human resources management. Employment equity is employing designated groups that have been disadvantaged, without biases (Belcourt 90). These groups are “women, visible minorities, Aboriginal people, and persons with disabilities” (Belcourt 90). While we look at these four groups separately, we need to acknowledge that there is quite a bit of overlap within the categories. The more labels an individual has, the more disadvantaged they become.

Nowadays, with increasing variety in organizations, several inequalities in the workplace have happened. In spite of the regulation policies which have limited inequalities on the workplace, it still exists, because of personal characteristics, such as gender, age and different race (Allan, C & Mcphail, R & Wilkinson, A 2008, p. 225). Inequality in the workplaces can be defined as the unfair discrimination relating to things, such as wage differentials between men and women, unfair practices and unfairness opportunities, particularly with regard to employment of people of different ethnic origins (Grainge, 2007, online). C2E TODAY (Committed 2 Equality) shows that in spite of large UK companies declaring that they have eliminated inequalities in the workplace around 77 per cent of them have little or no equality practices. Even though small companies’ situation is more serious, 97.5 per cent of them have no equality practices in place (Committed 2 Equality, 2008, online). This paper will analyze several inequalities exist on the workplace with the use of real facts for concentrating on gender, age and race, and demonstrate the role of the participants within employments relations by discussing the responses from the state, employers and unions.