Why Men Earn more Money than Women

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

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 average woman in the United States makes approximately $82.90 for every dollar their male counterparts make. (Elsesser). While those 20 cents may seem inconsequential to you, they add up. Losing that much money all year can be the difference between someone living in poverty, and someone living a nice life. The gender pay gap is the cause of this problem. Around the world, women are losing money just because of what gender they are. The gender wage gap is a huge problem, that can only be solved by going to extreme measures, such as requiring people to release their employees wage gap and passing new laws.

The National Bureau of Economic Research points to labor market discrimination and overall trends in wage structure to explain why the wage gap exists. Discrimination in the labor market may lower women’s incentives to invest in their qualifications. The second factor of trends in wage structure refers to the terms the market sets for various skills or for employment in particular occupations or industries (Blau & Kahn, 2001). Other factors contributing to the wage gap have since been considerably ameliorated, factors including gender gaps in education, skills, experience, as well as occupational segregation and career breaks (Kulow, 2013). According to Adam Smith’s The Wealth of Nations from the stimulus material, “The wages of labor in different employments vary according to the probability or improbability of success in them.” He then brings up an example of how mechanic jobs, such as carpentry and masonry, have almost certain success, meanwhile, success is very uncertain in the liberal professions. In a study done by the United States Department of Labor, the most common jobs for women consist of education administrators, teacher assistants, social workers, and secretaries- all the “liberal” professions. For men, their most common jobs include managers, carpenters, and laborers. The data, supported by Smith’s findings, prove that men do earn more than women, creating a gap in wages.

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

On the basis of gender, women continue to be paid less for the same work as men; however, women are outnumbered by men in the highest-paying jobs and dominate in the lowest-paying jobs.

Women nowadays have opportunities that were not obtainable in past decades but must overcome, or in most cases overlook, the barrier of being punished in the long run for simply being a woman; “gender differences in starting salaries are a significant contributor to long-term earning differentials between men and women” (Bowels and Babcock). It seems to me that in the workforce, a woman is a person just as a man is a person, if that person gets the job done right, he or she should be paid for doing so, if not, that person receives repercussions. The influence of gender on this issue is very curious as to why it is even a factor in the first place.According to “melanievarnell.wordpress.com” Doing research on the equal work equal pay topic has aroused many questions and proposed solutions, but the lingering query is why employers are still enabling this workplace behavior and discrimination in the 21st century. An article titled, “Equal Work for Equal Pay”: Not Even College Helps Women, was written by “Korva Coleman”; who claims that women are worth less than men when entering the workforce after completing a college degree. Throughout the article, Coleman supports her claim using different studies’ results that “show when men and women attend the same kind of college, pick the same major and accept the same kind of job, on average, the woman will still earn 82 cents to every dollar

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

Though the number of working women rose considerably in the last couple of years, but women are still much underpaid then their male counterparts. The United Nations recently published that for every dollar earned by men, women earned 70-90 cents globally. Statistics Canada also found that women workers in Canada earn an average of 66.7 cents for every dollar a man earns (Amber). Over the past couple of years, the gap has been documented to be increasing. In 2009, women use to earn 74.4 cents for every dollar a man earned, which reduced to 72-73.6 cents in 2011 (Evans). The American Association of University Women released a study that showed even when men and women attend the same kind of college, pick the same major and accept the same kind of job, on average, the woman earns 82 cents to every dollar that a man earns (Coleman). There is not even a single country where the average wages of women are more than men. This was proven by a study on the ratio of female to male earnings in European and non-European countries, conducted by the United Nation Statistics Division. It was found that the reason for these gender inequalities were associated with traditions and stereotypes which influence the education, professions and career paths women and men choose, and “often lead to part-time work and career breaks, mainly for women” (“The World’s”).

Now a day we hear a lot about the wage gap between men and women. President of The United States, in the state of the Union, stated that “Women earn much less than men for doing the same amount of the work”. Based on some statistic survey women makes seventy-seven cents on the dollar. The pay gap means women loses about $10,000 in median earning a year [4], if you consider career long-view the gap obstructs wealth building. This is one major concern in today's competitive world, in 2014 Republican National Committee argued that “The difference isn’t because of their genders; it’s because of their jobs.” Where research shows that gender wage gap is real and still exist The question that arises is why there is a wage gap between men and women? The answer to that question is women are more likely to take a break from their careers to take care of their family. This kind of disruption can have an impact on long-term earning.

The gender wage gap issue is prevalent in our society and drives many political and social discussions. The Bureau of Labor Statistics states a 23% difference between the wages of men and females, and this data leads to the infamous idea that women make “77 cents for every dollar a man makes.” Many individuals interpret this by assuming that women are discriminated in the work place. Yet most, if not all, of the gender wage gap is a result of individual choice, rather than gender discrimination, and statistical analysis, personal motives/factors such as occupation, hours worked, experience, etc. show that the gender wage gap is highly inflated and misleading.

Women remain at an economic disadvantage compared to men due to the fact that some occupations still pay women less than their male counterparts. This unequal pay reinforces the thinking that it is okay for men to make more than women just because of their gender. This is an obstacle within the workplace which prevents a woman from advancing her career and allows for higher positions to continue consisting almost entirely of men. Present day in the labour market, “Canadian women earn 23% less than men regardless of their age, education or occupation” (Struman, 2015). Even though women have been quite successful in seeking employment and many possess a decent education, women continue to face a difference in pay because of their gender. In order to be seen as equals women need to be earning the same amount as their male coworkers because they possess the necessary skills needed to complete the job. Differences in pay should be based on an individual’s qualifications and job experience not their gender. The difference in pay prevents women from achieving success and reinforces the point that women remain at an economic disadvantage. Gender based pay is problematic and “[t]he Canadian gender pay gap is the fifth largest among the 34 Organization for Economic Co-operation and Development countries… [and] the pay gap is particularly pronounced for single mothers, racialized women, First Nations women, and women with disabilities” (Struman, 2015). Gender

Women are valuable and would fail to understand their worth with the issue of unequal pay. Women have limited opportunities in the workforce and this can cause the disconnect in the pay gap. Men generally get the higher paying positions, thus widening the gender wage gap. Women shouldn’t feel obligated to give up their opportunities because they aren’t physically able to qualify to the rules of the labor force. In order to resolve this issue, we need to equalize the opportunities women and men obtain because the “powerful positions for women are limited, women’s and men's work may be similar in practice, although their job titles-and their wages differ” (Hultin and Szulkin 145). If there are higher positions available to workers, women should be able to get them.

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.

Even though it is against the law to pay women a lower wage based on gender, a significant earnings gap exists. Women earn less than men in almost every line of work regardless of age, race, ethnic background or level of education. This study discusses the disparity of income between men and women, and the primary factors that contribute to the disparity. It then looks at some of the legislation that has been passed or is under consideration to address the issue. Finally, it concludes that there are many reasons for the disparity other than gender discrimination. Men and women are motivated by different things and therefore make different choices. Gender discrimination