Women Pay For Women

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 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.

Pay gap grows as worker age, is in public sector work, and widen among married

The gender pay gap is a problem nationwide in the United States. It is a phenomenon that affects women of all education levels, ages, and races. Although it varies in a state-by-state basis, the pay gap is prevalent in all states (Miller, 2017). The issue is also occupation-wide, meaning that nearly every occupation will have a gender gap (Miller, 2017). Statistics from The Simple Truth About the Gender Pay Gap have shown that while an increase in education help women earn more, it does not eliminate the problem all together or close the gap (Miller, 2017). As of recent statistics, women are paid approximately 80 cents for every dollar a man makes, however, the gap is worse for women of color, especially, when compared to the salary of that of white men; African American women earn 63% of the salary that white men earn, Native American women earn 58%, and the largest gap is for Latina women, who earn only 54% (Miller, 2017).

There is no single agreeable number of how much a woman get paid less than a man. In Flex Work's Potential Role in Gender Pay Gap by Max Mihelich argues “Current numbers show that, on average, a woman earns 77 cents for every dollar a man earns” (Mihelich, 1) 77 cents is generally the number used to argue the wage gap, however there is some concerns of how this number was determine. Christina Hoff Sommers is a Resident Scholar at the American Enterprise Institute, she believes that its just feminist, celebrities, and our politicians spreading this “wage gap myth”. In an interview Sommer stated that the way this number is produce is by “Calculating the median earning of all women working full-time by the median earnings of all men working full-time” (Sommer 4). She believes that this does not show a gender wage

Abigail Adams was one of the first of many women to stand up and fight for what she believed in - women’s rights. She believed every woman deserves the chance to serve their families and country just like the men do. Although women have more rights in the United States now more than ever, we seem to still have problems with discrimination wherever we go. Some still think women are lacking equal rights to men, because women are still getting treated differently in the workforce, infantry, and everyday life in general. Los Angeles Times recently published the article “Equal Pay for Women Gets a Boost” by Patrick McGreevy and Chris Megerian - telling a story about a women named Aileen Rizo, whom is a math consultant for the Fresno County Office, who claims that her male co worker make twelve thousand dollars more a year that she does.

Even though men and women who work in the same work place doing the same exact job should be getting the same exact pay, also known as the Equal Pay Act of 1963, this matter is still a constant battle. For example, women earned 79 cents for every dollar that a man earns (whitehouse.gov). This statistic, referred to as the gender gap, has been reoccurring for decades and although the numbers have changed throughout the years, the gap

Women in the US typically get paid only 80 percent of what men get paid. According to Kevin Miller’s article, “The Simple Truth about the Gender Pay Gap,”, “ in 2016, women working

Women are getting paid 79 cents to the dollar in relation to their male counterparts. They do the exact same work as the women do, yet they get paid a quarter more. The Equal Pay Act has been a law since 1963; for over 50 years this law has been in effect, yet women are still paid less than men in today’s society. The law states “No employer…shall discriminate…between employees on the basis of sex by paying wages to employees…at a rate less than the rate at which he pays wages to employees of the opposite sex…” (The Equal Pay Act of 1963)

The pay gap between genders exhibits sexism in America yet some researchers are in denial. Warren Farrell, expert on gender issues within legislation and former board member of National Organization for Women, claims otherwise. In his book Why Men Earn More, he attributes difference in wages to females choosing human resources jobs, which pay less, and not choosing harsher jobs that pay more (Farrell). His overall point is that men sacrifice more thus companies pay more for those sacrifices. His argument only compares the genders when different job requirements alter wages, but does not mention wages of identical jobs.

Let’s start with the most common argument: “women get paid 77 cents for every dollar a man makes” (Starling, 1). This was mentioned in Phaedra Starling’s article, American Life Is Still Really, Really Sexist. The calculation was done by dividing the average of women’s salary by the average of men’s salary.

The data shows that women earn only 76 cents for each dollar earned by male coworkers. Women work just as hard as men, the pay gap is too wide, and job rates are going down. Women should be getting payed the same as men.

Additionally, as it may be perceived by many that women make 77 cents on every dollar a man earns, Schlafly, Perry and Biggs disagree with the majority. They agree that size of this gap is much smaller and that it is absurd to believe in that statistic. Schlafly argues that, “women’s pay has effectively risen to virtual parity” and she calls the 77 cents idea, “a notorious falsehood that anyone should be embarrassed to used” (195). She argues that there is practically no wage difference between men and women and that women’s wage has increased enough. She believes in this so strongly that she insults and discourages those who believe in this statistic. Furthermore, Perry and Biggs agree with Schlafly that this claim is a myth but argue that

Why do these gender gaps exist? Researchers believe that cultural and social factors, as well as educational, and attitudinal factors contribute to this gap. Cultural beliefs that boys excel in math and science and that girls excel in the arts can be passed down through generations and adults who may not even realize it are acting on these beliefs (Sanders, 1997). “Subtle and unintended messages can create the idea among girls and boys that there are fields

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.