Women's Pay Gap Analysis

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.

Before 1880, women did not have as many rights as they do today in the United States of America. Women were not able to initiate divorce; they did not have custody over their children; they were not entitled to their own wages; they could not vote; etcetera. This movement was necessary to create a more just and fair society for Americans because women deserved to be treated as well as men were. These things were changed as a result of many suffragists who fought for women’s rights for years. Three women who devoted their lives to gaining equal rights for women were Susan B. Anthony, Lucy Stone, and Elizabeth Cady Stanton. Without these women among others, women in America would not be treated as they are today.

The target of this analysis is to explore the troubling condition of pay inequities between men and women in the Unites States, using the liberal ideology, constructionist approach and basic framework of the social problem process by Joel Best. Accordingly, this paper organizes this exploration into the six sections correlating with each stage of the Best framework. The first section is Stage 1: Claimsmakers which introduces the source(s) making claims about the troubling condition of economic inequality specifically as it relates to the gap in pay between genders. In addition, this area specifies the ideological perspective of this analysis and provides the grounds, warrants and conclusions used to evaluate the claims. Furthermore, this area offers a counterpoint to the claim along with its ideology, grounds, warrants and conclusions. This leads to the second section of exploration, Stage 2: Media Coverage, which describes how the media reports on the delta in compensation between

The Huffington post (n.d) notes that in 2015, and on average, women still make 78 cents to a man's dollar. A new report goes beyond that oft-quoted statistic and examines this discrepancy along racial, geographical and educational lines. The American Association of University Women's (AAUW) "The Simple Truth about the Gender Pay Gap" report breaks down the wage gap in every state, including Washington D.C., using data from 2013. The U.S. capital comes closest to pay equity, with women earning an average of 91 percent of the wages that men do. At the bottom of the list is Louisiana, where women earn just 66 percent of what men do. The report also found that women of color continue to be hit hardest by the gender wage gap. Asian-American women

If companies can pay women 22% less than men, why are any men still employed? There is some confusion in the literature because there are two main statistics cited about the gender wage gap. The statistic that states a woman earns 78 cents for every dollar a man earns is not a wage gap; instead, it is an earnings gap. An earnings gap is defined as one group of people making more money than another group of people, in this case gender, controlling only for full time employment. The gender wage gap is consistently cited as 6 cents, meaning a woman earns 94 cents for every dollar a man earns. The wage gap is defined as one group of people being paid a different amount than a separate group of people for the same work. The gender earnings

Women will never receive as much pay as a man. A woman cannot be hired to do a man’s job. These are so statements that are made by some men who believe women are inferior to the male them. It is a fact that some companies pay demand higher wages than women. This on their action is called the wage gap. Let’s take a closer look by what the definition of wage entails. According to WAGE (Women Are Getting Even), the ways Results in different types of sex discrimination in the workplace. These ladies stated that the wage gap can include discriminating in hiring, promotions, pay, sexual harassment, occupational segregation, bias against mothers in other ways that undervalue women ("Why Is There A Wage Gap?", n.d.). On their webpage, these determine

According to the Real World, the conflict theory is, “a paradigm that sees social conflict as the basis of society and social change, and emphasizes a materialist view of society, a critical view of the status quo, and a dynamic model of historical change” (Ferris and Stein, 2008). This definition is spot on when analyzing the gender wage gap. Tensions and conflict arise when power and social standings are unequal, such as women’s wage. This has been a conflict for many years.

A prevalent social issue in contemporary society is gender inequality in the workplace. The following response will address two key forms of this inequality from two varying theoretical perspectives. Furthermore, I will argue, that job segregation from the structural-functionalist view is simply an organic and natural occurrence, and that under the conflict view gendered wage gap is due to patriarchal society attempting to maintain power at the cost of women. These arguments will be presented by providing context to the issues, empirical evidence suggesting its existence, followed by theoretical analyzation of said issues.

In this paper we have conducted research of the gender wage gap in Europe and the US. The aim of this paper was to analyze the gender wage in the US and European countries and describe the current situation regarding this issue as well as provide some evidence that gender wage gap exists in these countries.

The pay gap between men and women has fallen quite dramatically over the past 30 years though a sizeable gap still remains, but this headline figure masks some less positive developments in recent years. We are used to each generation of women making progress relative to the one before, but this process has slowed slightly with the better than the previous one(Centre Piece Summer 2006).

Having touched the important points regarding the wage gender gap, the following the possible solutions for tackling the gap in the UK:

While men are expected to be both father and bread winner, up until the mid-nineteenth century, this idea was unheard of for women. Through the ages woman were thought to have one job, and that was to be married and have children however, with the influx of women into the work force produced during the Industrial Revolution in both China and the United States of America, many employers found woman and even young girls ideal for certain jobs men were unwilling or incapable of performing; however these women were also valued less than men, shown by paying them less. Even today, men and women can have the exact same jobs and still have a pay gap between the genders, this gap can be scene as it is difficult for single women to raise children, however

“Nationally, women earn about 79 cents for every dollar that men make” (Agness). From the outside this quote would seem pretty believable and many people often do buy into it. Unfortunately, the issue isn’t really that simple considering how many different factors play into the reason that people perceive that men and women make different amounts of money. People buy into this myth because of a couple different things, like misinterpreting information, overlooking how important the life decisions that men and women make, and not taking into account the difference between full and part time work. The Gender pay gap is a myth that is often misinterpreted by people who overlook all the factors that play into it.

Inequality has been a dilemma for several years in countless different ways. A persistent problem with disproportion of income between women and men has been lingering within many companies in the United States. It has been said that women earn less money than men in the workplace for many different reasons. Some of these reasons are that women have not spent enough time in the office to be rewarded with raises and bonuses because they are busy with their home lives and taking care of their children, they, unlike men, have been taught to be timid and unaggressive which ultimately steers them away from requesting higher pay, or they do not meet the qualifications to receive promotions (Hymowitz, 2008). This essay is in response to On

Initially, the first women entering the workplace did so out of desire. In a post feminist, post-civil right era and spurred on by higher levels of education. Women saw jobs and careers as rights that had previously been denied to them. Women were tired of just being "Big Johns Wife" or "Little Johnny's mommy". They wanted to be known the way men have always identified themselves by their jobs, their careers, and the level of success to which they had risen. Status, not salary, was the prime mover of the first wave of women to assault the previously all male worlds of medicine, and the corporate citadel