Gender Pay Gap

Gender Pay Gap
–The gender pay gap can be defined as the relative difference in the average gross hourly earnings of women and men within the economy as a whole.
–There are many factors that contribute towards the gap:
–Women and men often work in different industries, and therefore have different jobs. This means that some jobs may not pay as well as others, which
contributes to the gap.
–Traditionally, women have been known to work as teachers, waitresses, secretaries, nurses and cashiers; all jobs that pay less than many of the jobs
men take on.
–The traditional roles of women and men in workplaces are constantly changing nowadays and therefore, many men are working jobs that women were
once made to work, and vice–versa.
–Women are traditionally known to take on the caring role of the family, and therefore may not be able to work full time as they are required to take
care of kids and perform other unpaid caring roles.
–Whilst nowadays many men are taking on these unpaid caring roles, there are still a large majority of men who take on the "providing" role of the
family and this means that they have a higher income than women.
–Unfortunately, many men still directly or indirectly discriminate between women and men.
–Examples of direct gender discrimination include, paying women less than men working the exact same job at the exact same company. Sexual
harassment also occurs at many of the workplaces who pay women less than men undertaking the same duties and responsibilites;
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Argumentative Essay On Equal Pay
It has been over fifty years since the Equal Pay act was signed into law; but that does not necessarily mean that equal pay has been achieved. On
average, women still make just 77 cents for every dollar earned by their male counterpart. While this gap has decreased significantly in the last five
decades there is still a burdensome amount of work to be done. Recently Senate Republicans voted against the Paycheck Fairness act. A bill that
would amend the Equal pay act so that employees may inquire about their wages, and those of their fellow workers, without fear of punishment. It was
hoped that this type of transparency between employee and employer would help workers acknowledge that a problem exists so that the appropriate
actions may be...show more content...
For one, it takes into account many different types of people from many different backgrounds. The 77 cent figure that is often used is only an
average, with African American women earning closer to 64 cents, and Hispanic women closer to 54 cents for every dollar earned by their male
counterpart. The gap changes from occupation to occupation, but overall women are still paid less. One study found that out of 265 major
occupations there was only one in which the median female salary exceeded the amount paid to men. Another study found that in only three out of
111 occupations the median weekly earnings of women working full time were not lower than those of men, these being: computer occupations;
wholesale and retail buyers; and bakers. Across the board women earned less for the same job whether it was a male dominated occupation, female
dominated occupation, or equally divided between male and female workers.Women are also paid less despite having the same education as their
male counterparts. A study by the American Association of University Women found that college graduates experience a wage gap as soon as one
year after graduation. Older women tend to experience more of a gap then younger women, but it begins as soon as they enter the workforce.As a
result older women experience a gap in retirement income as it is usually based on the the wages they earned while

Equal Pay for Equal Work
Equal Pay for Equal Work For years, women have been fighting for equality in everything that they do. If one takes a close look at the issues
surrounding the differences between men's and women's roles in the workforce, one will notice that women tend to be one step below on the "status"
or "importance" ladder. In American society, thewoman has always been viewed traditionally in the role she should play in the home; that she is the
"homemaker" or "caretaker". Even when women break from the stereotype of "housewife" and join the workforce, they still are not given an equal
opportunity at acquiring a job that is seen to be as advancing or of garnering higher recognition. Women deserve the same pay for the same work
performed by their...show more content...
In 2005, women averaged $135 less per week then men, which equates to men averaging $1.85 more per hour than their equal female counterparts
(USDL, "Employment Status of Women and Men in 2005" 2). In 2008, women averaged $160 less per week than men, which is $8,320 less annually
(USDL, "Women's–to–Men's Earning Ration, 1979–2008" 1). A study conducted by PRWeek showed that, "in 2000, men working on salary wage
made 28 percent more than women doing the same job" (qtd. in Wrigley 28). Women working in public relations jobs are making $23,000 less
annually than the equal male counterparts (Wrigley 28). For years women have been fighting for equality and for the same pay for the same work as
men; there are many arguments as to why people feel women are not as equal as men in the workplace. Some feel women choose to make less than
men, that there is nothing wrong with a woman making less money than a man who is performing the same task. Many believe attendance affects pay
while others believe women tend to take professions that do not risk their lives and that are less physically demanding (Fisanick, Feminism 131). There
are many women out there who despite the gender differences are risking their lives with jobs that are just as physically demanding as jobs that men
are doing, despite their physical size. A woman's skeleton may be 10 to 15 percent smaller than a man's skeleton; studies have shown that there is truly
little difference. The mental and

Low Salary For A Teacher
Low Pay in Teaching In San Francisco, the average salary for a teacher is approximately $59,000 which would equal to earning about $220,000 a
year. The average home in San Francisco is approximately $485,000 (Elsen). This shows that the pay for teachers is so low teachers cannot afford
to live in the city of San Francisco. Teachers worldwide have been working harder and longer hours, yet they are still struggling with their pay. Even
if the teacher's job is to teach the current generations that will later on take on the important responsibilities that come along with adulthood, their job
is being taking for granted and they are being paid as if their job could be done by anyone with no educational background. Teaching seems like it
could be done by anyone, but in reality it does take some skill or at least some effort to be a good teacher. Since teachers are surrounded by students at
all times, they need to know the easiest ways for their students to learn the material with the least amount of problems. The last thing they want is to
have their students struggle with the class, and not understand what the lesson is about. Also, not only are they teaching multiple students at once, but
multiple students who learn in different ways. There are students who learn verbally and others who prefer to see it (visually). Not to mention they are
students who learn by doing hands–on projects. The teacher must find a balance in between all the teaching styles in order to please or help

Pay Disparity Essay
As we can see the chart, salary disparities still persist between male and female employees in our society. Women make up nearly half of the United
States labor force, and the number of female workers is still growing. The workers are categorized by education level in this chart. Therefore, this chart
clarifies one of the common myths: "Women earn less because they tend to have low–paying occupations while more men are in high–paying fields."
As the level of education goes higher so does the wage differences. Both female and men who are not high school graduates have relatively low wage
gap which is 8920 dollars. However, in a high–quality human resource field, female workers who received a doctor's degree are getting paid a lot less
than male workers. The wage difference in this field is 23100 dollars. Thus, this chart highlighted that the pay gap is widest in the highest–paying fields.
Men who have a high school diploma earn more money than women who have an associate's degree. Men who have an associate's degree make
better money than female college graduates. Men who have a bachelor's degree benefit most: First, make much more money than females who have a
master's degree. Second, they make slightly less money than women who have a doctorate degree. The wage difference between men in bachelor's
degree and female in doctor's degree is only 6,900 dollars which is lower than the lowest gender gap difference....show more content...
Thus, women tend to have a lower level of wage inflation than men.
One of the ways to tackle gender pay gap is Equal Pay Act, which will point out the flaws in every workplace on the pay discrimination against women.
In other words, we should keep under review the sex discrimination and the Equality Bill

Competency Based Pay
Pay systems
Introduction Pay is a key factor affecting relationships at work. The level and distribution of pay and benefits can have a considerable effect on the
efficiency of any organisation, and on the morale and productivity of the workforce. It is therefore vital that organisations develop pay systems that
are appropriate for them, that provide value for money, and that reward workers fairly for the work they perform. Pay systems are methods of
rewarding people for their contribution to the organisation. Ideally, systems should be clear and simple to follow so that workers can easily know
how they are affected. In considering rewards it should be borne in mind that pay and financial benefits are not the only motivator for worker...show
more content...
Pay increases may then depend on moving up a scale, skill development, promotion to another grade, or a general uprating of pay levels. Incentive
schemes Incentive schemes may be short– or long–term. Schemes based on individual performance, such as weekly or monthly production bonuses or
commission on sales, generally offer a short–term incentive. Longer–term schemes such as profit sharing and share option schemes may not provide as
much incentive to individual workers as schemes based on personal performance. They can, however, help to generate in workers a long–term interest
in the success of the organisation. Pay is not the only factor that might produces enhanced performance. As well as the job–related factors mentioned
earlier, additional payments, non–contributory pension schemes, and noncash benefits such as cars, life insurance, and assistance towards child care
(eg workplace nurseries/crГЁches) may all play a part. Nevertheless, the prospect of higher pay for increased output/quality often provides an incentive
and many schemes are introduced in the clear expectation that performance will thereby be improved. Increases in pay are often linked to productivity
or 'self–financing ' pay schemes, especially where organisations have no 'new ' money to put into the pay rates. In such systems the results of increases
in productivity and efficiency can be shared between the employer and workers to their mutual benefit. There is an increasing trend for organisations to

Pay Gap Research Paper
Zap the Pay Gap: Start with Paid Leave
The pay gap, three words that can cause every eye in the room to roll. A problem that persists is a problem that should no longer exist. What are we
waiting for? Now is the time to solve the issue of the lingering gender pay gap that causes more irritation than a fly in your soup. Our hard–working
women are being underutilized and underpaid in the workforce simply because America cannot seem to push past social stigmas pinned against being
female. Currently, we can say most, but certainly, not all women, eventually become mothers. Motherhood is blessing in life and a curse to your career
in the USA. Paid quality maternal and paternal leave isn't mandatory in the USA and is causing women like you to suffer,...show more content...
Paying men more for becoming fathers but not women for motherhood is allowing the gap to increase because it allows a overall pay increase in a
man's salary while a woman's dwindles or sits still. In "Gender Pay Equity in Advanced Countries: The Role of Parenthood and Policies", by Joya
Misra and Eiko Strader, first bring this about by saying, ". . . it becomes clear that a great deal of the overall gender gap can be attributed to
parenthood differences– the bonuses fathers see and the penalties paid by mothers" (Misra and Strader 33). So how can paid paternity leave fix this
you might ask? It goes back to the notion of neutralizing the risks seen between men and women as caregiver. If we extend paternity leave or
enforce it entirely this makes companies see mothers and fathers as equals therefore are less likely to give out bonuses or penalize anyone for
parenthood because the risk of paid time off remains the same for both genders this way. Misra and Strader have argued that suggesting fairly
structured, yet, modest policies that are free of gendering leave so that mothers and fathers can both work and child rear can balance these gender
differentials with pay

Essay on Pay and Job Performance
Critically evaluate this statement: Managers who rely only on pay to motivate their employees to higher levels of job performance will always be
disappointed n the results.
Pay is one thing that causes many discrepancies within the work environment. Most employees continue to try and further themselves in work usually
with the hope of better pay; fringe benefits i.e. company cars, pensions and so on. There are however, those who show "highly motivated behaviour
where economic rewards are low."[1] This citation agrees with the above statement, however, throughout this essay I will sum up where pay can be
seen as a good motivator and where extrinsic benefits fail.
Content theorists such as Maslow and Herzberg look at needs and...show more content...
Motivators include achievement, responsibility and chance of promotion. People would want to work to better themselves – relatively similar to
Maslow's higher orders. Hygiene factors are the issues surrounding an employee whilst they work that "help avoid dissatisfaction with work."[5] These
include status, work conditions and quality of personnel management. What sets Herzberg apart from
Maslow is the fact that he looks at how job design can be a potentially motivating factor. Herzberg would suggest that what truly motivates is intrinsic
factors such as achievement rather than pay.
This goes towards explaining why some managers who rely on pay may be disappointed – it's not what makes a job enjoyable.
Despite these two theorists agreeing with the above statement Taylor is one content theorist more inclined to disagree. He favoured using incentive
wage plans and was seen to continually achieve consistently good results. However, in the article Why Incentive Plans Cannot Work by Alfie Kohn he
goes into innumerable detail about the disadvantage of using payment as a motivator. He explains that rewards can work, they will motivate people to
strive for the reward. Employees will become accustomed to working for the sole

Pay To Play Case Study
Hey Group,
I really enjoyed the presentation and you all did a great job showing the pros for Pay–to–Play and using good resources. The ways of funding sports
programs in schools by having participation fees for young athletics, which will eliminate the need of eliminating programs because of budgets, is a
good way of keeping young athletes involved in extracurricular activities. I like how you all stated how the competitive atmosphere gives athletes a
competitive edge in the real world because it shows how being involved in sports will have benefits even if they don't have a professional career in a
sport. After viewing the presentation, I have a few questions I would like to ask.
1.There are many cities that are losing the population

Pay Inequality: A Case Study
This study analyzed the effect of reporting to a female supervisor on pay inequality, and examined how the state's political climate conditions this
relationship; extended research focused on the determinants of the gender wage gap by examining sex–of–supervisor effects on subordinates' pay, and
to what degree the state's commitment to equality conditioned this relationship. The 1997 and 2002 National Study of the Changing Workforce surveys
were pooled to estimate hierarchical models of reporting to a female supervisor. Competing hypotheses were developed regarding the impact of female
supervisors on the gender pay gap to understand the effects on inequality when women held positions of power. It was found that after nearly four
decades of

Pay In Law Enforcement
Introduction When the word "compensation" comes about it resonates with monetary reward relating to a job performed. For the word "recruitment"
general populations may define it as something simple; hiring. Law Enforcement brings in a different view of a career path due to the dichotomy of
social intent and pay. The risks involved with becoming a law enforcement officer are large and finding an equitable fiscal reward can lead to difficult
situations. Total compensation for law enforcement officers has changed in a dramatic way over the last 20 years, which in turn has created a difficult
situation for recruitment. Economic and social atmospheres have been influences along the way, along with generational gaps, and personal
motivations. Competitive...show more content...
"So goes the economy, so goes the government applications" (Anjewierden, D. 2016). When the economy is good, people go out and make money
inside the private sector. On the alternate scenario when the economy is not as good, people look for government jobs in search for security through
the economic storm. In recent years, recruitment has been difficult at least in Utah's law enforcement sector in finding not only law enforcement
officers, but administrative staff as well. Someone with correct qualifications may jump on a law enforcement administrative job, but a few years later
realize they could double their money by exiting to the private sector. Not everyone who's hired will stay with the organization forever, which can lead
to recruitment and management conflicts. This is just one of many problems facing recruitment inside law enforcement and government

Persuasive Essay On Equal Pay
Imagine what an extra 20%, or more, in your paycheck could do for you. Maybe it would be the difference between just scraping by and having a
little discretionary income. Now, imagine being paid based on your own merit, and not some sliding scale which has historically favored men as the
breadwinners of the family. Unfortunately, for most women, equal pay is still a dream. Today, as throughout history, there exists agender pay gap where
women are paid $0.79 to every dollar a man makes. Minority women make even less. Women, of course, have always known this gap exists, but they
have had little power to change it. The pay gap stems from traditionalized views of life that have not changed for decades. A recent article by the Los
Angeles Times states, "It's discriminatory because the differences were almost certainly the result of gender bias," The pay gap has not changed
throughout time, which emphasizes the lasting effect of sexism. Gender bias is introduced very young in children, and they grow up with ideas,
believing them to be true. Studies show that the need for family time "...lead women to take lower–paying jobs because they're more likely to offer
flexible [hours], while fears of discrimination might steer them away from higher–paying professions" (Lam). Women typically take off more time than
men for children, and often do not receive paid leave. This causes a large problem among young and single mothers who do not have another income to
support them.
There

Persuasive Essay On Equal Pay
"It's all about helping the next generations," says Carli Lloyd. A famous soccer player herself wants to make equal pay achievable for women.
Statistics show that full–time female workers, in general, earn about 79 cents for every dollar men make. Women's equal rights have been a dilemma
for a while now, and as the years go on, women are fighting to make it no longer an issue. As a matter of fact, experts say that thegender wage
difference is voluminous because in most men's sports, they have spectators and generate a higher revenue. In basketball, the NBA revenue is higher
than the WNBA. However, in soccer, the United States Women National Team has a higher revenue than the United States Men National Team. So
shouldn't the women's team earn more? Wistfully, that isn't the case. To add to the fact, in 2017, the
...show more content...
They earn the same amount of prize money. In all sports, the prize money should be the same for both genders. The US open of surfing pays
$125,000 in prize money for men, while the women's event has a $30,000 purse. The bonus disparity that the US players revealed in their
complaint in 2017 is shocking: A male player receives $5,000 for a loss and as much as $17,625 for a victory against a highly ranked opponent. A
member of the women's team receives $1,350 but only if the USA wins. Women players don't get any bonuses for losing or tying. As a matter of fact,
professional male players have much less to lose when standing up for equal pay for female athletes: They have a huge viewership, lucrative salaries,
numerous sponsorships, secure contracts. In the male–dominated sports industry, if men's teams stood up and said women deserve equal pay, equal
attention, equal programming, it would only push the fight forward faster, and the sports–obsessed world would be forced to pay attention. As we saw
with the women's hockey and soccer teams, women can go it alone, but why should

Teacher's Salaries Essay
Lurking over our great country is a troubling issue that is plaguing the professional educational workforce. When compared worldwide, American
teachers work the most hours, yet are paid in the lowest brackets when related to the top 32 nations (Teachers Pay). In addition, when you compare a
teacher's salary to other four year degree salaries, teachers are among the 5 lowest paid degrees (O'Shaughnessy). Not only are the salaries among
the lowest in the American workforce, a typical teachers at home workload exceeds all other professional jobs by 20% (Current). Furthermore,
teachers were only given a 2.3% salary raise in 2009. Yet the rate of inflation rose to 3.1% causing a loss in purchasing power and creating a hardship
on the...show more content...
According to an hourly wage, that would place a teacher's salary above accountants, computer programmers, and mechanical engineers at the entry
level. In addition to the hourly rate, teachers often are given economic incentives that aren't available to other jobs (Teachers). These same researchers
also claim that the benefits given to teachers far outweigh those of rival professions. Therefore, stating that based off limited research, teachers are paid
an adamant amount of money, and need not complain (Anderson).
In contrast there are many reasons why teachers truly are underpaid. First, what these researchers fail to make public, is the fact that the hourly wage
that they base a teachers pay is centered only on the hours that a teacher is present at school. They do not take into consideration the hours that
teachers put in at home. On average a teacher will work 20% more Sundays than any other profession, these hours will not be paid or documented into
a teachers pay schedule. The reasoning behind the large at home workload comes from the excessive amount of homework and assignments that they
must grade or create for previous and following work days. Secondly, they are often forced to work at multiple locations, with early starting hours
ranging from 6 to 7 am. Furthermore, some of these locations can be extremely far, costing the teacher an

Pay For Performance And Employee Performance
1.Pay for performance is to link employees' salary or salary increase to his or her performance. It seems to be a reasonable or attractive idea but it often
does not work well in organizations. Please use at least 4 motivation theories or models to explain why pay for performance may not work as
expected–particularly in government and nonprofit organizations. Pay for performance is a quite rational theory. According to the U.S. Merit
System Protection Board (2006), "Pay for Performance refers to a pay strategy where evaluations of individual and/or organizational performance
have significant influence on the amount of pay increases or bonuses given to each employee" (p.1). This theory hope to use different salary to
motivate and punish the employees according to the evaluation of their working performance. However, in the real world, it is very hard to
implement in every organization, particularly in government and nonprofit organizations. Firstly, according to the needs theories, "behavior as being
directed toward the satisfaction of human needs" (p.166). Salary is one of the employees' needs, but not all of the needs. As Maslow 's Hierarchy of
Needs (1943) stated, people has different kinds of needs which motivate human behavior, such as physiological needs, safety needs, love needs, esteem
needs and self–actualization. High payment could satisfy the physiological needs, but when an employee is satisfy with his/her salary, he/she will
pursue other levels need, such as

Pay Gap Statement
Introduction
Outline/Description of Problem: The pay gap between men and women has become quite a topic today. The difference in pay are very common now
in many career paths where men and women are doing the same work amount. It is rare to think that when men and women are performing the same
task and are just as qualified as each other that they would get paid the same.
Introduction to Controversy: As the "wage gap" is being discussed more, the question is why do men and women have different wages when they are
working the same job. While it seems that men don't have to take as much time off from work or may work more, we have to look at it from Women's
viewpoints also.
THESIS (your answer to research question): Men and Women nurses should receive the same pay because, they are performing the same task.
However, if a Man is working a in a factory or any other job that has them constantly lifting things and a woman works there and they can't...show more
content...
Support #1 (opposing viewpoint): Many people will say that women's pay is not a huge difference to men's pay, they just make a few more cents.
However, this may be true but the few cents can add up to a few extra dollars. No one ever realizes how much just a few cents will make a difference,
it can buy you a few extra groceries, give you more gas or allow you to go see a movie on a day off. Just because a few cents may not be a lot to you
does not mean it may not be a lot to a single mom.
Explanation #1 (negation): Men and women need to both start off with the starting pay of what their job is and as they grow at their position reward
the with the pay that they deserve, not they pay that they are given due to a study done on a handful of women. Some men may not deserve to be
paid more than a women that i working harder than he is just because he is already getting payed good. This is also included with

Ways To Pay For College Essay
Summary – This article by CNN Money discusses 7 different ways to pay for college. College is getting increasingly more expensive and the good
thing is most students receive financial aid, but still, there are many students graduating with large amounts of debt. Henceforth, there are ulterior
options to make paying for college easier. A few examples, grants, work–study jobs, private scholarships, and claiming tax credits. Some decide to live
off campus or to enroll into a community college to help decrease the cost of school. Each method is unique to a student's circumstances, whether or
not they'll live on campuses not, take a leap year, and or the economic environment they live in. These different factors affect your eligibility for some
of these methods such as grants and financial aid. Even without a scholarship, plenty of other methods of paying for college are available. Connection
to Essential Question – This article connects to my college research in the aspect of methods that make affording college easier. According to the
article, "At the average private college, for example, the sticker price for tuition, room, and board was $45,370 last year. But the average student
actually paid $26,080, according to The College Board.". This states that the average student ends up with debt after school...show more content...
Lately, I've been thinking about it less and less and more of the quality of the education the school provides. This is mainly because not only my
parents but the adults around me all of whom have attained a postsecondary degree have all had the same advice, to focus more on the school itself
and my education and less about cost, essentially telling me to try and get to get into the best school possible and worry about cost later. This article
is very helpful and I would recommend it to anyone searching for ways to make college more

Pay Inequality Research Paper
Shelby Stream
Mrs. Stuckey
Composition I
21 December 2016
Salary Inequality If the United States is an equal country, then why are men and women still paid different salaries? The U.S. is said to be a country
of freedom and equality, but the crucial part of every individual's life, getting a job and working, is not equal. Men and women in America are
separated by a long–existing wage gap. Though the gap may only be a few cents difference, over time, it adds up to a large amount of money.
Education seems like a solution to the problem, but it does not help. Also, the gap can hurt young girl's self–esteem as well as making it harder for
single mothers to care for themselves and their children. To achieve a truly equal country, the pay gap...show more content...
With simple solutions like negotiation skills and laws, the problem can begin to be solved. As a result, men and women can work in the career they
want and not worry about being discriminated against due to their gender. Gender should never be the deciding factor of what an individual earns, it
should be based on their skills and how well they perform in the field they chose. It can also certainly be said that a single mother could possibly get
enough money through child support and her own job, but that might not always be the case. Maybe the individual paying child support does not
make much money in their job, then in turn cannot pay the single mother much money. In this situation, the extra money that a woman would lose
over the course of her career would be tremendously helpful. Therefore, by having equal salaries, it would be easier for single mothers to care for
their children. If the wage gap is eliminated, then salaries would not be based on gender and single mothers would be better off. This would then again
point the United States in the direction of

Pay Raise Worksheet
First of all, the Pay Raise Worksheet is a huge start on how to allocate the raises that each employee deserves to receive based on their work habits,
skills, seniority, and behavior in the workplace, However, the section that has the personal facts column needs to be left out of the equations of pay
raise, one's personal life has nothing to do with work unless it effects their ability to perform effectively. I do feel as if there also needs to be a points
or ranking system in place to father the skills on the graft that is currently available. Here is an example of what I would do:

Gender Pay Gap

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