Studies show that womenSolutionPossible reasons why women earn.pdf

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Studies show that women Solution Possible reasons why women earn less than men: 1. Different choice of careers made by men and women - Women tend to choose lower paying careers while men choose careers which relatively pay more 2. Type of roles opted for - Women might opt for a desk job whereas men would can take up different jobs wherein they are required to do a lot of field work, travelling, work odd hours, etc. 3. Parental responsibilities and motherhood - Women generally have to take a break for parental responsibilities. This happens after she is set in her job. Resuming work after the break is one of the reason why she is paid less than men who are more consistent employees. 4. Gender bias - There is a general bias that women tend to focus more on their personal lives than professional lives vis-a-vis men who focus more on professional responsibilities. This leads to a lower pay scale for women. A fixed compensation structure can be opted for without taking into account gender as a factor i.e. the same pay scale increase, promotions, packages, etc. to be the same for any employee be whatever the gender. Work and experience should be the only qualifying factor..

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For the third year in a row. ILC-UK launched into the new year with events in both Scotland and England. These events, in partnership with the Actuarial Profession, and supported by Swiss Re, explored how the perception of retirement is changing and could change in the future. The original concept of retirement is being eroded. Increasing concern over the costs of retirement has led to a shift of responsibility from Government and the corporate sector to the individual. The State Pension Age has been increased and public and private pensions are being scaled back. Individuals are likely to have to work longer, contribute more and receive less than earlier generations. However, we need also to reflect that the older population is a very heterogeneous group, and the current balance of public and private funding will vary dramatically across the population. At the same time we have seen dramatic improvements in life expectancy, and there is a huge opportunity (a longevity dividend) if further increases in life expectancy are spent in good health. This is certainly the case if we don’t just prolong survival for those with disease but delay the onset of disease and its progression. This requires flexibility in encouraging those that can work to work beyond current state pension ages and in focusing healthcare to those that will benefit. It also means changing people's behaviours towards work and retirement by highlighting the implications and restrictions of a long life beyond retirement, dependant on state funding. At these events we highlighted particular initiatives that might help this period of transition - for example: • developing agreed metrics of health status; • cross-generational sharing of concerns so that each generation understands the challenges faced by others; • moving towards patient-centred healthcare where geriatricians and GPs consider the holistic health of the individual; • recognising the benefits and costs of preventative medicine and avoiding the trap of always assuming preventative medicine is preferable because it will cost less (it may not); • provision of a suitable level of post-retirement income for all members of society and understanding what balance of public and private pension provision can help in this aim. Following these events, the ILC-UK will launch a think piece which will explore the debate outlined above. Agenda from the event 16:30 – 16:35 Welcome and introduction from chair Baroness Sally Greengross, Chief Executive, International Longevity Centre – UK 16:35 – 16:50 Sarah Vickerstaff, Professor of Work and Employment at the School of Social Policy, Sociology and Social Research, University of Kent 16:50 – 17:05 David Sinclair, ILC-UK 17:05 – 17:20 Stephen Balchin, DWP 17:20 – 17:35 Daniel Ryan, Swiss Re 17:35 – 18:30 Discussion and Q&A

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Due Saturday 04/09/16 by 10:00 PM (22:00) No exceptions... Ty Any questions please ask Application: Gender Influences at Work Ideally, people select and pursue their careers based on their personal interests, their abilities, and their desire to make a contribution in/to a particular arena. However, the ideal is not always realized for a variety of reasons. One such reason is the presence of gender stereotyping related to aptitude for a specific career or skill, jobs, and careers, in general. Gender stereotyping may begin in school with girls and boys who are encouraged to pursue careers that stereotypically appear to be more fitting for one gender or the other. This type of stereotyping often results in discrimination and harassment in the school or training for the field, discrimination in the workplace, closed doors for some types of employment, and limited career opportunities. Psychologists have posed many justifications for the stereotyping that impacts career choice and career success. It may be that boys and girls are directed differently to specific careers beginning in early education. It may be that parents influence their children toward or away from specific career paths by their expectations, dialogue, and even toys they give their children to play with. It may be the stereotyping and resulting discrimination related to training and education that influences the career paths of men and women. It may be the influence from society in general related to what are considered to be appropriate roles for both men and women. Additional gender-related challenges exist once men and women get to the workplace. Though discrimination and sexual harassment are often seen as women's issues, men also experience discrimination and sexual harassment, especially in typically female-dominated occupations such as teaching, childcare, nursing, and some administrative positions. And while there may be a reduction in the occurrence of stereotyping, women historically have experienced discrimination that results in not being hired or promoted to upper management positions, unequal pay for equal work, and "glass ceilings" in many fields including health care, engineering, science, math, and protective services, just to name a few. Psychologists continue to look for answers about why men and women behave differently and are treated differently in the workplace. Common explanations include the differences in communication styles often seen in men and women, issues associated with power struggles in the workplace, and societal expectations regarding roles of men and women. For this assignment: •Review web resources on, Gender: Psychological Perspectives. Focus on the gender-related differences and similarities in issues related to career selection, career success, and the work environment. •Think about one specific career path, such as Clinical Psychology or Mental Health Counseling. Conduct research on the current gender-related statistics for the.

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