Marie Andrechad Stewartenc110103232019my Proposali Want To Write My ✓ Solved
Marie Andre Chad Stewart ENC/23/2019 My Proposal I want to write my paper about “Equal Pay for women in the work place. “The reason why I choose this topic because there are a lot of people right now trying so hard to get women equal pay as men. Many people in the entertainment industry talk about how they get pay less than their male co-starts. One of the questions I’m going to use for my thesis statement are: 1-Are salaries equal for men and women who hold jobs of equal standing and skill requirements? 2-Is the gender pay gap shrinking for the younger generation?
3-Are women pay fairly in the work place? Marie Andre Chad Stewart ENC/22/2019 Annotated Bibliography Bureau of Labor Statistics. "Median Weekly Earnings of Full-time Wage and Salary Workers in The United States in 2018, by Educational Attainment and Gender (in Current U.S. Dollars)." Statista - The Statistics Portal , Statista, Accessed 22 Apr Provide weekly earnings of full-time wage salary workers in the United States between men and women by Education. The Article show how men get pay more than women even though they have the same education.
"Wage Discrimination." Opposing Viewpoints Online Collection , Gale, 2018. Opposing Viewpoints in Context , Accessed 23 Apr. 2019.Provide different point of view about gender and racial wage gaps. Described multiple federal statutes prohibited wages discrimination in work place. Definite the equal pay right act employers most offer the same wage to people with the same education, same training and the same job skills no matter their gender.
COHEN, MARCIA. “The Escape Clause: How U.S. Equal Pay Law Has Failed Women and Why.†Human Prospect , vol. 3, no. 3, Fall 2013, pp.20–26.
EBSCOhost , search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=&site=ehost-live&scope=site. Describe how the Equal Pay Law failed women because the act provides employers to escape liability for unequal pay. They justify the unequal pay on other factor than sex. Gretel Kauffman Staff. “African-American Women’s Equal Pay Day: How Far Have We Come?†Christian Science Monitor , 23 Aug.
2016, p. N.PAG. EBSCOhost , search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=&site=ehost-live&scope=site. Alter, Charlotte. “Here’s the History of the Battle for Equal Pay for American Women.†Time.Com , Apr.
2015, p. N.PAG. EBSCOhost , search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=&site=ehost-live&scope=site.
Paper for above instructions
Equal Pay for Women in the Workplace: A Comprehensive AnalysisIntroduction
The issue of equal pay for women in the workplace remains one of the most contentious and enduring social problems. Despite significant strides in women's rights and workplace equality, the gender pay gap persists. According to the U.S. Bureau of Labor Statistics, women in full-time positions earn approximately 82 cents for every dollar earned by their male counterparts (Bureau of Labor Statistics, 2018). This paper investigates the primary questions surrounding the gender pay gap: Are salaries equal for men and women who hold jobs of equal standing and skill requirements? Is the gender pay gap shrinking for the younger generation? Are women paid fairly in the workplace? Through exploring these questions, the paper aims to shed light on the complexities and challenges of achieving pay equity.
Salaries and Equal Standing
First, it is essential to examine the disparity in wages between men and women holding similar jobs. Existing literature suggests that systemic factors, such as occupational segregation and discrimination, play a substantial role in perpetuating unequal pay. According to a report by the National Women's Law Center (2020), women often find themselves concentrated in lower-paying industries and occupations due to societal expectations and stereotypes. For example, the health and education sectors predominantly employ women, while high-paying fields such as technology and engineering are often male-dominated (Hegewisch & Hartmann, 2020).
Additionally, even in jobs where men and women perform similar tasks, studies indicate a significant pay gap. A study conducted by the American Association of University Women (2020) revealed that women in STEM (Science, Technology, Engineering, and Mathematics) fields earn less than their male counterparts with equivalent educational backgrounds and experience. This data emphasizes that the gender pay gap continues to pervade even in industries that theoretically should follow equal pay principles.
The Gender Pay Gap and the Younger Generation
The question of whether the gender pay gap is shrinking for younger generations holds mixed answers. According to a report by the Pew Research Center (2020), women aged 25 to 34 earn approximately 93 cents for every dollar earned by men in the same age bracket. While this figure represents progress compared to older generations, it still indicates a significant gap that persists. Various factors contribute to the ongoing pay disparity, including occupational choices, work experience, and discrimination.
Some experts argue that the increasing participation of women in higher education and their infiltration into traditionally male-dominated fields could contribute to closing the pay gap. However, younger women still encounter a range of barriers, particularly regarding negotiations and raises (Baker, 2021). A survey conducted by McKinsey & Company (2021) found that women are less likely to ask for raises than their male counterparts, resulting in compounded disparities over time.
Fairness in Workplace Compensation
The fairness of women's pay in the workplace is another critical aspect to consider. Despite existing federal laws, such as the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964, women continue to face pay disparities. Critics argue that these laws fail to account for nuances in the workforce where employers can justify unequal pay based on other factors unrelated to gender (Cohen, 2013). The loopholes within the legal framework provide opportunities for employers to perpetuate biases and maintain wage inequalities.
Furthermore, workplace practices such as pay secrecy often inhibit women's ability to know whether they are being fairly compensated. According to the Institute for Women's Policy Research (IWPR, 2020), workplace policies that discourage employees from discussing their salaries can perpetuate inequalities. In an environment where employees lack transparency, women may remain unaware of their under-compensation, exacerbating the existing wage gap.
Conclusion
The evidence presented in this paper underscores the complexity of the issues surrounding equal pay for women in the workplace. Despite some progress in narrowing the pay gap, disparities persist due to systemic issues, occupational segregation, and a lack of transparency. Addressing these challenges requires comprehensive strategies, including policy reforms, increased awareness of wage disparities, and initiatives that promote equitable practices in hiring, retention, and compensation.
References
1. Baker, A. (2021). "Women's Pay: Where We Stand." Harvard Business Review. https://hbr.org/2021/03/womens-pay-where-we-stand
2. Bureau of Labor Statistics. (2018). "Median Weekly Earnings of Full-time Wage and Salary Workers in The United States in 2018, by Educational Attainment and Gender." U.S. Department of Labor. https://www.bls.gov
3. Cohen, M. (2013). "The Escape Clause: How U.S. Equal Pay Law Has Failed Women and Why." Human Prospect, 3(3), 20-26. Retrieved from EBSCOhost.
4. Hegewisch, A., & Hartmann, H. (2020). "The Gender Wage Gap: 2020." Institute for Women's Policy Research. https://iwpr.org
5. National Women's Law Center. (2020). "The Wage Gap." https://nwlc.org
6. Pew Research Center. (2020). "The Gender Wage Gap: 2020." https://pewresearch.org
7. Kauffman, G. (2016). "African-American Women’s Equal Pay Day: How Far Have We Come?" Christian Science Monitor. Retrieved from EBSCOhost.
8. Alter, C. (2015). "Here’s the History of the Battle for Equal Pay for American Women." Time.com. https://time.com
9. McKinsey & Company. (2021). "Women in the Workplace 2021." https://mckinsey.com
10. Opposing Viewpoints Online Collection, Gale (2018). "Wage Discrimination." Retrieved from Gale Resources.
By addressing systemic barriers and promoting equitable policies in hiring and compensation, society can work towards achieving true pay equity for women in the workplace.