Jetblue's Hiring Practices: Case Study

(Boella; Pannett, 1996) The Equal Pay Act 1970, amended by the Equal Pay Regulations 1983, provides the legal framework to remove discrimination between the sexes in the terms of their contracts of employment. Since, the introduction of the Equal Pay Act women has been able to claim equal pay to men. This regulation introduced a right to claim equal treatment for work of equal value in situations where the jobs of the complainant and the person with whom he or she is seeking comparison have not been rated equivalent under a job evaluation scheme. The comparator may be doing the same job as the woman, or he may be doing a different job. She can claim equal pay for equal work with a comparator doing work that is: 1.

She develops this claim by stating research done by Evelyn Murphy a financial analyst. Then she says, ”Murphy reports that when she asked people what women ought to be earning compared with men, most said they had no idea, or guessed that women should earn about 80 cents to a man 's $1. No one thought the answer should be equal pay for equal work.” (Crittenden para. 9). This means that the country accepts this structured unfairness as a given!

The disparity has been justified that women make less money than men are based on what seem to be logical reasons but According to a 2010 study done by the U.S. Census Bureau, the average of all working women earn 78% of what men makes and 64% for black women. While is is useful to look at the incomes of men and women as a whole, it still doesn’t account for things such as educational level, work experience, hours worked, and type of job. However, even when we control for these factors, the gender pay gap still exists. The U.S. Bureau of Labor Statistics released a 2014 report examining the median weekly earnings of full time wage and salary workers that took gender and job position into account. When type of job and job position are control for these factors, the gender wage gap disparity still exists in every field.

Even though there is a law that prohibits discrimination and inequality, there are businesses that discriminate against women with wage disparity. Women are paid only eighty percent of what men are paid despite the fact that both genders have the same full-time jobs. To attain true equality between genders, the government of the United States should pass a new law that requires constant inspection on wage disparity in all businesses.

() claims that both men and women must be given equal opportunities when it comes to hiring since experience does not come with gender. In their book, Whitley and Kite (2016, p.363), raises concern on the fact that the first laws against discrimination were passed more than 50 years ago, yet employees still suffer from a great deal of discrimination. Williams and Dellinger (2010, p.7), argues that every individual needs to take part in fighting discrimination. As long as the struggle is one-sided, discrimination is bound to live with

Segregation in recruitment decreases the nature of the work power because of the hesitance of suitable hopefuls. Along these lines, it is accepted that separation can prompt poorer match between the specific occupation prerequisites and aptitudes of volunteers (Bernardin, and Wiatrowski, 2013). This could bring about challenges in selecting and preparing crevices of the association. In this way, higher quality laborers can be selected if the association does not oppress potential representatives. The absence of separation can prompt expanded number of candidates, which builds the quantity of applicants who are viewed as suitable.

If women are paid the same as men everyone will be equal. However, some could say that wage equality is a bad thing because it will cost too much. Women athletes should be paid the same as men athletes. If women are paid the same they will be treated the same. “The International Cricket Council funded all the men's teams to fly business class but, only paid for the women’s teams to fly economy class”(Wigmore).

If an individual believes that the return they are getting is equal to that of other employees, then the individual will be content. However, the opposite will occur if the individual perceives there to be inequity. Bennett goes on to suggest that if individuals compare the inputs of their jobs with the outputs experienced, and perceive that they are not paid enough, an individual will reduce their efforts. A drawback to this theory is that it is difficult to measure an individual's perception of equity as well as identifying the inputs and outputs from a job (Kreitner et al,

Men and women are born on Earth in the same fashion. However, according to the article “10 Reasons Women Need Equal Pay, and are Still Fighting for it” by Meghan Werft, women do not receive pay in the same fashion as their male counterparts. This article details how a pay deficit exists between men and women who work duplicate jobs, and the reasons for which women deserve equal pay to their male coworkers. The article also describes how those reasons can benefit economies around the world. Using the literary appeal of logos, the rhetorical device of exposition, and syntactic strategies to establish the tone, Meghan Werft convinces her audience that a wage gap between men and women exists, and that the action of granting equitable pay can also benefit global and local economies.

Employers might look for the presentation and quality as a factor, but the determinant of statistical discrimination lies as another factor. The use of statistical discrimination occurs when employers do not know much about individual’s productivity level, and they usually hold the belief about the productivity and differences across these different groups. For example suppose that two types of keyboards exist- a low quality and high quality. The high quality is obviously going to produce more words at a faster rate than the low quality keyboard, which may not produce as much of an equal amount as the high quality keyboard. The example portrays the differences in the quality and identification that employers look for when hiring people.

Raising the minimum wage isn 't entirely beneficial. It could potentially lead to more unemployment as some businesses may reduce their number of employees or reduce their hours in order to offset the cost of paying a higher minimum wage. Some may also increase the prices of products or services offered. It can also possibly lead to a decreased interest in college education since minimum wage jobs are paid almost the same or can be more than what jobs requiring college education pay. On the bright side, there is greater purchasing power for workers with the revenue going back to businesses they patronize and products or services they avail of or purchase.

Raising minimum wage in the United States would benefit over twenty eight million workers. Raising minimum wage would help businesses and would also give workers with minimum wage salaries more money then just enough to get by. The money these workers earn will go into businesses in and near their communities. Also the cost of living wages have increased throughout the years. With a minimum wage salary you have to work a forty hour work week without paying more than thirty percent of their income.

In June 10, 1963 President John F. Kennedy signed the equal pay act as part of his new frontier program that prohibited arbitrary discrimination against women in the payment of wages. This granted women equal pay in comparison to their male counterparts. There was no longer an unfair pay scale between men and women. Prior to this act passing more ladies were entering the world of paid labor while the pay discrimination based on sex remained rampant and blatant. Women were making 59% of what men were making.

In 1964, President John F. Kennedy signed the Equal Pay Act making it illegal to pay women lower rates for the same job strictly on the basis of their sex. When correcting a pay differential, no employee’s pay may be reduced. Instead, the pay of the employee receiving less should be increased. Within the Equal Pay Act employers may not pay unequal wages

But, if a person is assumed to be better than they really are, there might not be such a rush to change their minds. The reaction also depends on the person. While some people are very bothered by what people say and think of them, others couldn’t care less. In addition, while this could increase motivation in one person, it could also decrease motivation in all aspects of life for