The Gender Pay Gap in the United States For centuries, women have been subject to many different types of inequalities. Consequently, they are subjects of disadvantages every day. From politics, economics, education, and even health care, gender inequality exists everywhere. One of the biggest problems this causes is a distribution of wealth between men and women. Even though this has been a persistent issue to date, there has been little talk of change.
As explained in the first paragraph it is all up to the choices made by each gender. There are many factors that go into doing the calculations for finding the wage gap between genders and among choices that are made regarding career there are also choices that are uncontrollable like being unemployed. In a study by the Journal of Labor Economics (2008) it was discovered that “women tend on average to be more positively selected into work than men. However, the difference between actual and potential wage gaps is small...where the gender employment gap is highest.” (P. 625). This piece of evidence is very important because when calculating for the wage gap unemployment is also taken into factor and there is a big gender employment gap with more women not in jobs.
The fixation of wages bind the company to pay the workers the minimum amount as the government has fixed. Such situations might contribute in increasing the costs of employers thus causing them to make adjustments otherwise. For instance, the employers can choose to adjust this cost by reducing the hiring of workers, reducing the working hours, minimising the benefits and allowances and charging higher prices in return to compensate the cost incurred. A number of policy makers are on the view that companies cope with the fixation of minimum wages and increase in the minimum wages by compromising on the profits but in most of the situations, this is not the case. In order to maintain their net earnings, the business look for a number of alternatives, that includes cutting employment and making other similar decisions.
Today, in America many people do not get treated equally for various reasons. The gender pay gap is a large issue that directly concerns a little over fifty percent of the world. Women construct 50.6 percent of America’s population and still do not get paid as much as their male counterparts. Women receive just about 80 cents per one male dollar for doing the same work. There is a law that says women need to be paid equally and that law is not being enforced.
These differences come from a variety of factors such as race, age, education, dedication, and experience. As a female citizen of the United States, I am lucky that my wage gap is not as large as wage gaps from other countries. When I enter the United States workforce, I will make 79 cents to every dollar that men make; however, if I were to work in Canada I would make even less, seeing as though Canadian women only make 73.5 cents compared to Canadian men (Schieder; Grant). If the gender wage gap lessens at the same rate each year as it is now, Caucasian women would see equal pay around the year 2059. African American women will wait until the year 2124 merely because the color of their skin is different from others.
Unfortunately, empirical tests of the hypothesis of remunerating wage differentials are generally uncertain therefore far. The one region in which sensibly tasteful proof of repaying differentials has been found is in the case of the danger of death which in any case speaks to the absolute most critical range of their application to open policy. Thus applying evaluated wage differentials for the danger of death to the issue of measuring the advantages of government lifesaving projects is policy estimation in this parameter. Theory implies that if the wage risk trade-off of workers knowingly choosing high-risk jobs is used to estimate the willingness to pay of beneficiaries choosing lower risks benefits will be understated. Benefits, therefore, must be calculated for specific groups of beneficiaries and must in addition, be based on their trade-offs between wages and known
In Lauren Dixon’s article, “5 Ways to Fix the Gender Pay Gap” she provides her readers with solutions on mitigating the gender pay gap. Dixon mentions March 8 “A Day Without A Woman” and she discusses the enormous value that women of all backgrounds add to the American economic system (Dixon). Flexible work, paid leave, on-site childcare, pay transparency, and improved feedback on performance reviews are the suggestions that Lauren Dixon offers to close the wage gap (Dixon). Another public awareness day to show the gap between men and women’s earning is Equal Pay Day. This day in April symbolizes how far into the year women must work to earn what men earned in the previous year.
It may be 2018, but the gender pay gap is still here, why is that? Women have been and still are getting a lower pay than men to do the same job. Women are doing equal if not more work, but somehow make less. The following paragraphs will explain what is happening today like the fact that over time men 's pay increases more than women 's does. Besides that I will also mention that not just white women make less than men other cultures make even less than them, and I also will share real people speaking up about them being paid less than men.
I. Introduction The gender pay gap is currently a prominent issue for women in Europe as will be demonstrated in the subject to be explored; equal pay rights. Across the EU Member States the scale of the percentage of gender pay gap (GPG) varies widely. However, due to national legislation and efficacy this changes have been created in the way women earn. This essay will examine the debate of gender equality in the work space and the ways in which women can be protected by equal pay rights.
Therefore, this writer seeks to examine the bottlenecks facing the women who are aspiring to improve their employment in the workplace. The level and the strength of bargaining vary from men to women. However, the level of success for both the parties depends on the low-paid bargaining stream. The challenges facing the Women Aspiring to improve their Employment