Rather than paying women during the war what they would have paid a man, companies would split responsibilities down into smaller parts, hiring a woman for each and giving them less for it. This employed more women, but undetermined their salaries. This inequity brought women into strikes, but they were not able to achieve any changes. Overall, women were able to earn more than they would have pre-war, but less than a man doing the same
Women are not paid less because they choose lower paying jobs. The difference between the pay gap or position in a company given to women is due to their race and the simple fact that they are women. Discrimination against women in the labor field has not declined in recent years. It has increased considerably, making it impossible for women in many places to succeed. Even if they have the same preparation as men.
This means less time is spent with their children thus cognitive implications may arise. Working mothers are more often to drop their children at day care centres than stay-at-home mothers. There are a lot of day care centres in the world, some can be of low quality. Under-qualified, over strained staff and poor service (Secure Teen 2013) might lead to sexual mistreat, neglect and lack of concern (Newsweek 1990) that can heavily affect a child’s physical and psychological health. A study by the Institute for Social and Economic Research (Carvel 2003) also associated lower educational development in children of working mothers.
Married women and single women wanted to work together but people did not let them. Women in the 1930s were expected to do housework and could not find jobs easily outside of the home, but women organized into volunteers groups devoted to improving the living and working conditions of other women. Women were having a hard time getting a job. Women worked long hours for low wages in the 1930s. The depression caused wages to drop lower so more women can join and not meet the basic expenses (Working Women in the 1930s).
There is still clear discrimination going on in the workplace towards women today; two of these issues being the gender pay gap and sexual harassment. Women get paid less than men based on their personal life, gender, age, race, and level of education. According to statistics women earn only 80% of what men earn, a pay gap of 20% (Miller). For instance, hispanic/latina women get paid only 54% of what white men earn and african american women get paid 63% of what white men earn. Second, when women have kids their employers assume they will work less so they pay them less.
According to Andrew Biggs’s article published in the National Review in 2010, “women are also four times more likely to leave the workforce temporarily to care for children. This reduces seniority and job-specific skills and discourages employers from investing in female employees, who may not stay long enough for such investments to pay off.” Also, women prefer to be employed in flexible jobs that have more benefits than higher wages, which are usually found in non-profit sectors of an economy. Besides, men take up jobs that involve more physical risk and danger in exchange for a higher wage. According to the American Association of University Women reports, men are 4 times more likely to negotiate and bargain when it comes to wages in a new job than women. Additionally, in sports, many argue that men deserve to be paid more than women despite both male and female doing the same job, i.e.
Gender pay gap The gender pay gap is the percentage difference between average hourly earnings for men and women in the workplace. The pay gap isn 't the same as equal pay. Equal pay means that men and women doing the same job should be paid the same. This has been a legal requirement which was established in The Equal Pay act of 1970. Across the UK, men earned 18.4% more than women, according to the Office for National Statistics (ONS).The gap between men and women 's earnings for both full and part-time work has fallen from 27.5% in 1997 to 18.4% in 2017.
In the 1970s, the wage gap decreased because “women’s progress in education and workforce participation” (Miller, 2018). However currently there is still a wage gap: for every dollar a man makes a woman makes eighty cents for same job – on average. What is being seen recently is that intersectionality plays a vital role in the wage gap as well; not only are women being paid less than men, but some races of women are being paid less than others. It was discovered that “among full-time workers in 2016, Hispanic or Latina, black or African American, American Indian or Alaska Native (AIAN), and Native Hawaiian or other Pacific Islander (NHPI) women had lower median annual earnings compared with non-Hispanic white and Asian women” (Miller, 2018). It was also revealed that Asian women have the smallest wage gap when compared to men and that Hispanic women have the largest wage gap when compared to men.
Working women face many obstacles throughout their journey: work harassment, gender discrimination and at times may not be allowed to work. This, however affects the economy for more than a quarter of our population is not able to work, therefore female participation should be encouraged more. Female participation in the work force of Pakistan is only 28% whereas in countries such as Vietnam it is 77%, however the percentage may not be as low as it seems. Many women work in such places which do not pay in cheques or online but pay mostly in cash, thus their participation does not get reported for their payment does not get noticed by the government’s account.In Jordanian culture women are frowned upon for working in their young age or any age
This kind of ‘male ego’ restricts promotion of women at jobs. 4. GENDER PAY GAP AND THE INDUSTRY: The jobs done by the male and female, more or less differ from each other. Though “these differences evolve with economic development, the resulting changes in the structure of employment are not enough to eliminate employment segregation by gender. So, women all over the world appear to be concentrated in low-productivity jobs” (World Bank, 2012).