As of 2015 women are only making between $0.76 and $0.80 for every dollar men are making. The pay gap does vary by each job, CNBC says “Of course, the pay gap varies greatly by industry. The disparity was largest — nearly 30 percent — between men and women in finance and insurance, without controlling for job title, education and years of experience, among other factors,” click here for link. As you can see women are clearly paid less than men of the same career and 83% of women believe that along with 68% of men who feel they are being paid more as well. In addition to this women have come forward and explained how they are paid less than men who are their co-hosts, co-workers,
Public information collected by the International Trade Union Confederation, shows the global gender pay gap ranges from 3 percent all the way up to 51 percent. Another way women are treated unfairly in the workplace is the effort they put in. Studies have shown women typically have to work longer to earn a promotion than a man. It is proven that women are 15% less likely than men to get promoted. Social out casting is another thing that affects women and young girls today.
The gender gap in economic participation can be measured through the difference in numbers between men and women participating in the labour workforce. In the world currently, 82% of men participate in the labour workforce while only 56% of women do. It is estimated that if women participated in the workforce identically to men, the annual gross domestic product (GDP) in 2025 could increase as much as 26%; closing the gender gap by allowing more women to participate in the workforce is critical for long-term economic benefits. However, several factors hold women back from economic participation for several reasons, such as social norms, discriminatory laws, and gaps in legal protection. Therefore, it is crucial for governments to enforce laws to create favourable environments to encourage more women to join the workforce.
This reduces women’s lifetime earnings and affects their pension and social security. Even though both genders have the same experience, are equally trained, and possess the same degree the pay is not equal. Women and men are not treated equally in the workplace, even though it is the twenty-first century. Although the wage gap has existed since the 1800’s, the increased participation of women in the labor force correlates with the decrease of the wage gap. The wage gap has dwindled over the years; however, the progress has slowed down in the past two decades.
And according to Jacson and Sorensen (2007), it is important to address these inequalities for this has consequences to the world politics. Based on a book on global issues (Peterson and Runyan 1993,1999) women are only a disadvantage group in the society. For they believe that men are naturally brighter and wiser, more capable and productive to receive high paid jobs than women. According to Organizations for Economic and Co-operation and Development (OECD)’s latest report, the gender equality‘s progress in Asia is not doing well. Since 2012, there is only a little progress in
The effect of long working hours on increased stress and reduced family satisfaction is more pronounced for female employees. Statutory fully-paid maternity leave is 10 weeks, which is amongst the lowest in Asia. Hong Kong’s business sector appears slow to recognise the importance of gender diversity as a business issue. However, for a growing number of international firms, supporting the greater advancement of women in the workplace is a diversity priority. These companies are increasingly aware of the challenges faced by professional women and are looking to implement global diversity initiatives for women locally in Hong Kong.
She also warned that women who combine top executive roles with a family rarely have more than one child - and struggle to spend much time with them. In a 12,000-word report to be published next month, Dr Hakim described new government policies to promote equality as “pointless” and based on “feminist myths”. She said the pay gap has fallen to just 10 per cent on the Government’s preferred measure and that it is a “waste of time” fretting about such a small difference. (Butterworth, 2010) Effect of Austerity to women Below is some of the qualitative research done on related to the topic. Qualitative research is based on numerical findings it is useful and easy to interpret and more effective Figure 2 This figure shows the increase employment rate for single mother since 1989.
Women not only in China but also all over the world have made huge progress in the workplace. On the other side, it should take a note that women cluster in occupations and industries pay lower salaries overall than men in China, which is based on a fact that women are less likely than men to reach higher-level positions. In ancient Chinese society, the traditional Confucianism regard women as lowly and weak belongings of man, even in modern China, such beliefs still affect Chinese society. For example, women naturally take on more responsibility for house care. This pattern means that men get a better shot at a pay rise or a promotion than their female colleagues and are less likely to be in jobs for which they are overqualified.
Almost every major company from the tech sector is influenced by the small number of women and minorities. However this is not a valid excuse for failure. It might be normal to have more men employed in the tech industry – but Google does not want to be normal – Google wants to be outstanding and extraordinary. To get a closer look and a better view on the comparison, two statistics have been developed by Biz Carson in the name of Gigaom (See Graphic 1 and Graphic 2 below). ￼￼￼Graphic 1: Overall Gender Overview Gigoam graphic by Biz Carson, Source: Company diversity reports, August
Research shown that a diversify workplace able to improve the communication with an organization’s clients and could also increase the employees’ productivity, creativity and problem solving abilities within the organization (Elizabeth, 2014). However, this implementation seem are not easily found in certain field of company or organization in Kuching. The companies failed to adjust the balance of employee from different groups. We know that commerce has been growing in global level rapidly in past ten years. In this case, supposed the company should hire their employee from different ethnic groups to makes the team more diverse for the organization development, or the company should allocate the quota for different ethnic groups in board level in order to capture business opportunities.