Gender equality gives benefits in both gender’s economic life. They increase workforce motivation and improve productivity and profitability [www.oecd.org]. Through a research, a studying data tells us that when more women work, economies grow [www.unwomen.org]. A reduction between men and women’s labour force participation results in faster economic growth. Nevertheless, women are paid less than men, where women in most countries earn on average only 50 per cent to 75 per cent [www.unwomen.org].
It’s difficult to find an argument against the equal pay between men and women in the work relations. It is a known and common fact that men are more able to do some types of work that with more ease than most women, just like women can do some types of work better than men. Nevertheless in the term “equal work”, each one of us has to go through the same preparation to become a professional. Men and women in the same labor area should be given equal pay for equal work, in reality men are paid more than women in most jobs, in some cases even if they are doing the same jobs. Statistics shows that there is a gap between full-time working women and men, women make seventy-eight cents for every dollar a man earns.
Katie Bardaro, from Pay Scale Human Capital, once said “The real issue here is not the gender wage gap, but the jobs wage gap. People are filling positions according to gender, with higher-paid positions being filled by men and lower-paid positions being filled by women. That needs to change” In addition, men and women have differences on how they get paid. People think that men should get paid more because they think that they can do so much more, when women can do the same amount as a man can. Although we live in a society where men earn more money for the same job, this gender gap needs to stop, because equal pay can end poverty for single mothers, makes it harder to provide for family, and can overall will help society.
Being that men and women are in different subcultures and both men and women work together, it is crucial that they are able to communicate without confrontation or the possibility of offending and discriminating against the other gender. Females do comprise a large portion of organizations, but workplace equality is a large problem, according to research done by the U.S. Department of Labor "females hold only two to three percent of top management and their median weekly earnings are 25 percent less than similarly employed males" (Amason & Allen, 1997, p. 956). Employees in the workplace regardless of their gender learn to value different communication styles or "cultures" to better understand their job and what is expected of them. Gender differences within the organizations have the ability to hurt the organization but can also help the organization, because there are differences in how the genders communicate, organizations are able to gain different perspectives and input as males and females think and communicate differently. Males in the workplace are more likely to be more assertive, competitive, goal oriented, and tend to be problem solvers when giving their opinion or exchanging important information.
In Singapore, the women tend to have fewer children as they became more educated. Their knowledge has pushed them to participate fully in the labour market. As mentioned earlier, women accounted half of the population in this world, so when they have education background and have chance to employment, the poverty and inequalities have at least reduced by its
Although some women did oppose this new social status, most fought to secure their role in society in order to establish equality. Ultimately, the women’s suffrage changed what it meant to be a women citizen of the United States. Along with women's social position changing, their economic role changed as well. Now that women had more educational privileges, they were able to aspire to reach their potential in many worthwhile jobs. Women benefited by receiving increased salaries with these new endeavors, however, their pay was still significantly lower than what men were paid to do the same job.
Firstly, younger female workers are believed to be more responsive to the female labour participation. This is because younger and healthier women are better able to increase their working hours, especially in the occupations requiring physical strengths. Besides, unmarried women are more likely to participate in labour force market as well as they are lack of husband’s income to sustain their daily well-being. Married women are less likely to join into the labour force market as they are focusing on family caring and they are more likely to depend on their husband’s income. In general, the female labour force participation rate is lower than the males, especially in the urban area, is because there are fewer work opportunities for them.
Moreover, they realize that they are easily able to handle their family requirements as well as bank activities. Due to the rapid increase in market prices, it is necessary to earn for both men and women. Therefore, work life balance put positive as well as negative impact on the people. Some families have shifted from single earner to dual earner and mostly become single parent families. In the modern era, the phenomenon of women in the work place is closely tied to economic and social trends.
The graph depicts the results when each factor is analyzed according to three specific departments. Organizational culture tends to be relatively more important for employees in customer services department as the mean values lies between the range of 1-to 2. Employees in this department are usually involved in daily routine, monotonous jobs and activities so comfortable work environment and supportive cultures aids in increasing their work productivity. Culture is relatively less important for marketing and sales in comparison to customer service but still a good working environment which is free of work politics tends to enhance creativity and innovation among employees which is a core function for the marketing and sales employees. Culture
The difficulty and the level of responsibility of the jobs are not a factor for this discrimination. This then contributes to the fact that many women are reconsidering the choice of sector that they are currently working in. However, even when men and women are in the same sector with the same kind of work, women are still undervalued. Women still get paid less and there is no objective reason for it. A good example would be the difference between a (female) receptionist and a (male) doorkeeper.