Salary Disparities Between Men And Women In The United States

everyowance Disparities amongst custody and Wo lam expire in the United StatesName XXXXProfessor XXXXCourse XXXX25 whitethorn 2008Table of Con ecstasyts1 .Introduction2 .Statistics on the profit favouritism amid men and Wo hands3 .Reasons for the direct contrariety in the midst of Men and Wo custody4 .Effects of the payment dissimilarity in the Professional and Family Environments5 .G everywherenment Laws and Policies colligate to the wage variation6 .Difficulties in everywherecoming the t come forward ensembleowance Disparity7 . fate to Solve the business8 .Some Possible Solutions to the Problem p 9 .SummaryBibliography1 .IntroductionThis presents the statistics on the locks unlikeness between men and women , its political creative thinker for the hillss , its effects on the schoolmaster and family envi ronments , its associate g everywherenance laws and policies , gruelingies in solving it , the necessity to solve it , and nigh solutions2 .Statistics on the profits Disparity between Men and WomenThe takings contrast manner the difference in the middling recompense clear by men and the honest net profit earned by women (Alexander , et al , 2003 The existence of a wage variety aims an stinting ine h experient ony between men and women , and the size of the stipend athletics indicates the extent of this inequity ( brass of New Brunswick , 2003 . Figure 1 shows the sheer of the female-male lucre ratio from 1960 to 2006 In the 1960 s and 1970 s , level off later on the affect knuckle under make for was signed in 1963 , at that place were old age that the net income contrast has plusd , kinda of narrowing . In 1973 , for instance , women made 57 cents hardly for every horse men earned . The long-run declining expressive style of the wages variatio n started in 1982 with an clams ratio of 61! .7 and reached 76 .9 in 2006 . This means that the salary difference has narrow by round 5 .5cents per year starting 1982 . presently , on average , women earn a little more than than three-fourths as much as menTable 1 shows the weekly lolly of ten selected occupations . In all ten occupations , on that point exists a salary dissimilarity between men and women even in female-dominated occupations much(prenominal) as health c atomic form 18 , gentility , and post and administrative leap out occupations . The last-place salary difference of only 8 (or 92 stipend ratio ) is observed in the office and administrative support occupations . The highest salary variation of about 37 .7 (or 62 .3 loot ratio ) is recorded in the gross revenue and related occupationsTable 1 . Weekly moolah of Ten Selected Occupations 3 .Reasons for Salary Disparity between Men and WomenThe m whatever reasons , implicit in(p) the existence of the salary inconsistency , ar deeply bend in t he cultural beliefs of women s role in society that organise been reflected in business practices . These admit the followingFamily Responsibilities . Working women , especially link up women , face competing priorities between deed and family responsibilities . Since women often adopt family over career , they prefer a swear out that is close to interior(a) , elastic in time , free energysn t production up commitments to gain unneeded time nor relocate , or work that wiz could quit from easily if striked by the responsibilities of full-time m new(prenominal)hood (New Brunswick betroth setoff step Roundtable 35 . The years out of the manufacturing commercialize directly impose the market value of women as they bemused the opportunities of gaining more experiences and honing their skills . These could be translated to sink women s wages and life story meshwork waggle upual relation to men s (Deitrick , et al 16Occupational requisition . Historical vi ewpoints suggest that some occupations fit women bre! ak up - inform , clerical , and nursing , and others are for men - manufacturing , mechanics and that men and women must choose a by consort according to this social work miscell all (Boraas and Rodgers10 . Women crowd out into the labeled women s work . The growthd total of women in a particular meditate put imbibewardly pressures on wages , creating a salary divergence between men and women (17Under-valuation of Women s Work . Jobs or piece of whole kit and boodle with more women pay less(prenominal) than jobs or works dominated by men - several researches bound this as discrepancy (New Brunswick Wage opening Roundtable 41 . The reasons for undervaluing traditional women s job include prejudices and stereotypesUnion social station . campaign due norths increase wages and benefits of nitty-gritty members compared to non-union members . traditionally , men were likely union members than women , which contributed to the salary unlikeness (Deitrick , et al 174 .E ffects of Salary Disparity on the Professional and Family EnvironmentsAny salary disparity in the professional environments would dampen the morale of women who are receiving demean salary relative to their colleagues with similar qualifications . Effects of the salary disparity would include cut down women s job satisfaction , increased absenteeism lower intentions to remain in the workplace - that result to unsatisfactory work performance , which leading lower overall workplace productivity . Furthermore , salary disparity entrust create a stressful and unlike working environmentThe direct effect of salary disparity in family environment is the loss of potential income of women , which could benefactor in the alimentation of family expenditures . In some households , salary disparity causes hostile relationships among spouses . In other households , salary disparity among family members is non turn off5 . regime Laws and Policies Related to Salary distinctionThe follo wing are some US laws and policies encourage the rig! hts of female utilizationees from any(prenominal) form of distinction in their choose and other custom damageThe stir even out exercise of 1963 requires employers to go along men and women live pay for twin work in the same establishment - the jobs should be intimately equal , in stipulations of content , and not titles (US pitch-to doe with Employment prospect explosive charge [EEOC] denomination cardinal of the Civil Rights accomplishment of 1964 , 42 USC 2000e prohibits employers to hire or outpouring any employee , or to discriminate against any employee as regards allowance , terms , conditions or franchises of occupation , ground on employee s set up , race , color , religion , or bailiwick stem (EEOCAge Discrimination in Employment Act of 1967 prohibits employers to discriminate against employees who are 40 years of age or older as regards any term , condition , or privilege of fight , including hiring , flame , advance , layoff , compensa tion , benefits , job assignments , and training (EEOCTitle I of the Ameri disregards with Disabilities Act of 1990 bans private and semipublic employers and dig up unions from knowing against qualified individuals with disabilities in job application procedures , hiring firing , overture , compensation , job training , and other terms conditions , and privileges of date (EEOC decision maker 11246 , Section 202 , as amended directs national contractors and subcontractors not to discriminate employment and pay based on conjure , race , color , religion , or national origin . It requires these employers to ensure equal treatment of employees during employment , and indemnification any existing employment disparity (Office of Federal turn off contour ProgramsWomen in Apprenticeship and Nontraditional Occupations (WANTO ) Act of 1993 authorizes the WANTO grant programme to community-based organizations to coordinate employers and grok unions to recruit , hire , train , an d prevail women in apprenticeships and nontraditiona! l occupations at that placeby change order of magnitude employment opportunities for women (Women s Bureau6 .Difficulties in Overcoming the Salary DisparityThe following explains briefly why it is difficult to overcome the salary disparityUS shaping . in that location is no full legal testimonial of women s status in the workplace as the US Constitution does not forbid discrimination on the basis of sex ( discipline administration for Women macrocosm 2Data Collection on Women . Adequate knowledge is needed to take and solve salary disparity caper . However , the subdivision of turn over has stopped publishing its friction match Pay Matters orifice , deleted the salary disparity discipline from its meshing site , refused to employ tools to detect violations of equal pay laws , and take away extra time tax shelters under the Fair Labor Standards Act of 1938 (8Political provide . Governments at all levels lack the political leave to administer all equal employment opportunity laws and other related labor laws , and device a monitor and audit placement to chance on violations of equal pay laws and penalize the violatorsExclusion . There are misconceptions and historical biases towards women in the workplace that serve as a chalk capital , blocking women from getting better pays and woful upwards - thereby making it difficult to narrow the salary disparity . atomic number 53 is the fact that women still face the issue of being excluded from the old boy s club ( HYPERLINK http / web .suite101 .com /pro .cfm /boraharris2 HildebrandEmployers Belief . another(prenominal) factor that perpetuates the glass ceiling is that many employers still deliberate that women will quit in short from the job to take care of the family , so organizations will enthrone less in women HYPERLINK http /www .suite101 .com /pro .cfm /boraharris2 Hildebrand br7 .The Necessity in Solving the Salary DisparityAlthough there are historical improvements in th e salary disparity , it remains a world(a) degenerat! ive caper . Hence , there is a need to solve itUphold women s lordliness . Addressing the salary disparity issue will boost the morale and uphold women s dignity . It is an ethical canon to recover the sparing value of the women s work . Wages should be remunerative in those occupations equivalent to the price of the jobs in producing public or private goods and operate (AcevedoProtect women s rights . Women shake off two human beings rights and legal rights for a just treatment in the workplace , in any term , condition or privilege of employment , including hiring , compensation and benefits promotion , job assignments , security of land tenure , and training (AcevedoIncrease women s economic productivity . Reducing the salary disparity will increase the economic productivity of women . Since most households require the income of more than one worker , women s earnings will substantially contribute to family victuals . In addition , the number of households headed by women is change magnitude (AcevedoIncrease patience s productivity . Narrowing the salary breaking will increase workplace productivity that would benefit employers . increase women s earnings will increase retention position of provide , intensify recruitment efforts , improve workplace morale , lower absenteeism , untouchable a stable workforce , solve workplace skills shortages - these benefits can result to increased workplace productivity (Wage time out reduction InitiativeSave production costs . In addressing the salary disparity , employers will save on production costs on employee dollar volume , recruitment and hiring , training , declining productivity , and lost gross revenue (Wage first step simplification Initiative8 .Possible Solutions to the ProblemThe solutions to the problem require cooperative efforts among all members of society : women , family , colleagues or co-workers , employers and governmentsAddress the cultural inequities . Since the root cau se of salary disparity is the cultural belief of wome! n s secondary or complementary role in the production setting , a big information campaign should be launched to re-orient people on the salary disparity issue , its causes and other factors that contribute to the transgress , its consequences , and what of necessity to be changed (New Brunswick Wage Gap RoundtableClose legal loopholes . lively laws and regulations come along insufficient to address the persistence of salary disparity . They nonetheless demonstrate the need for stronger laws and regulations to ensure that women are paid equal wages for equal work . windup the loopholes in the laws and regulations may require amendments , e .g , raising the minimum wage to better address the salary disparity (Wage Gap Reduction InitiativeStrictly perform anti-discrimination laws . All laws related to wages and illegal employment discrimination should be strictly implemented . To improve enforcement , governments should make out periodic monitoring and evaluations of compli ance . Employers should be required to have a self-audit musical arrangement to ensure implementation of anti-discrimination laws and meliorate any internal violations (Wage Gap Reduction InitiativeIncrease confederacy of women in the labor force . Areas requiring government interventions to increase women s labor federation rate include (1 ) encouraging girls and women to pursue higher education , and non-traditional careers (2 ) change magnitude the number of women owning businesses (3 ) increasing the number of women joining a union (4 allowing women to work in mining , winding and other male-dominated industries (5 ) requiring construction industries to allow women to undergo apprenticeship and (6 ) increasing women to work full-time e .g , working full-time at home with lucre (Alexander , et alSupport women s fat and generative role . Women have both originative and reproductive roles in society .

Actions required include shared out responsibility by men in family affairs and national tasks , and government support on family services , like increasing child care availability so women with babies or junior children can maximize labor force participation and work full-time (Acevedo , 200310 .SummaryThe disparity in earnings between men and women has been declining , but remains a chronic condition in the labor force . On average , a charr earns 77 percent of a man s earnings in 2006 . Across the ten selected occupations , salary disparity exists with vary leg , even in female-dominated occupations . The reasons for this disparity include women s antecedence on family responsibilities over career , the crowding of women in trad itionally women s jobs which pushes down wages non-membership of women in unions which isolate them from union negotiated wages and benefits , and the discrimination against women in the workplaceThere are several existing laws and policies defend women against discrimination in the workplace . However , the salary disparity persists There are difficulties in closing the gap , because there is no provision in the US constitution guaranteeing women s protection in the workplace lack of political will by the governments to strictly enforce these laws and punish the violators , no information and monitoring system on the salary disparities , and the continuing existence of the alleged(prenominal) glass ceilingBut it is necessary to solve this problem to uphold women s dignity protect their rights , and increase their economic productivity , and increase industry s productivity and production cost savingsThere are several solutions to the problem . Among them are addressing the cultura l belief of inequities through massive information ca! mpaign closing the loopholes in laws and regulations through amendments strictly enforcing anti-discrimination laws , increasing women s participation in the labor force , and supporting women s productive and reproductive roles in the societyBibliographyAcevedo , Doris M . The Impact of stinting Restructuring on womanish Employment : Labor Policy and Interactions between Government and deliverance Women s wellness Collection . 1 Jan . 2003 . Latin American and Caribbean Women s Health Network . 24 whitethorn 2008 brAlexander , Anne M , Catherine R . Connolly , Martin M . Greller , and John H . Jackson . A take up of the Disparity in Wages and Benefits between Men and Women in Wyoming . The University of Wyoming . 2003 . 21 may 2008 brBoraas , Stephanie , and William M . Rodgers III . How does gender play a role in the earnings gap ? An modify periodical Labor come off (March 2003 : 9 - 15Bureau of Labor Statistics . Table 39 . Median weekly earnings of full-time wage an d salary workers by detailed occupation and sex 21 may 2008Deitrick , Sabina , Susan B . Hansen , and Christopher Briem . Gender Wage Disparity in the Pittsburgh section : Analyzing Causes and battles in the Gender Wage Gap . University of Pittsburg : University Center for kindly and Urban Research , 2007Graham , Mary E , and Theresa M . Welbourne . Gainsharing and Women s and Men s Relative Pay Satisfaction account book of Organizational behavior 20 .7 (Dec . 1999 : 1027-1024Hildebrand , Deborah S . The Glass jacket crown : Four Reasons wherefore it Exists and What to Do About it Suite101 .com . 27 June 2007 . 24 whitethorn 2008 brKahne , Hilda , and Andrew I . Kohen . Economic Perspectives on the Roles of Women in the American Economy Journal of Economic Literature 13 .4 (Dec . 1975 :1249-1292National commissioning on Pay Equity . The Wage Gap Over TimeIn Real sawbucks , Women receive a Continuing Gap 21 whitethorn 2008 brNational Organization for Women Founda tion . Sex-Based Employment Discrimination in the US! 26 May 26 2006 brNew Brunswick Wage Gap Roundtable . Closing New Brunswick s Wage Gap : An Economic Imperative . final examination Report of the New Brunswick Wage Gap Roundtable to the Government of New Brunswick . November 2003 . 22 May 2008Office of Federal Contract accord Programs . OFCCP Laws Regulations Employment Standards Administration , US Department of Labor . 23 May 2008 brOffice of the Assistant deposit for Administration and Management Title VII , Civil Rights Act of 1964 , as amended US Department of Labor . 25 May 2008 brShack-Marquez , Janice . dough Differences between Men and Women : an Introductory business Monthly Labor Review Online 107 .6 (1984 : pp 15-16 21 May 2008US Equal Employment Opportunity Commission . Age Discrimination 4 March 2008 . 24 May 2008_____ . Disability Discrimination 29 February 2008 . 25 May 2008 br_____ . Equal Pay and Compensation Discrimination 4 March 2008 . 24 May 2008Wage Gap Reduction Initiative . FAQ New Bruns wick Executive Council Office . 21 May 2008 brWomen s Bureau . Nontraditional Occupations May 2004 . US Department of Labor . 23 May 2008AppendixThe Salary disparity Over TimeYear Women s Earnings Men s Earnings Dollar Difference PercentYear Women s Earnings Men s Earnings Dollar Difference Percent1960 16 ,144 26 ,608 10 ,464 60 .701984 23 ,453 36 ,842 13 ,389 63 .701961 16 ,272 27 ,463 11 ,191 59 .201985 23 ,978 37 ,131 13 ,153 64 .601962 16 ,587 27 ,972 11 ,385 59 .301986 24 ,479 38 ,088 13 ,609 64 .301963 16 ,908 28 ,684 11 ,776 58 .901987 24 ,663 37 ,389 12 ,726 65 .201964 17 ,368 29 ,362 11 ,994 59 .101988 24 ,774 37 ,509 12 ,735 66 .001965 17 ,852 29 ,791 11 ,939 59 .901989 25 ,310 36 ,855 11 ,545 66 .001966 17 ,874 31 ,055 13 ,181 57 .601990 25 ,451 35 ,538 10 ,087 71 .601967 18 ,241 31 ,568 13 ,327 57 .801991 25 ,457 36 ,440 10 ,983 69 .901968 18 ,836 32 ,389 13 ,553 58 .201992 25 ,791 36 ,436 10 ,645 70 .801969 20 ,156 34 ,241 14 ,085 58 .901993 25 ,579 35 ,765 10 ,186 71 .501970 20 ,567 34 ,642 14 ,075 59 .401994 25 ,558 3! 5 ,513 9 ,955 72 .001971 20 ,691 34 ,771 14 ,080 59 .501995 25 ,260 35 ,365 10 ,105 71 .401972 21 ,185 36 ,614 15 ,429 57 .901996 25 ,919 35 ,138 9 ,219 73 .801973 21 ,397 37 ,381 15 ,984 56 .601997 26 ,720 36 ,030 9 ,310 74 .201974 21 ,419 36 ,456 15 ,037 58 .801998 27 ,290 37 ,296 10 ,006 73 .201975 21 ,297 36 ,207 14 ,910 58 .801999 27 ,208 37 ,701 10 ,493 72 .201976 21 ,738 36 ,114 14 ,376 60 .202000 27 ,355 37 ,339 9 ,984 73 .301977 21 ,743 36 ,901 15 ,158 58 .902001 29 ,215 38 ,275 9 ,060 76 .301978 22 ,617 38 ,051 15 ,005 59 .402002 30 ,203 39 ,429 9 ,226 76 .601979 22 ,446 37 ,622 15 ,176 59 .702003 30 ,724 40 ,668 9 ,944 75 .501980 22 ,279 37 ,033 14 ,754 60 .202004 32 ,285 42 ,160 9 ,875 76 .601981 21 ,830 36 ,854 15 ,024 59 .202005 31 ,858 41 ,386 9 ,528 77 .001982 22 ,367 36 ,224 13 ,857 61 .702006 32 ,515 42 ,261 9 ,476 76 .901983 22 ,961 36 ,106 13 ,055 63 .602007Note : Earnings in 2000 CPI-U-RS adjusted dollarsSource : National Committee on Pay Equity Website Name sc alawag 12 ...If you want to get a full essay, roam it on our website: BestEssayCheap.com

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