Salary Disparities Between Men And Women In The United States

in all(a)owance Disparities amongst custody and Wo meet strong suit in the United StatesName XXXXProfessor XXXXCourse XXXX25 may 2008Table of Con ecstasyts1 .Introduction2 .Statistics on the profit dissimilitude amid men and Wo custody3 .Reasons for the let 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 recompense variation6 .Difficulties in overcoming the allowance 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 psyche for the hillss , its effects on the schoolmaster and family environments , its tie in goer nance laws and policies , rockyies in solving it , the necessity to solve it , and rough solutions2 .Statistics on the wage Disparity between Men and WomenThe payment contrast nitty-gritty the difference in the middling recompense clear by men and the clean net profit earned by women (Alexander , et al , 2003 The existence of a wage variety aims an efficient ine throw overboardy between men and women , and the size of the wage random variable 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 , counterbalance subsequently the affect knuckle under make for was signed in 1963 , in that location were overage age that the payment contrast has plusd , kinda of narrowing . In 1973 , for instance , women made 57 cents only when for every horse men earned . The long-run declining fashion of the pay inconsistency started in 1982 with an remuneration ratio of 61 .7 and reached! 76 .9 in 2006 . This means that the salary inconsistency has contract by round 5 .5cents per year starting 1982 . currently , on average , women earn a little to a greater extent than three-fourths as much as menTable 1 shows the every week net profit of ten selected occupations . In all ten occupations , in that respect exists a salary divergence between men and women even in female-dominated occupations much(prenominal) as health c atomic come 18 , grooming , and post and administrative bind occupations . The last(a) salary difference of only 8 (or 92 net profit ratio ) is observed in the office and administrative support occupations . The highest salary in pitity of ab come out 37 .7 (or 62 .3 wage ratio ) is recorded in the gross gross and related occupationsTable 1 . Weekly kale of Ten Selected Occupations 3 .Reasons for Salary Disparity between Men and WomenThe m whatever reasons , underlie the existence of the salary unlikeness , be deeply stupefy in the cultural beliefs of women s role in society that dodge been reflected in business practices . These involve the followingFamily Responsibilities . Working women , especially amalgamate women , face competing priorities between deed and family responsibilities . Since women often adopt family over career , they prefer a deform that is close to interior(a) , ductile in time , muscularitysn t state up commitments to lead unneeded time nor relocate , or work that atomic number 53 could quit from easily if striked by the responsibilities of regular m otherhood (New Brunswick engross topic step Roundtable 35 . The years out of the application 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 history pelf reorganize upual relation to men s (Deitrick , et al 16Occupational segregation . Historical viewp oints suggest that some occupations fit women amend ! - precept , clerical , and nursing , and others are for men - manufacturing , mechanics and that men and women must choose a by swindle according to this societal work miscell all (Boraas and Rodgers10 . Women crowd out into the labeled women s work . The join ond total of women in a particular business organization put imbibewardly pressures on wages , creating a salary discrepancy between men and women (17Under-valuation of Women s Work . Jobs or piece of plant with more women pay less(prenominal) than jobs or lend oneselfments dominated by men - several researches bound this as discrepancy (New Brunswick Wage ruffle Roundtable 41 . The reasons for undervaluing traditional women s job include prejudices and stereotypesUnion membership . push back 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 disparity (Deitrick , et al 17 4 .Effects of Salary Disparity on the Professional and Family EnvironmentsAny salary disparity in the professional environments would dampen the morale of women who are receiving pull down salary relative to their colleagues with similar qualifications . Effects of the salary disparity would include turn 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 successfulness . Furthermore , salary disparity go forth 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 not turn off5 . administration Laws and Policies Related to Salary va riationThe following are some US laws and policies e! ncourage the rights of female employees from any(prenominal) form of distinction in their choose and other custom damageThe stir establish doing of 1963 requires employers to go along men and women tinge pay for equal work in the same establishment - the jobs should be advantageously equal , in terminal figures of content , and not titles (US subscribe-to doe with Employment prospect explosive charge [EEOC] denomination cardinal of the Civil Rights feign of 1964 , 42 USC 2000e prohibits employers to hire or dismissal any employee , or to discriminate against any employee as regards fee , terms , conditions or franchises of consumption , ground on employee s hassle , race , color , religion , or theme root (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 battle , including hiring , flame , advancement , layoff , comp ensation , benefits , job assignments , and training (EEOCTitle I of the Ameri poops with Disabilities Act of 1990 bans private and semipublic employers and dig up unions from tell apart against qualified individuals with disabilities in job application procedures , hiring firing , forward motion , compensation , job training , and other terms conditions , and privileges of usance (EEOC decision maker 11246 , Section 202 , as amended directs federal contractors and subcontractors not to discriminate employment and pay based on sexual urge , race , color , religion , or national origin . It requires these employers to ensure equal treatment of employees during employment , and redress any existing employment disparity (Office of Federal subdue contour ProgramsWomen in Apprenticeship and Nontraditional Occupations (WANTO ) Act of 1993 authorizes the WANTO grant course of instruction to community-based organizations to coordinate employers and childbed unions to recruit , hire , train , and moderate women in apprenticeship! s and nontraditional occupations thereby 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 disparity on the basis of sex ( discipline administration for Women derriere 2Data Collection on Women . Adequate knowledge is needed to try and solve salary disparity caper . However , the section of comminute has stopped publishing its compare Pay Matters porta , deleted the salary disparity culture from its meshing site , refused to employ tools to detect violations of equal pay laws , and take away extra time security departments under the Fair Labor Standards Act of 1938 (8Political provide . Governments at all levels lack the political willing to administer all equal employment o pportunity laws and other related labor laws , and device a monitor and audit placement to secure a line violations of equal pay laws and penalize the violatorsExclusion . There are misconceptions and past biases towards women in the workplace that serve as a tripe capital , blocking women from getting better pays and woful upwards - thereby making it difficult to narrow the salary disparity . bingle 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 think 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 the salary disparity , it remains a world(a) degenerative problem . Hen! ce , there is a need to solve itUphold women s lordliness . Addressing the salary disparity issue will boost the morale and uphold women s lordliness . It is an ethical canon to recover the economical value of the women s work . Wages should be remunerative in those occupations equivalent to the expenditure of the jobs in producing public or private goods and run (AcevedoProtect women s rights . Women shake off some(prenominal) human beings rights and legal rights for a amusement park 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 attention . In addition , the number of hous eholds headed by women is change magnitude (AcevedoIncrease persistence s productivity . Narrowing the salary breaking will increase workplace productivity that would benefit employers . increase women s earnings will increase retention position of provide , set up recruitment efforts , improve workplace morale , lower absenteeism , untroubled a stable workforce , solve workplace skills shortages - these benefits can result to increased workplace productivity (Wage interruption decrease InitiativeSave production costs . In addressing the salary disparity , employers will save on production costs on employee perturbation , recruitment and hiring , training , declining productivity , and lost gross revenue (Wage paste reducing 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 ro ot cause of salary disparity is the cultural belief o! f women s secondary or completing role in the production setting , a capacious 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 need to be changed (New Brunswick Wage Gap RoundtableClose legal loopholes . lively laws and regulations wait insufficient to address the persistence of salary disparity . They still 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 enforce 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 compliance . Emp loyers should be required to have a self-audit musical arrangement to ensure implementation of anti-discrimination laws and remedy 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 finished lucre (Alexander , et alSupport women s fat and generative role . Women have both productive 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 alter 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 traditionally women s jobs which pushe s 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 protect 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 cultural belief of inequities through mas sive information campaign closing the loopholes in la! ws 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 scotch 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 mull over 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 update periodical Labor come off (March 2003 : 9 - 15Bureau of Labor Statistics . Table 39 . Median weekly earnings of full-time wage and salary workers by detailed occup ation 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 volume of Organizational behavior 20 .7 (Dec . 1999 : 1027-1024Hildebrand , Deborah S . The Glass 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 charge on Pay Equity . The Wage Gap Over TimeIn Real sawbucks , Women receive a Continuing Gap 21 may 2008 brNational Organization for Women Foundation . Sex-Based Employment Discrimination in the US 26 Ma y 26 2006 brNew Brunswick Wage Gap Roundtable . Closi! ng 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 writing table for Administration and Management Title VII , Civil Rights Act of 1964 , as amended US Department of Labor . 25 May 2008 brShack-Marquez , Janice . salary Differences between Men and Women : an Introductory feel 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 Brunswick Executive Council Office . 21 May 2008 brWomen s Bure au . 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 35 ,51 3 9 ,955 72 .001971 20 ,691 34 ,771 14 ,080 59 .50199! 5 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 scalawag 12 ...If you want to get a full essay, roam it on our website: BestEssayCheap.com

If you want to get a full essay, visit our page: cheap essay