Gender Wage Gap

Examples of Gender Wage Gap in the following topics:

• Learning the Gender Gap

  • Most who study the gender wage gap assume that it is not due to differences in ability between genders - while in general men may be better at physical labor, the pay gap persists in other employment sectors as well.
  • In order to determine whether the gender gap is a result of implicit or explicit discrimination, we can look at the adjusted and unadjusted wage gap.
  • The remaining part of the raw wage gap that cannot be explained by variables that are thought to influence pay is then referred to as the adjusted gender pay gap and may be explicitly discriminatory.
  • The total wage gap in the United States is 20.4 percent.
  • Statistical analysis that includes those variables has produced results that collectively account for between 65.1 and 76.4 percent of a raw gender wage gap of 20.4 percent, and thereby leave an adjusted gender wage gap that is between 4.8 and 7.1 percent. " Thus, only a relatively small part of the wage gap is due to explicit discrimination .

• Income Distribution

  • The United States has a high level of income inequality, with a wide gap between the top and bottom brackets of earners.
  • Unequal distribution of income between genders, races, and the population, in general, in the United States has been the frequent subject of study by scholars and institutions.
  • Inequality between male and female workers, called the "gender wage gap," has decreased considerably over the last several decades.
  • During the same time, inequality between black and white Americans, sometimes called the "race wage gap," has stagnated, not improving but not getting worse.
  • Nevertheless, data from a number of sources indicate that overall income inequality in the United States has grown significantly since the late 1970s, widening the gap between the country's rich and poor.

• Women in the Labor Force

  • The 2008 edition of the Employment Outlook report by the Organisation for Economic Co-operation and Development (OECD) found that, while female employment rates have expanded considerably and the gender employment and wage gaps have narrowed virtually everywhere, women still have 20% less chance to have a job than men, on average, and they are paid 17% less than their male counterparts.
  • Some examples of the ways in which gender affects a field include: prohibitions or restrictions on members of a particular gender entering a field or studying a field; discrimination within a field, including wage, management, and prestige hierarchies; expectation that mothers, rather than fathers, should be the primary childcare providers.
  • The gender pay gap is the difference between male and female earnings expressed as a percentage of male earnings, according to the OECD.
  • The 2008 edition of the Employment Outlook report by the Organisation for Economic Co-operation and Development (OECD) found that, while female employment rates have expanded considerably and the gender employment and wage gaps have narrowed virtually everywhere, women still have 20% less chance to have a job than men, on average, and they are paid 17% less than their male counterparts.
  • Gender Pay Gap in 19 OECD countries according to the 2008 OECD Employment Outlook report

• Discrimination Based on Sex and Gender

  • Sexism or gender discrimination is prejudice or discrimination based on a person's sex or gender.
  • It has been linked to stereotypes and gender roles and includes the belief that males are intrinsically superior to other sexes and genders.
  • One form of occupational sexism is wage discrimination.
  • In 2008, the Organisation for Economic Co-operation and Development (OECD) found that while female employment rates have expanded, and gender employment and wage gaps have narrowed nearly everywhere, on average women still have 20 percent less chance to have a job and are paid 17 percent less than men.
  • This graph illustrates the median weekly earnings of full-time wage and salary workers, by sex, race, and ethnicity in the U.S., 2009.

• Inequalities of Work

  • Women are frequently treated unequally at work, often through sexual harassment and/or wage discrimination.
  • Legally, sexual harassment can be directed by one person of either gender towards another person of either gender.
  • Frequently referred to as the gender pay gap, this phenomenon observes that women are consistently paid less for performing the same tasks as men.
  • However, not even this acknowledgement explains the entirety of the wage gap, for even women working full time in higher-paid industries earn less than their male colleagues.
  • The larger schema into which the gender pay gap fits is the notion of a "glass ceiling" for women in the workplace.

• Barriers to Organizational Diversity

  • Companies seeking a diverse workforce face issues of assimilation into the majority group and wage equality for minorities.
  • The implementation of a more diverse workforce faces obstacles in both the assimilation of new cultures into the majority and wage-equality and upper-level opportunities across the minority spectrum.
  • The consistency of the gap between wage and education levels in males and females offers concrete evidence that the barriers to diversity in the workplace still exist.
  • Though this gap highlights gender inequality in particular, the strength of the empirical data suggests that a glass ceiling could apply to any minority group.
  • Wages grouped by gender and education reveal a "glass ceiling" for women in the workplace, and the wage gap between men and women only grows as educational attainment increases.

• Job Discrimination

  • Legally, sexual harassment can be directed by one person of either gender towards another person of either gender.
  • Beyond sexual harassment, the most obvious instance of inequality in the workplace is wage discrimination.
  • Frequently referred to as the gender pay gap, this phenomenon observes that women are consistently paid less for performing the same tasks as men.
  • This explanation of the pay gap invokes the notion of the pink-collar worker.
  • However, not even this acknowledgement explains the entirety of the wage gap, for even women working full-time in higher paid industries earn less than their male colleagues.

• Family and Gender Issues

  • Social expectations that women manage childcare contribute to the gender pay gap and other limitations in professional life for women.
  • In the United States, there is an observable gender pay gap, such that women are compensated at lower rates for equal work as men.
  • The gender pay gap is measured as the ratio of female to male median yearly earnings among full-time, year-round (FTYR) workers.
  • Economists who have investigated the gender pay gap have also noted that women are more likely to choose jobs based on factors other than pay.
  • Recall at least three reasons why there might be a gender pay gap

• Gender

  • This phenomenon is referred to as the gender gap in employment.
  • Sociological research shows that women are not paid the same wages as men for similar work.
  • The income gap between genders used to be similar between middle-class and affluent workers, but it is now widest among the most highly paid.
  • The most common explanation for the wage gap between men and women is the finding that women pay a motherhood penalty, regardless of whether or not they are actually mothers.
  • Wages based upon gender and education point to a distinctive glass ceiling as it pertains to women in the workplace.

• Growing Gap Between Rich and Poor

  • Economic inequality (also known as the gap between rich and poor) consists of disparities in the distribution of wealth and income.
  • The income gap between highly skilled workers and low-skilled or no-skills workers;
  • In the capitalist market, the wages for jobs are set by supply and demand.
  • When there is high supply and low demand for a job, it results in a low wage.
  • The gap in wages produces inequality between different types of workers.