Gender Pay Gap - Contemporary Issue in Employment Relations - Essay Example

Section/# The Gender Gap in Women’s Pay It is without question that a great deal of progress has been made over the past several decades. Part of this progress has been contingent upon the way in which minorities have been included within society, integrated within the workforce, and the way in which feminism has improved the overall outlook and respect that women receive within society. However, it is patently obvious that the social movements that began in the early 19th century have thus far a great deal left to accomplish. For instance, the individual can and should consider the case of wage disparity as it relates to men and women in the workforce. Regardless of the metric that is used, women typically make between 10-15% less on each and every pound as compared to a man. Even though great progress has been made, this particular statistic is one that is ultimately quite stubborn and has proven difficult to engage. Although it is obvious that one or two methods might not be sufficient for entirely ameliorating this differential, it is the view of this author that seeking to promote the changes that will be considered within this brief analysis will be extraordinarily beneficial in helping to address the broader issue; albeit not totally sufficient to ending the gender gap in wages. Accordingly, the approaches that will be put forward are as follows: extending further levels of family leave to men, increasing government awareness programs, working to further social acceptance of wage parity, and discontinuing wage secrecy. It is widely recognized that women were not represented within the workforce of the United Kingdom, at least to a statistically significant degree, up until the First World War. As a direct result of the fact that tens of thousands of young men throughout Europe were going off to training and engaging in combat, the labor force was dealt a heavy blow. Similarly, the industrializing powers throughout Europe placed a heavy importance upon ensuring that their economic power was firmly exhibited by means of their industrial production capabilities; not to mention the fact that were material needed to be created at an ever increasing rate as a result of the conflicts they were exhibited throughout the continent. Similarly, the overall representation of women in the workforce also peaked during the Second World War; for similar if not identical reasons (Flanders, 2013). As a result of these sociological changes and shifts in the perception for how women can and should integrate with the workforce, a large percentage of women remained in the workforce after the conclusion of these conflicts. Moreover, as children were raised within a new sociological dynamics, the expectation that a mother would necessarily stay home and care for children, or make family a primary focus of her life, was necessarily diminished. However, regardless of the fact that women make up a sizable and statistically important percentage of the modern workforce throughout Europe, varying between the low 30th percentiles to the upper 40th percentile, the fact of the matter is that the remuneration that these individuals perceive is invariably less as compared to their male counterparts. Fully 40 years after the feminist movement effectively began and consolidated societal understandings with respect to what should be expected, this situation remains. As a function of seeking to define and understand this particular dynamic to a more full and complete degree, the following analysis will engage the reader with a discussion and representation of the issues involved with the disparity in women’s pay throughout the workforce in Europe. Furthermore, interpretation and discussion of why this might be the case, background, core issues associated with the problem, and whether or not biological explanations can in fact be understood as acceptable determinants will be engaged. It is the further hope of this author that such a level of discussion and analysis will be beneficial to the reader in terms of understanding the dynamic and disparity between men and women’s pay that continues to be perpetrated throughout the system. Firstly, with respect to background of this issue, the disparity in pay between men and women is something that has steadily been declining as societies throughout Europe have modernized. For instance, studies within Parliament and prescriptive changes with respect to the way in which women can and should be paid based upon the merits of their labor, not upon their gender, have been present since the early 1980s. Likewise, the European Union and even hopeful members of the European Union exhibit legislation and expectation that gender equality, in terms of pay, is to be exhibited throughout the labor force. However, regardless of these expectations and/or the amount of legislation and time that is spent promoting them, an inherent level of bias continues to be exhibited throughout the workforce; not only in Europe but also elsewhere throughout the globe for that matter. Further, in terms of the background of the issue, it can and should be understood that the disparity with respect to the wages that women are paid as compared to men can ultimately be linked to a degree of societal sexism. The reason behind this has to do with the fact that society, broadly speaking, continues to define the worst of the female as inherently less than that of the male. Sadly, this particular situation has been evidenced throughout history and has only recently been recognized as something that developed societies should seek to distance themselves from. Partially as a result of the fact that men were primarily tasked with hunting, defending, and providing basic resources, women were viewed as more inclined to domestic work and this evolutionary interpretation created a societal reality in which individuals understood that women would better their own lives if they were to focus on family care as opposed to integrating with the workforce. Even still, a further level of background with respect to this issue encourages the reader to consider the fact that levels of tacit sexism are not the only factor which defines why women are continually paid less than their male counterparts. For instance, as sexism is ingrained and bias is defined throughout society, individuals come to understand, incorrectly, that women are inherently less profitable for a given business venture as compared to their male counterparts. The underlying rationale that is given for this is predicated upon the salty and oftentimes incorrect belief that women will eventually wish to devote themselves to family life. Even if the woman employed within a particular sphere wishes to continue her career after having children, the inherent loss of productivity and efficiency that results from a woman taking time off during pregnancy and spending the first final months with the infant discourages many open-minded employers from paying women commensurate with their male counterparts. Thankfully, the gender pay has slowly and steadily been decreasing since the late 1970s. Statistics for the United Kingdom noted that an 87% parity with the male members of the workforce is exhibited within female members of the workforce; with respect to pay. However, this still leaves a gaping 13%; a gap that cannot be explained rationally. Instead, the following section of this brief analysis will discuss some of the arguments that are oftentimes given with respect to why women are inherently less valuable to the employer and commensurately paid less as compared to their male counterparts (Annesley et al., 2011). The first argument is given is with respect to physical ability. Whereas it is true that women do not possess the upper body strength that men do, this requirement is invariably nonexistent for almost all jobs within a service-oriented economy; such as the United Kingdom or other developed economy within the European Union. Notwithstanding this limitation, those jobs that do not require heavy lifting or physical exertion of a particular strenuous degree should not exhibit any degree of disparity with respect to the overall rate of pay that women receive as compared to men. Another excuse that was oftentimes given, especially within earlier times is with regard to the fact that women are inherently less efficient as compared to men. Numerous studies conducted over the past 10 to 15 years have indicated that the inverse of this is in fact true. Psychologists agree that a woman’s ability to multitask and handle a variety of deadlines simultaneously far exceeds that of the average male. As such, the excuse for paying women less than their male counterparts, based on the fact that they are less efficient, falls apart when analyzed under the microscope of scientific fact. Taking a moment to play devil’s advocate, it must also be understood that the statistics concerning women in the workforce, and the overall rate of pay that they received, are somewhat misunderstood by many feminists and advocates of gender equality that do not thoroughly understand their significance (Lips, 2003). For instance, whereas it is true that not every single female wishes to have a family and consequently places this need before work, at least at some point within their career, a sizable number of women do. Because of this, the overall amount of time that women spend in the workforce, as compared to their male counterparts is inherently lower. As one can immediately discern, employers invariably pay individuals that had been on the job longer a higher overall salary. Even within a specific job range, for instance Sec., an individual that has been performing the work of the secretary for 10 years as opposed to seven is expected to receive a higher overall salary. As a result of the fact that women inherently take a higher amount of time off, for various reasons, the overall remuneration that these stakeholders receive is reduced; as compared to the remuneration levels that male counterparts receive within the same jobs (Paramaguru, 2013). Although this only helps to explain part of the problem, it is an often overlooked aspect that helps to shed a degree of understanding with regard to the overall level of disparity that continues to exist between men and women. Furthermore, even though the statistics that have been represented previously within this analysis, specifically the statistic that women earn approximately 13% less than their male counterparts, can be understood within the paradigm that full parity is unlikely ever to be achieved. This is due to the nature of society and the impact that gender roles have upon which individual within a given couple is expected to perform childcare duties and attend to the immediate health care and developmental needs of their young children. Recommendations: A Government Awareness Program of Wage Disparity and Its Impacts: One of the first things that can be done to assist the overall gaps in pay that exist between men and women is with respect to attempting to effect a societal understanding of occupational segregation. Ultimately, regardless of the degree or extent to which feminism has pervaded current society within the Western world, people still are of the opinion that certain jobs are for men and other jobs are for women (Sorensen, 1989). For instance, the nursing profession is still profession that is dominated almost entirely by females. One of the reasons behind this has to do with the fact that the societal interpretation of nursing is one that necessarily promotes this is a profession that is most naturally suited to women. However, as can be obviously seen, this profession is equally suited to men. As a means of correcting this, it will be necessary for the government to sponsor awareness campaigns in the same way that they sponsor awareness campaigns with regards to domestic violence, drug abuse, or other societal issues that are deemed as important enough to warrant the level of government intervention. Cost: The overall cost of such an approach is necessarily high. As the government will need to be responsible for promoting, marketing, and engagement with the population in an attempt to shift the level of acceptance and expectation that exists within society, it is expected that this campaign will require a relatively high level of funding (Zurlu, 2012). Whereas it is true that this funding will not immediately be provided all in one verse, another reason for expecting that a level of money that would be required for such a campaign would be high has to do with the fact that societal expectation and/or norms are usually entrenched and take a great deal of time as a function of shifting. Societal Acceptance: Similarly, as can be inferred from the discussion, it is likely that a great deal of societal “pushback” will be evidenced in attempting to change the way in which people view certain careers and/or certain perceptions. Whereas it is true that political correctness and other norms have been able to be engaged with past populations, the degree and extent to which they take place and/or the level of resentment that exists within society as these norms are promoted can sometimes be extraordinarily high. Government Sponsored Childcare Programs: Another way in which the government might seek to end this level of wage disparity that exists between men and women is by creating a nationwide program that could assist both men and women with their child care needs. And inarguable fact is that women are largely expected to serve the role as family caretaker within the expectations of many individuals throughout society. Whereas this is a rather chauvinistic and/4 limited viewpoint with respect to the role of women, it is nonetheless a reality faced. Further, as women are expected to be the caretakers of young children, is oftentimes a woman that must leave work early, come to work late, take off work in the middle of the day as a means of addressing the healthcare or educational needs that their child may have. As this is not as common within male workers, they invariably are viewed as a more valuable and hard-working asset for the firm or entity in question (Black et al., 2013). Once again, this is an unfair categorization that is brought about not due to the fact that women are inherently less worthy of equal salary; but due to the fact that women fulfill the role of caretaker and provider simultaneously. Yet, if there was a federally funded program that assisted with child care needs, this would greatly reduce the level and extent to which women would need to take time off as a means of addressing these concerns while at work. Naturally, as can be seen, this only addresses a partial component of the issue at hand. Due to the fact that society still continues to you world in an overly chauvinistic manner, one that expects women to take care of all aspects pertaining to the child welfare, the promotion of government-funded programs only addresses the symptoms of the broader problem. However, at the current juncture, this is a possible solution to the situation. Cost: From an issue of cost, this is by far the most expensive of the options that have thus far been discussed. An increase in the tax base or the subsequent increase in the overall tax revenue would be required in order for society to fill this need without creating a new tranche of deficit spending. However, some of this overall cost could necessarily be recouped by the potential for women to earn more money, contribute a larger percentage to tax revenues, and thereby reduce the overall strain on society that such a program could ultimately affect. Societal Acceptance: In terms of overall societal acceptance, it must be noted that such a program would largely be viewed with suspicion. Although certain women would necessarily avail themselves of this opportunity, others would feel as if the government was overreaching its authority and/or forcing a level of early childhood care on children and/or mothers that neither wanted nor needed it (Chalikia, 2008). Whereas this may or may not be the case, the expectation is that more conservative individuals within society would necessarily find fault with this approach and seeks to end the funding of the program prior to it even beginning. Extending Family Leave Firstly, one of the ultimate reasons for why there continues to be a pervasive gender gap with respect to wages has to do with the fact that women are expected, at least at some point in their life, to become pregnant. Naturally, this is a very sexist interpretation; however, firms that are specifically interested in profit maximization and utilizing the full potential of the employees time consider this as a relevant factor when they hire and settled upon a salary for a female employee. These firms are responsible for providing the necessary resources both for the individual employee that is on leave as well as the necessary additional resources that the firm will require during the time in which she is out on maternity leave; if indeed she does become pregnant at some point in her life (Saari, 2012). The ultimate differential that exists in this case has to do with the fact that firms inevitably realize that this is a costly process; lending many firms, at least within the past, to prefer mail employees due to the fact that they would not engender the same cost as the females. Whereas it is absolutely true that these costs cannot merely go away, a more appropriate level of response would be to recognize this inherent differential that exists between male and female employees and require that firms throughout the system extend maternity benefits/leave to male employees as well. As such, the level and extent to which a particular firm might seek to employ men at a higher salary than women would be inherently reduced; if not negated entirely. A Determination of Cost and Social Acceptance: From the cost standpoint, employers will of course be hesitant to engage this approach due to the fact that it will more than double the overall amount of money that they must provide with regards to benefits and leave for their employees (XIU & GUNDERSON, 2013). The reason that this number will double has to do with the truth that there are still more men in the workforce as compared to women. Additionally, a further issue that must be understood with regards to the overall potential success for such a plan is with respect to the level of social acceptance that can be affected. Even though such a plan has not ever been implemented, it is expected that most stakeholders in society would welcome this change due to the fact that it represents a more fair and equitable approach to family time and the manner through which the sexes are understood. Whereas it is true that there will of course be individuals that will fight against this extension as inherently unfair, due to the fact that it is the woman who is ultimately responsible for giving birth, most individuals within society will welcome the equality that such a change provides. Discontinuing Wage Secrecy Another effective approach that this particular analysis will put forward is discontinuing wage secrecy. Although many legal and ethical issues surround this, the fact of the matter is that wage secrecy contributes to the degree and extent to which individuals within society remain unaware of the unethical behavior that exists with regards to the gender gap (Arnania-Kepuladze, 2012). As has been noted previously within this analysis, women are invariably paid several percentage points lower than the average male within any given profession. Within such an understanding, this differential is not widely known to stakeholders within a particular organization or firm due to the fact that wage secrecy restricts the ultimate amount of knowledge that they are privy to. Accordingly, by negating this requirement and allowing each and every individual within a firm to be completely and fully aware of the overall level of money that an individual is burning, the potential for equity and fairness with respect to the gender gap is inherently maximized. A Determination of Cost and Social Acceptance: With respect to a determination of cost of social acceptance for this proposition, it must be understood that the overall cost will be relatively low for the overall economy as well as the individual firm/organization in question. However, the legal concerns that could be generated as a result of such a posture are extreme. By maximizing the overall level of liability and the potential for lawsuits of each and every variety, firms would find themselves in a less economically advantageous position as a direct result of this change. Moreover, with respect to the overall level of social acceptance, it can further be stated that this will be somewhat different as compared to the prior recommendation that was given within the analysis. The underlying reason for the muted level of social acceptance has to do with the fact that many individuals will not be favorable to having their wage information out for display; both with respect to their fellow coworkers and with respect to all other individuals within society (Zhu, 2010). As a means of encouraging a level of ethics and fairness, it would be the recommendation of this analysis that the end of the way in secrecy would only apply within the specific firm or organization in question. As such, individuals within society would not be privy to the information regarding wages of specific employees within different sectors. The added benefit that this will provide is that it can increase the overall fairness of such an approach and reduce the level of predatory headhunting that would otherwise take place if such legislation were engaged. Conclusion: From the analysis that is been conducted, it is clear and apparent that there remains a great deal of legislative potential with respect to increasing the diversity within the workforce. Moreover, from the two proposals that have been put forward, the overall level of cost and social acceptance is not so extreme that individuals within society would outright refuse to engage these considerations at all. By focusing specifically upon the recommendations that provide the least level of drawbacks, it is the hope of this analyst that the reader will come to a more informed understanding with respect to relevant actions that can be taken within the current framework that could promote gender parity with regards to wages. Bibliography Annesley, C., Engeli, I., & Gains, F. (2011). THE PROFILE OF GENDER EQUALITY ISSUE ATTENTION IN WESTERN EUROPE.Conference Papers -- American Political Science Association, 1-31. Arnania-Kepuladze, T 2012, DISPARITY IN THE EMPLOYMENT SPHERE: THE MEASUREMENT OF PAY GENDER DISPROPORTION, Problems Of Management In The 21St Century, 3, pp. 20-25, Business Source Complete, EBSCOhost, viewed 8 March 2014. Black, D, Haviland, A, Sanders, S, & Taylor, L 2008, Gender Wage Disparities among the Highly Educated, Journal Of Human Resources, 43, 3, pp. 630-659, ERIC, EBSCOhost, viewed 10 March 2014. 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