Gender Wage Disparity in the Employment Sphere - Coursework Example

Introduction: There is no question that a lot of progress has been made over the past several decades concerning. Part of this progress was the way in which minorities have been included within society, integrated in the workforce, and the way in which feminism has improved the overall outlook and respect that women receive. It is still obvious that the social movements that began in the early 19th century have a great deal left to accomplish. For instance, the reader can consider the case of wage disparity as it relates to men and women in the workforce. Background: Regardless of the measurement that is used, women typically make between 20 and 30% less on each and every pound; as compared to a man. Even though great progress has been made, this particular statistic is one which is ultimately quite stubborn and has proven difficult to engage. Although it is obvious that one or two methods might not be enough to fix this problem, it is the view of this student that seeking to promote the changes that will be considered within this brief analysis will be extraordinarily useful in helping to address the broader issue. However, these recommendations will not be totally sufficient to ending the gender gap in wages. Accordingly, the two approaches that will be put forward are as follows: extending family leave to men and discontinuing wage secrecy. Presentation of Option 1: Extending Family Leave Firstly, one of the reasons for why there continues to be a gender gap in 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 to the employee; both for those employees that are 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 (Saari, 2012). The difference that exists in this case has to do with the fact that firms realize that this is a costly process. This causes many firms, at least within the past, to prefer male employees due to the fact that they would not have the potential of incurring the same costs as the females. Whereas it is absolutely true that these costs cannot 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 to which a particular firm might seek to employ men at a higher salary than women would be reduced drastically. Comparison and Consideration of Option 1: 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 warm 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. Presentation of Option 2: 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. Comparison and Consideration of Option 2: 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 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. Saari, M 2013, Promoting Gender Equality without a Gender Perspective: Problem Representations of Equal Pay in Finland,Gender, Work & Organization, 20, 1, pp. 36-55, Business Source Complete, EBSCOhost, viewed 8 March 2014. XIU, L, & GUNDERSON, M 2013, GENDER EARNINGS DIFFERENCES IN CHINA: BASE PAY, PERFORMANCE PAY, AND TOTAL PAY, Contemporary Economic Policy, 31, 1, pp. 235-254, Business Source Complete, EBSCOhost, viewed 8 March 2014. Zhu, W 2010, UNDERSTANDING THE GENDER PAY GAP: WHATS COMPETITION GOT TO DO WITH IT? Industrial & Labor Relations Review, 63, 4, pp. 681-698, Business Source Complete, EBSCOhost, viewed 8 March 2014. Read More