Female Unequal Pay in the Labor Market - Essay Example

Female Unequal Pay in the Labor Market Introduction: Inequality between women and men in different aspects of American society is not a new thing forus. In many fields of work, men are preferred over women. Male domination is an old concept but it still can be implemented in the 21st century. Though the world and the society is much developed now and also turned into a globalized world where everything is modern and full of technology. Still women are facing this discriminating behavior. In this technological era, where everything is revolutionized, the perception regarding women is still the same. Women always face discriminatory behavior in different social matters. Decades back, the female workers were considered not good for the family lives, because according to men’s perception, woman is only for household working and thus she should not work outside the boundary of her home. Now this perception is a little bit changed. Women are working in many of the fields but still facing a biased behavior in the financial matters, as men are receiving more wages than women. Men are receiving more wages as compare to women, even when both of them have same qualifications and working in the same position. In addition, this is not confined to any particular society or country rather everywhere women are facing this similar situation. Whether we talk about western countries or the eastern ones, the wage gap between the men and the women exists. Main Body: There is always a discussion on this topic of biased behavior regarding wages among men and women. Many of the researchers work on the topic of unequal pay and wages for the females. Different research studies have clearly shown the reason and factors, which actually create a pay gap between the males and the females. However, the positive thing is that now in the 21st century women are more powerful to fight for their rights. They can stand up for receiving their rights and an equal wage system is their true right. This strength is only possible because of the education and knowledge level in the females (Hughes 631). According to some of the education experts’ research analysis education always creates awareness in the human beings. In addition, because of this education women are now powerful regarding their fight for rights. The reason for increase in the pay system can be the changing role of women in the labor work force. In the past decades the women were not involved in the hard works but now there is no single field where women are not working and giving their best. Earlier it was considered that women may not take any burden on them, women cannot work on the executive seats just because of their emotional instability. This emotional instability is always a factor to restrict the scope of jobs for women. Now we can say that women are more stable in some situations. They can tackle problems in a more stabilized way (Hughes 631). The main problem is that the lesser wage rate of a female may not only affect her individually rather the entire family is affected by it. In most of the situations when a female is working then it means that there is no other working hand in the family and with the less amount of wage rate it will be difficult for her to maintain her family. A statistical survey shows that women’s wage rate or we can say earning is almost 77% to that of earning of a man. Almost all of the ethnic groups and races present across the world are facing this pay discrimination in their culture and the society either its African or white people, Hispanic or Asian people (Hughes 631). ‘Equal Pay day’ is celebrated worldwide on 17th of April every year but the sad fact is that there is no execution on the policies of equality for the pay or wages for both men and women. Every year, the State agencies pass different policies and bills regarding women rights in their countries but they do not care for the implementation of those policies. Research studies show that there is a little progress in the wages rate of a woman (Hughes 631). In 1960’s the usual and normal wage of a woman was about 58 cents as compare to her, a man was receiving a dollar for the same job. Now in this 21st century the wage rate of females is progressed to 70 cents as compare to men’s one dollar. Nevertheless, it seems that if the women wage rate is continue to increase at the same pace then it will take many more years to fill the gap of both wages rate of men and women. Here we can say that this increase in the ratio of women wage rate is just because of the women’s own fight for their rights (Hughes 631). That means that if there is any increase in the wage rate of the female employees then it is only possible because of the women’s efforts. Now women are more aware of their rights and thus they can stand up against biasness. Here it is significant to be noted that the wage gap is lesser in African black people as compare to the white people. The reason for this lesser gap is that the overall pay trend is low in the black people. The black men are also earning lower as compare to other people. (Hughes 631). Women almost make half of the employed work force in many parts of the world. We can say that more than half of the women population is employed and thus earning a living hand for their families. This statistic is not a small one rather it is a crucial point for the policy makers to think about the wage gap and then the procedures to fill this gap in a smooth manner. It is point of focus for the Government and the State agencies that the ration of employment is increasing day by day in the women population. They must ensure a proper wage rate and a compensation plan for them otherwise; this present situation will not be good for them (Hughes 631). Another research study show that when women were asked about their opinion regarding their pay or wage, gaps then they pointed an important factor that usually males are the part of the panelists and these men are not of the opinion that women should work in their companies. Therefore, they usually set a low wage rate that women may not agree upon this rate and thus leave the organization. However, in actual this may not happen. Many other males who are working on the top positions raise another point in favor of pay gap based on gender discrimination (Pinto 869). They said that usually women do not demand for a rise in their salary. They are unaware of the fact that salary is a negotiable thing and thus can be set at a rate, which is mutually agreed by both parties. Usually women are reluctant to talk confidently about the salary increase and thus the managers may take advantage of it. Still the fact remains same that most of the females are working in the low paying industries (Pinto 869). According to some research, females face common limitations in the labor market which effect on their income or earnings growth and their marketing leads. Although more females than ever, efficiently complete college or higher education but this increase in the academic level of females does not actually link with pay increases (Pinto 869). An important reason is the gender discrimination of responsibilities and specifications because of being a parent. Females are more likely to work half time or part-time, take a profession pause, or break when there are kids to take care of. Those women who are a part of the labor operating fulltime after a pause or break or operating only half time are encountered with lower salaries than their men co-workers who did not disrupt their profession (Pinto 869). The intergenerational growing of the male/female salary gap due to mens obtaining more useful work encounter or knowledge on the job as compared to females are described by many of the researchers. Two aspects could describe mens more fast attainment of useful work encounter and resulting boost in minor output. One is men would learn more on the job or in working out or training because job achievements is more psychologically significant for males than for females (Weismann 23). Because of gender part socializing, work-related positions may be additional for many females. In addition, the other is while some females are out of the employees as full-duty hour’s house workers, the job abilities they obtained changed and are neglected at some level. The worth of their work skill or performance consequently declines (Weismann 23). The common strategy to examining the resources of the gender wage gap is to calculate salary reversion specifying the connection between salaries and output associated features for males. The gender wage gap may then be mathematically disintegrated into two constituents: first because of sex variations in calculated features and the other is unsolved or unexplained and possibly due to bias (Weismann 23). There is significant proof to back up the fact that sex variations or discrimination in choices play some part in sex variations in professions. The declare that variation is also important is more questionable. Some powerful proof of the significance of variation comes from explanations of institutionalized limitations that have traditionally omitted females from particular activities or obstructed their way up to development (Weismann 23). Females keep deal with biasness or discrimination in the work industry even though the level of discrimination appears to be reducing. The effects of the wage gap on community are several and do not only impact females but it also limits financial development, raises dis-satisfaction and has damaging impact on the health, wealth and prosperity of societies and families due to gender discrimination (Weismann 23). In most of the American family setups, Females still maintain chief liability for kid care and house hold work. . Nevertheless, this design has been modifying as family members react to increasing work market possibilities for women that raise the probability price of such preparations. Moreover, guidelines that accomplish the incorporation of family obligations and work having both unpaid and management assigned become progressively frequent in latest years. In future, the improving accessibility to such guidelines will build it simpler for females to merge work and family, and for males to get on a bigger contribution of family or household projects (Weismann 23). Gender Neutrality is beneficial for the society because it will create a balance between the individuals living in the society. There will be a more healthy working and living environment for the people irrespective of their genders and sexes, just because of the reason that women will be satisfied after getting equal human rights. An equal wage rate is definitely a right of a woman who works equally with the men (Blau 66). However, if the society does not focus on this important aspect then it would be a harmful situation in the coming years of life. Women may feel dis-respect because it is obvious that men are treated as a valuable asset in the company. However, an author is of the opinion that women are playing roles that are more important in the society development. The women are fully involved in the personality building of the new generation minds. It is a famous saying that there is always a woman behind every successful man (Blau 66). It is proposed that Government should get involved in the propagation of the idea of the gender equality in their wages or compensation packages. Sweden Government is putting efforts to keep women rights. The idea of gender equality or gender neutralism in a company can only be possible when there are policies, rules and regulations regarding this point. Government should take actions to implement this strategy. Everything can be possible if the higher official authorities are involved in it (Blau 66). Opposite Opinion: Contrary to the above research, there are some other authors who are against the idea of equal compensation packages without any gender discrimination. According to their point of view, women are physically less strong then men, women are more emotional or we can say more emotionally unstable as compare to men. Due to these natural facts, men can do more work than women and thus they should be preferred when hiring for any job and thus they should get a higher wage rate as compare to women (Tower 890). Some of the people justify this wage or pay gap due to some reasons. According to them, women are usually employed in such fields, which are not that much complicated or tiring, or maybe we can say these professions may not require much exertion of their body or minds. Women are usually involved in nursing, teaching, waitressing and child care (Tower 890). Here it should be mentioned women are also involved in many other fields but these are some of the significant areas where the whole and sole employment is for the females of the community. As compare to these females, men are usually employed at the positions where there is a need of hard work, physical and mental exertion. Therefore, the pay gap can be justified if we look this matter form the professional perspective (Tower 890). Many of the researchers answer the question of why there is wage gap between the earnings of the females and the males. They are of the opinion that despite gender there can be many other certain factors, which play an important role for setting a high pay rate for the males (Tower 890). These factors may include work commitment, strength to carry hard work, availability at any point of time, emotional stability, communication skills and the most important that is decision making power. All of these factors collectively make a stronger and potential candidate for a higher wage rate. Usually men comprise of all of these factors in abundance as compare to women (Tower 890). Another reason for the low wage rate of the females as compare to men is their likelihood of being a mother. Usually women may have to drop their jobs just because of the reason of their children and many other related issues. Due to this, the company may have to suffer a loss in monetary terms (Tower 890). Though there are many other women, who somehow manage their children along with their jobs, but in most of the cases, women do prefer children over their jobs and in such situations, a woman may not be a potential employee for the company. Contrary to them men are not facing any such issues or problems. Therefore, they are always committed towards their organizations and the jobs. Due to this reason, many of the people justify the pay gap between women and men (Tower 890). Conclusion: Now it is right time for the state or the Government to take their responsibility and make some legislation for the betterment of this problem. There should be a proper plan and then a check and balance on the implementation of it. On a small scale, employers can also take certain action in order to support or solve these kinds of issues and thus hire the potential females’ work force. It is a fact that women are more committed towards their work as compare to men but in the situation when they do not face any problem regarding their family. The pay gap based on gender discrimination is a usually matter in almost all the ethnic and racial groups all across the world. However, many of the people are playing their roles in order to make some policy in regard of this pay gap but still the problem is very much significant in many of the countries in the world. There can be many reasons behind this pay gap. Many of the people think that women are working in those fields which are not very much demanding like nursing and teaching etc but contrary to this men are working on many positions which are very much demanding. These job positions may require time and energy both and therefore they should get a higher wage rate against their hard work. Many other women are of the opinion that usually panelists are males who hire them and then set their pay and wages. These males do not want to take a woman in their team or the group of different employees. Some of the males have a typical thinking about the women that they should not work rather only raise their children. Different opinions exist in the society but the fact remains same that the wage or pay gap still exists in the society and also in different ethnic groups like black people, white people, Hispanic and even African people too. Works Cited Pinto, Luis, ‘Labor Market Signaling and Self Confidence: Wage Compression and the Gender Pay Gap’, (December 23, 2012), Journal of Labor Economics, Volume 30, Number 4, page 860 – 889 Weismann, David, ‘Work Experience, Age and Gender Discrimination’, (February 22, 2007), Gender Pay Gap, University of Arizona, Research Paper, page 12 – 29 Blau, Francis, ‘The US Gender Pay Gap in the 1990s: Slowing Convergence’, (October 1, 2006), Industrial and Labor Relations Review, Volume 60, number 1, page 45 – 66 Hughes, James, ‘Salary Structure Effects and the Gender pay Gap in Academia’, (March 13, 2005), Research in Higher Education, Volume 46, Number 6, page 621 – 640 Tower, Leslie, ‘Unequal Pay: The Role of Gender’, (December 24, 2006), Public Administration Review, Volume 66, Number 6, page 888 – 898 Read More