Everyindividual should have a right to gender pay equity. However, genderpay gap in America persists with reports showing that women in theU.S receive an average of only 77 percent of what their malecounterparts are paid. Recently, I conducted a simple survey amongthirty employed adults to find out whether their awareness of thegender pay gap in the nation. The survey group was made up of fifteenwomen and fifteen men from different ages, disciplines anddemographics. All the interviewed women overwhelmingly affirmed theexistence of the gender pay gap in the workplace. Simply, they viewthe pay gap as normal because it has been in existence for so long.Generally, 100% of the women claimed that in a situation where boththe man and the woman are doing the same job, a man earns more. Onthe other hand, they also acknowledged the fact that getting a topexecutive job for a man is easier that it is for a woman. All malesinterviewed were also aware of the income disparities between maleand female employees and maintained that this gender gap should beaddressed. At the end of the day, most of their responses attributedthe pay differences to the individual career choices made by bothfemale and male employees, hours worked and family responsibilities.
PartTwo: Reasons for gender pay gap
Discriminationis one of the main factors associated with the gender gap issue.Discrimination in the pay system has led to wage inequality wheresome women get paid less than men for performing the same job. Infact, women competencies have been undervalued compared to men’s.Consequently, a majority of minimum-wage employees in America arewomen. The other reason for gender pay gap is occupationalsegregation. The highly segregated labor market has led the femaleworkforce to dominate the lower-level, low-skilled jobs such asteaching, nursing and childcare. Moreover, managerial and seniorpositions have not been well-represented by women. On the other hand,the male workforce continues to enter into ICT, engineering,construction and plumbing. On average, female-dominated industriestend to pay lower wages than male-dominated industries for similarskill levels (Hobbs and Carla 78).
Theother reason why the gender pay gap persists is the impact of familyresponsibilities where women are still tasked with childcare andcaring for elderly relatives. As a result, women have to undertakepart-time jobs or take time out of work remaining at work for longhours may be hard. These factors have an impact on their earningpower, as well as career continuity and progression (Özbilgin andAhu 113).
Thelong-term impact of wage inequality is not that good thereforeaddressing the issue is inevitable. A system of equal pay for equalwork will ensure fair pay for all workers and enhance greatertransparency in the pay systems, and this will in turn increase asense of fairness among employees. As a result, workers’ morale aswell as their performance will improve. Moreover, a fair pay systemmeans strong social security finances and a more secure retirementfor everybody that will enable women to take care of their families,and particularly reduce the levels of poverty for single mothers. Asthe global financial crisis persists, an equal pay will ensure thatwomen play a role to support their families financially in case menlose their jobs (Razzu 60).
Inconclusion, the U.S labor force is largely made up of women. Today, amajority of women have become their families’ breadwinners andpaying them unfairly means suffering for most of the women and theirfamilies. Additionally, the wage gap is driving up the poverty rates,thus closing this gap is crucial and will help alleviate thefinancial strain that these women are likely to experience (Trauth201).
Hobbs,Margaret, and Carla Rice. Genderand Women`s Studies in Canada: Critical Terrain., 2013. Print. 78
Özbilgin,Mustafa, and Ahu Tatli. GlobalDiversity Management: An Evidence-Based Approach.Basingstoke [England: Palgrave Macmillan, 2008. Print.
Razzu,Giovanni. GenderInequality in the Labour Market in the Uk., 2014. Print.
Trauth,Eileen M. Encyclopediaof Gender and Information Technology.Hershey, PA: Idea Group Reference, 2006. Print.