Gender Inequality in Payment: Analyzing the Gender Pay Gap - Paper Example

Introduction

Endless debates have been held on the gender inequality in payments witnessed in many workplaces around the world. Wages between males and females can be analyzed by the use of the gender pay gap. The gender wage gap measures inequality, something that has become broader than the idea of equal pay according to the amount of work an individual has carried out. Many aspects contribute to the pay gap witnessed between men and women. This includes experience, occupation, and worker education. The pay gap can be classified as either adjusted or raw. The adjusted pay gap is when the difference in pay between men and women is calculated considering the aspects that contribute to the same. In the raw pay gap, such aspects aren't considered during calculations. The presence of pay gaps in workplaces can lead to discrimination, in the sense that women won't apply for employment in places where men are paid more than women for performing the same jobs(Cunningham-Parmeter, 2015). Therefore, if discrimination in workplaces is to end, the payments made to men and women should be reasonable in terms of the work done and not based on gender.

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However, pay gaps aren't the only reason as to why women would feel discriminated in jobs. Women may fail to apply for certain jobs if they feel they will be treated unfairly. With years progressing, the pay gap between men and women has been reducing. Data from OECD countries can be used in showing how the pay gap has been reducing with years. OECD countries have the largest pay gaps between men and women(Durbin et al., 2010). However, the gap has been gradually decreasing. For instance, the UK has shown some of the largest reduction in pay gaps. In 1970, the gap was at 50%. In 2016, it has remarkably reduced to 17%. Apart from changes in the legal system, various institutions have also focused on organizational and cultural changes in an attempt to reduce the pay gap.

In organizational changes, companies have put more emphasis on hiring more females into senior positions. Also, promotions have been awarded to women who meet the qualifications. Statistics indicate that men currently hold a greater percentage of managerial positions with 62% while women hold only 38% of the positions(Durbin et al., 2010). To reduce the pay gap further, diversity in companies has to be taken as a crucial part of any organization. Also, managers are constantly being engaged to promote diversity and in some cases held accountable for lack of thereof. Minorities and women have been on the receiving end of fair evaluation, hiring, and promotions. Consequently women have been provided with flexible working schedules to balance their lives in cases where child care is required.

Organizations have strived to create a conducive culture to bridge the pay gap. Employees feel more welcomed and comfortable in such cultures. Such organizations promote engagement and experience to employees equipping them to succeed in other organizations. Women have benefitted from such organizations, coming out with enhanced skills that help them rise the ranks in the process bridging the pay gap. Women can greatly benefit from working with other females(Zhelyazkova & Ritschard, 2018). Women who find themselves working in places with few or no women often end up with bad work experience as compared to women in a gender-balanced workplace. Therefore, diversifying the workplaces has been a crucial step in reducing the gender pay gap.

Some of the most effective interventions against the gender pay gap have been political. Organizations in some countries have been compelled to obtain an equal pay certification. This means that organizations have to not only employ equal numbers of male and female employees but also provide equal payments for both. This has been a radical step in bridging the pay gap. Both women and men should be provided with the same amount of payments, according to the amount of work they do. Pay in workplaces is a form of motivation for employees. They strive to do better with the hope of getting promotions where the pay is better.

Providing the same pay for both men and women ensures that there is active competition in the organization. Such competition leads to employees sharpening their skills and in the process of promoting the organization. This essay discusses the issue of unequal pay witnessed in working places and organizations. Also, some of the issues that contribute to the widening of the pay gap are discussed with the common issue being parental leave, something that mainly affects women in the process contributing to the widening of the pay gap.

Source 1.

The author of this source is Bando, Rosangela. It was published in October 2019 under the Latin American Economic Review. It discusses the progress that has been made in Latin America to counter gender inequality. Also, it talks about the challenges experienced while enforcing some of the policies and provides evidence for the same. Bando Rosangela works at the Office of Strategic Planning and Development Effectiveness as a lead specialist in economics, usually at the Interamerican Development Bank. Efforts in human rights are at times impacted by the different roles played by men and women. In the Caribbean and Latin America, women find themselves getting less pay and benefits despite working more compared to men. The source talks about possible contributors to the witnessed inequality in pay between men and women.

Also, challenges encountered while enforcing evidence-based policies to counter pay inequality are discussed. The author uses data from the United Nations to make calculations that are used in arguments. He also uses World Bank data to compare the employment of women in Latin and Caribbean over the years with that of other places in the world. The author was effective in showing that women aren't paid equally as men regardless of them doing more work in some situations.

Source 2.

The authors are Zhelyazkova Nevena and Ritschard Gilbert. It was published in October 2018 under the Population Research and Policy Review. Gilbert Ritschard is a lecturer at the University of Geneva. He works at the national center of competence in research. The source talks about fathers in Luxembourg and their take on parental leave. The source talks about issues that lead men to take on parental leave. This is a growing concern when it comes to research and formulation of policies. It uses evidence that males are becoming concerned about their parenthood role to the extent of taking leaves at the expense of working hours.

The study emphasizes on two accounts of evaluating opportunity cost. The study uses variables and their descriptions in event history modeling. It is normal for the study to use analytical data in trying to identify reasons why men would want to take parental leave from their working stations. The study may be used to showcase reasons as to why men should also take parental leaves from work, unceasing the burden left for only women. Encouraging men to participate in their parental roles leaves room for their female counterparts to remain in the working force. This can go a long way in reducing or bridging the pay gap witnessed.

Source 3.

The author of the source is Cunningham-Parmeter, Keith. The study talks about the dependence between gender equality and discrimination. The author is a law professor whose work has covered gender, family policy, and the rights of workers. He currently works at Willamette University. The Supreme Court is firm on equal protection rights with a major concentration on discrimination based on gender. Following several historic Supreme Court rulings on gender parity, feminists saw this as a win. There would be no more discrimination in the distribution of wealth and studies. Nevertheless, some feminists saw this as a step in a mile-long journey. Issues of paid maternity leave and other gender-specific laws. The study has used statistics on the amount of parental leave around the world. This study will help discuss the legalities that should be considered in working organizations. There should be policies that protect women in times of challenges such as pregnancies.

Source 4.

The authors of the source are Durbin Fleetwood and Susan Steve. The study was published in the year 2010. It talks about the gender inequality experienced in employment, and especially affecting women. The study focuses on the contributing factors to gender inequality as well as the various policies put in place to reverse the same. The policies put in place however portray some weaknesses. The paper will come in handy when evaluating the various options to curb the widening of the pay gap.

Source 5.

The authors of the study are Schneidhofer, Thomas M; Schiffinger, Michael; Mayrhofer, Wolfgang. It was published in the year 2010. It discusses the gender gap, gender role types as well as the effects they have on the success of individuals over time. The study applied statistical knowledge in researching the level of inequality in workplaces. The methods apply are analytical with the various causes of inequality not only in employment but also in payments discussed with their severity. The study will be helpful in the formulation of remedies to the adverse effects of inequality in employment as well as the pay gap between women and men.

Annotated Bibliography

Bando, R. (2019). Evidence-based gender equality policy and pay in Latin America and the Caribbean: Progress and challenges. Latin American Economic Review, 28(1), 1-23.

Inequality has been present in the Caribbean and Latin America for a while now. The source tries to find out what exactly contributes to this inequality especially in employment opportunities where men are more favored. The main contributing factor to the pay gap is the interaction between biological differences and social norms.

Zhelyazkova, N., & Ritschard, G. (2018). Parental leave take-up of fathers in Luxembourg. Population Research and Policy Review, 37(5), 769-793.

The study employs the use of the Cox proportional hazards model in coming up with an analysis of the take of fathers in Luxembourg on parental leave. Research indicates that taking parental leave in men increases the chances of their salaries taking a positive trend.

Cunningham-Parmeter, K. (2015). (UN)EQUAL PROTECTION: WHY GENDER EQUALITY DEPENDS ON DISCRIMINATION. Northwestern University Law Review, 109(1), 1-56.

The source discusses the journey of feminists in fighting for equal rights for women through the Supreme Court. Although the court helped clarify there should be equal rights for women, there was still a long way to go for feminists since some aspects were not considered by the Supreme Court. The study outlines a new model for gender equality in all aspects of life, especially in employment.

Durbin, Fleetwood, S., & Steve. (2010). Gender inequality in employment: Editors' introduction. Equality, Diversity, and Inclusion: An International Journal, 29(3), 221-238.

The paper highlights how policies formulated to curb gender inequality in employment correlate with the lead causes of gender inequality. Causes for gender inequality in employment have been classified into internal and external.