Gender Pay Inequality - Annotated Bibliography Example

Published: 2022-07-01 23:55:46
Gender Pay Inequality - Annotated Bibliography Example
Type of paper:  Annotated bibliography
Categories: Gender Discrimination Human Resources
Pages: 6
Wordcount: 1387 words
12 min read
143 views

Ashton, D. (2014). What HR can do to fix the gender pay gap. Harvard Business Review. Retrieved from https://hbr.org/2014/12/what-hr-can-do-to-fix-the-gender-pay-gap

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The website above indicates that women in the United States are paid less as compared to men even when the occupations are held constant. On the same note, the source depicts that women in different positions, especially human resource, have done a considerable job to close the wage mentioned above gap. The author maintains that the way to pay equity involves firms correcting their processes as well as systems. The scholar suggests that organizations should have a level-playing field to attain and maintain women with top talent in the workforce.

The source is credible because it has a date, a recognized author, site design, and domain. On the same note, the writing style of the website at hand is of excellent quality with right spelling as well as grammar. The preceding factors make the website both reliable and credible for the research at hand. With that said, the source provides crucial information pertaining to the topic at hand. In simple terms, the website is of great importance in the completion of the study.

Bosch, A. (2015). Reasons for the gender pay gap: What HR practitioners should know. 3-6. SABPP Women's Report.

Anita Bosch asserts that gender pay inequalities have been witnessed since the start of paid work for females. The article above indicates that the experienced pay inequalities have taken on a structural component that is engrafted in individuals' way of thinking pertaining to profit, efficiency, as well as work. The source at hand shows that the preceding structural impediments are not evident as well as legitimized and dismissed by referring to the available market capital design as justification.

The article above is considered credible as well as reliable because it has all the aspects that make a source important for any research. To begin with, the source has a date of publication, a recognized author, and an excellent writing style. In this case, it is clear that the article at hand can be used to provide reliable information about gender pay inequalities in American and other parts of the world. Specifically, the journal should be utilized to ensure the successful completion of the research at hand.

Brynin, M. (2017). The gender pay gap. Equality and Human Rights Commission (EHRC)[accessed: 22 June 2017].

Malcolm Brynin presents a report that explores the gender pay gap. In particular, the article defines the idea of the gender gap and looks at fundamental deviations in pay. On the same note, the study at hand determines the features that explain the differences mentioned above including educational, age, occupation. What is more, the source intends to debate as well as highlights segments where intervention may be required. Additionally, the source indicates that the pay gap is higher for older females, especially for those in their forties, as compared to young ones.

The source presented above is considered credible and reliable, as it has all the factors that make an article important for any study. To begin with, the source has a date of publication, a recognized author, and an excellent writing style. In this case, it is clear that the article at hand can be used to provide reliable information about gender pay inequalities in American and other parts of the world. Simply put, the article gives crucial information to the research at hand.

Brynin, M., & Perales, F. (2015). Gender wage inequality: The de-gendering of the occupational structure. European Sociological Review, 32(1), 162-174.

The authors maintain that gender discrimination in occupations is an enduring aspect of the labor market, as well as pay in women-dominated professions, remains lower as compared to men-dominated occupations. What is more, the source depicts that human resource management in different organizations plays a significant role in reducing the level of gender pay inequalities. Therefore, it is clear that gender discrimination is losing significance as a structuring aspect on labor market results.

The article presented is regarded as reliable, as it has all the factors that make a source crucial for any study. The article has a date of publication, a recognized author, as well as an excellent writing style. In this case, it is clear that the article at hand can be used to provide reliable information about gender pay inequalities in American and other parts of the world. In simple terms, the article provides vital data for the study at hand.

Hill, C. (2015). The simple truth about the gender pay gap. Washington, DC: American Association of University Women, 2018.

The source above indicates that women working full time in the U.S. are paid 80% of what males are paid. In particular, a 20% gender pay gap is witnessed in the job market. On the same note, the author asserts that the gender pay gap has considerable financial influences such as poverty on women. The article provides some reasons behind the gender pay gap in the United States. For instance, the available changes in family structure contribute to the gap mentioned above.

The credibility of the article at hand is evident because it has all the aspects required. For example, the source is written by a recognized author, has the publication data, and written in an excellent style. With that said, the journal is considered critical to the research at hand because it provides important information pertaining to gender pay inequality as well as the way it relates to human resource management.

Kunze, A. (2017). The gender wage gap in developed countries. Handbook on Women and the Economy.

Astrid Kunze maintains that the number of women in the labor force has increased significantly. Nevertheless, a stubborn gender pay is experienced in various developed countries. Specifically, the journal offers a comprehensive review of the economic literature on the gender wage gap focusing on different developed countries. The author presents a statistical information that depicts substantial heterogeneity across developed nations in the convergence of the wages of women and men.

The article above is regarded as credible, as it has all the aspects that make a source important for any research. The source has a date of publication, a recognized author, and an excellent writing style. In this case, it is clear that the article at hand can be used to provide reliable information about gender pay inequalities. Specifically, the journal should be utilized to ensure the successful completion of the research.

Parcheta, N., Kaifi, B. A., & Khanfar, N. M. (2013). Gender inequality in the workforce: A human resource management quandary. Journal of Business Studies Quarterly, 4(3), 240.

Even though women have made considerable advancement in education as well as career, females continue to experience gender pay inequality in the workplace. Nevertheless, women have occupied positions in human resource management, and they use their powers to eliminate the idea of gender pay inequality in different organizations. In simple terms, the source at hand provides a comprehensive explanation pertaining to gender pay inequality and the way women work hard to alleviate the preceding situation.

The article presented is regarded reliable because it has all the aspects that make a source crucial for any study. The resource has a date of publication, a recognized author, as well as an excellent writing style. In this case, it is clear that the material at hand can be used to provide reliable information about gender pay inequalities in American and other parts of the world. In simple terms, the article provides vital data for the study at hand.

References

Ashton, D. (2014). What HR can do to fix the gender pay gap. Harvard Business Review. Retrieved from https://hbr.org/2014/12/what-hr-can-do-to-fix-the-gender-pay-gap

Bosch, A. (2015). Reasons for the gender pay gap: What HR practitioners should know. 3-6. SABPP Women's Report.Brynin, M. (2017). The gender pay gap. Equality and Human Rights Commission (EHRC)[accessed: 22 June 2017].

Brynin, M., & Perales, F. (2015). Gender wage inequality: The de-gendering of the occupational structure. European Sociological Review, 32(1), 162-174.

Hill, C. (2015). The simple truth about the gender pay gap. Washington, DC: American Association of University Women, 2018.

Kunze, A. (2017). The gender wage gap in developed countries. Handbook on Women and the Economy.Parcheta, N., Kaifi, B. A., & Khanfar, N. M. (2013). Gender inequality in the workforce: A human resource management quandary. Journal of Business Studies Quarterly, 4(3), 240.

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Gender Pay Inequality - Annotated Bibliography Example. (2022, Jul 01). Retrieved from https://speedypaper.com/essays/gender-pay-inequality-annotated-bibliography-example

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