Equal Pay for Equal Work Term Paper

Pages: 7 (3176 words)  ·  Bibliography Sources: ≈ 10  ·  File: .docx  ·  Level: College Senior  ·  Topic: Sports - Women

Equal Pay for Equal Work

Since the last twenty years in the pursuit for parity of women in places of work, one of the regularly applied and most valued yardsticks of achievement has been the capability of women to receive uniform remuneration for uniform employment in the job market. It has been made legally mandatory in the U.S. To apply uniform remuneration for uniform employment to speed up the progression of bringing in parity. The concern which currently crops up is if these enactments aiming at uniform remuneration structure are capable of achieving their objectives and if they are really adequate to accomplish complete parity of remuneration for uniform nature of job on the basis of sex.

Buy full Download Microsoft Word File paper
for $19.77
The paper shows varied views on unequal pay structure by those who oppose it as well as by those who support it. The disparity in remuneration between men and women are intricate and related to each other. It could be witnessed that regardless of everything that has been achieved, parity in remuneration between the genders is still to be attained. Since women normally are paid less, they are constrained to put in more hours for an identical remuneration. The major noticeable effects on the remuneration of females are the choice to have family and bear children. It could be witnessed that despite women's advancement in education, and knowledge, an undignified custom of bias in pay structure continues to be present. Unfair remuneration and inequitable performances thus remains and keeps on delaying the process of bridging the gap between the genders.

Equal Pay for Equal Work

Term Paper on Equal Pay for Equal Work Assignment

The sex divide is ceasing due to women joining places of work and enrolling for advanced studies. Women are beginning to scale the hierarchy of businesses and are occupying executive ranks. (Nash, 47) Currently, women managers constitute forty- five percent as against nineteen percent during 1975. Women too are getting better academic qualifications. Education is a vital causal feature for the improvement achieved in lessening the disparity in remuneration levels between men and women. With the spread of education among women compared to what it was two decades earlier, the possibility for increased remuneration is more. Nowadays, half of the college degrees are awarded to women and equal to fifty percent of the total degree awarded to study medicine. Remuneration is one of the main cause impacting impetus and relationship in the place of work. Giving uniform remuneration for uniform work is the main idea of compensating the workforce in a reasonable manner for the efforts they put in. (Woodall; Edwards; Welchman, 4)

Regardless of everything that has been achieved, parity in remuneration between the genders is still to be attained. Since the past century, the movements addressing parity of rights for women have done a remarkable improvement. Due to this, a woman has the right to vote, select just about any profession, and safeguard her rights as a human being. However, despite the developments made in the realm of granting uniform privileges, disparities in remuneration continue to be present that disallows women uniform remuneration for uniform employment. While women were told to classify the problems that are most vital to them, equitable remuneration recurrently comes to the forefront among the biggest companies. Generally, nevertheless, men and women are in diverse occupations at varied remunerations, in spite of the reality that the importance of their occupations is same. (Bellas, 301)

It could be witnessed that despite women's advancement in education, and knowledge, an undignified custom of bias in pay structure continues to be present in our offices. Women receive lower pay compared to their male colleagues in professions like scientists and other high-status jobs. Managers have a tendency to benchmark an employee's value in the job arena and thus the remunerations they give are based on an employee's past remuneration. As a women might be drawing a much lesser pay compared to her males colleagues, going through the record of pay received, usually becomes handy to relegate them in the bottom of the salary structure as compared to men. The disparity in remuneration is shoddier for women's skin color; they encounter gender and ethnic inequity. Aged women encounter a greater discriminating predicament, since their salary decides old-age pension and other benefits; women's financial safety is endangered. (Lewis, 25)

To what extent do women earn less than men despite having the same qualification? It is amazing to note that taking into account every misinterpreted figure that refer otherwise, women earn 95 to 98 cent for every dollar paid to an male employee. During, January 1999, President Clinton declared that "for every dollar that a male employee receives, a woman gets roughly 75 cents." The National Committee on Pay Equity observed April 8, 1999 Equal Pay Day to voice against the allegation that women are paid a mere 74% of the remuneration that a male employee earns. In case these allegations are relied on, then the American women continue to be treated as second-rated citizens. (Furchtgott-Roth; Stolba, 38)

The disparity in remuneration among the sexes at present is 20%, which indicates that women who are engaged full-time receive roughly 80% of men's hourly remuneration. This disparity in pay is not merely upsetting for women. It indicates that the aptitude and proficiencies of women are untapped by the companies and the nation. Since women normally are paid less, they are constrained to put in more hours for an identical remuneration. The disparity in remuneration between men and women are intricate and related to each other. People who oppose parity in remuneration hold that disparities that have existed in the past in the standard of education received by men and women have been responsible for the disparity in remuneration structure. A lot of women choose to get married and have children and that can be a reason to remain absent from their workplace more frequently. While normal women are faced with the difficulty of getting uniform remuneration for uniform employment, in that case employed women with children are faced with more serious problems. Compared to men, women have increased likelihood to have interruptions from remunerative employment to attend to children and other family members. These interruptions affect their standard of job knowledge, and consequently affect their remuneration rates. (Presser, 94)

The major noticeable effects on the remuneration of females are the choice to bear children. Eighty percent of women attain motherhood at certain stages in their life, and twenty five percent of women are engaged in part-time assignments, therefore an increased percentage of women's life during the earning years is used outside their work. Women, who are the main nurturers for their offspring, are aware of the duties of being a mother while deciding about nature of jobs, and several women prefer occupations where there is more freedom and remunerations are comparatively less. Taking into account those alternatives, weighing the relative salaries of men and women is a misapplication of figures and a vilely deceptive assessment. (Furchtgott-Roth; Stolba, 40)

The disparity in pay between the part-time engagement of men and women per hour and men's full time income per hour is especially big and, since a lot if women are engaged in part-time jobs, this is the main reason for the disparity in remuneration between men and women. A part of this disparity is because of the part-time employees possessing lesser academic qualifications and not as much of experience in their jobs. Nevertheless, it is because of the part-time engagement being confined to less better paid jobs as well. Generally, women do not travel that much compared to men. This might be due to limited availability of time because of striking a balance between the dual responsibilities of managing their job and attending to the needs of family members. This can affect the remuneration of women in two manners: minor collection of jobs to select from and/or several women desirous of being engaged in their place of residence that results in lower remuneration for those occupations. Women are employed in large numbers in specific jobs. Furthermore, in those jobs where the there is large number of women workers are among the less paid. (Acker, 27)

Apart from this, women are not given lucrative remunerations within the realm of their jobs. At the point of individual places of work, increased presence of women workforce is related with comparatively lower rates of remuneration. Moreover, increased incidence of part-time employment are linked with low remuneration rates, although after other causes have been considered. Other causes that influence the disparity in the levels of pay among men and women comprise of occupational rating practices, evaluation systems, employee reward systems and preventing attrition and remuneration fixing exercises. Even though the disparity in remuneration can be justified in part by disparity in education, experience and/or time in the employee strength, an important component cannot be ascribed to any of these causes and is due to inequity. (Amott, 17)

Unfair remuneration and inequitable performances remains and keeps on delaying the process of bridging the gap. In addition to that… [END OF PREVIEW] . . . READ MORE

Two Ordering Options:

?
Which Option Should I Choose?
1.  Buy full paper (7 pages)Download Microsoft Word File

Download the perfectly formatted MS Word file!

- or -

2.  Write a NEW paper for me!✍🏻

We'll follow your exact instructions!
Chat with the writer 24/7.

Equal Pay Act (EPA) No Employer Thesis


Equal Pay and Compensation Discrimination Term Paper


Equal Pay for Equal Work Essay


Labor Discrimination Equal Pay Act Law and Reality Thesis


Equal Employment Opportunity Affirmative Action Thesis


View 200+ other related papers  >>

How to Cite "Equal Pay for Equal Work" Term Paper in a Bibliography:

APA Style

Equal Pay for Equal Work.  (2004, October 1).  Retrieved March 30, 2020, from https://www.essaytown.com/subjects/paper/equal-pay-work/33389

MLA Format

"Equal Pay for Equal Work."  1 October 2004.  Web.  30 March 2020. <https://www.essaytown.com/subjects/paper/equal-pay-work/33389>.

Chicago Style

"Equal Pay for Equal Work."  Essaytown.com.  October 1, 2004.  Accessed March 30, 2020.
https://www.essaytown.com/subjects/paper/equal-pay-work/33389.