Women’s career progress lags comparable to men’s. Progress in women’s advancement achieved over the past several decades has slowed considerably in recent years (Ely, Ibarra, & Kolb, 2011, p. 1). Organizations’ widespread adoption of policies prohibiting sex discrimination opened many doors to women; however, it failed to close the gender gap at more senior levels. Powerful, yet often invisible barriers to women’s advancement that arise from cultural beliefs about gender , as well as workplace structures, practices, and patterns of interaction that
Wage gap is seen throughout history as a negative aspect as most individuals would think that women work as much as men, maybe even more, yet tend to have a lower salary and worse living conditions. Most of the community however never thought about why wage gap is a good thing but rather accuse firms and governments by pointing out sexism and the suffering of women worldwide. Many studies on the gender wage gap tended to focus on whether sexism is the reason for the wage gap, or if the gap is driven predominantly by the difference between both genders’ human capital attainment.
Gender Wage Gap The Gender Wage Gap is a problem that has existed over many years. It is a problem that doesn’t really get addressed even though it makes a big difference in many people’s lives. There are many different points of view when it comes to this topic. Jacobs, for instance, believes that the Gender Wage gap is not linked to sexual discrimination in any fashion. Other people, however, may think that this is solely due to sexual discrimination and they argue for women’s rights and against discrimination in general.
In “Women Don’t Ask” by Linda Babcock and Sara Laschever, Linda Babcock investigates whether or not women get less of what they want because they simply do not ask for it. Linda heard from an associate dean that women do not ask for greater opportunities, men do. Through her investigations, Linda found that the difference between salaries of different genders was extremely significant; it differed by an estimated four thousand dollars. Those who did ask for a higher salary saw an increase of nearly the same amount, four thousand dollars. Linda then conducted another study, involving both genders playing a game, and being awarded money; if the participants asked for more money, they would receive it.
This is not only a case of discrimination with race but also against women with the idea that when jobs filled mostly by women are judged "comparable" to jobs filled mostly by men, wages for both should be the same. Posner states, “The central economic question relating to employment discrimination against women is explaining the persistently higher average wage of men compared to women (women’s wages per hour are on average about 60% of men’s wages)”. Another issue is Mandatory retirement, which is the age at which
The system worked to some extent in some areas despite this, there is still a range of deep inequalities continue to exist in areas relating to age, gender, ethnic group, region and social class. To begin for example wome today are doing better in education, health and the legal profession, but the term’ the Glass Ceiling ‘remains very strong whereby women could not reach their full potential in their careers this was because no matter how many policies were put in. Gender inequalities still remain! High earning jobs exist in industries such as IT, science, engineering and construction but women are not usually found in such professions because they are considered to be to rather ‘manly’, instead they occupy positions that can be classified into 5 sections under the heading the 5 c’s each title being caring, cashiering, catering, cleaning, and clerical occupations. In other words, those occupations are the ones ‘more suited for women’.
One of these constituents is mental health. Now I know that mental health and the gender wage gap seem to be on two opposite spectrums, but their connections run deeper than it seems at face value. For women, our expectations are overflowing whether it be staying home with the children when they are sick, caring for elderly parents, making lunches and dinner, being a supportive spouse, or cleaning the house. As if the responsibilities at home are not enough, we are expected to go to work and tolerate unfair compensation and psychological abuse from the dominant men in charge. At some point, we as women are bound to hit a breaking point.
For example, women used to do just domestic tasks and take care of their children at home and men were responsible to work very hard to bring money to their homes. Since then, the gender wage gap has affected women and men. Because of this fact, many companies think that women are not designed to do different kinds of tasks and they do not have the same skills as men. For example, men are more likely to have mechanical or computer skills and women are more likely to have nursing or childcare skills. Therefore, the gender wage gap affects women more than men because of the circumstances that happened in the past.
Therefore, any organization should be taken care if hiring the consultants. Introducing the Balanced Scorecard for compensation only. Obviously, linking strategy to compensation is a powerful lever to gain the attention and commitment of individuals to strategy. Some companies, however, forget that they must translate the strategy into terms each of their employees can understand and use in their everyday activities a key component of implementation
Discussing the problems faced by women and minorities in details allows us to tackle the problem more efficiently. For minorities, it is said that they suffer cultural alienation and stereotyping, and as a result, shy themselves away from involving in engineering field. Women, on the other hand, experience discrimination on their ability to perform. It also has many to do with the mixture of assumptions impose upon them by their employers and male colleagues. Solving this issue might not be the easiest task.