I find this topic of interest because it is interesting that after so many years of struggling for equality with males, females have still not found a balance in all aspects of life. I think it’s very unfair that even when playing sports of equal difficulty level, there is a heavy bias towards males when it comes to the paycheque. There is no reason why men should be making ten (or more) times the amount women are for doing the same thing. I hope to find some hope upon my research that there is starting to be more equality with of male and female professional athletes.
Moreover, only 29% of employees older than 65 are working full time and 41% are satisfied with a part-time job. T he poll is based on telephone interviews conducted between Jan. 2 and Sept. 30 with approximately 160,000 adults in the U.S. who are part of the workforce. In the U.S., People who has more high education are most likely to be working as a full time for an employer with the great benefits from the companies during these difficult economic times . According to the poll, It is not surprising that women and older workers are the most likely to be working part time with no desire to work full time because of the retirement plan and raising their children with additional income and to improve their overall living . Younger workers is not getting in good jobs because they lack the experience to beat out more tenured workers for the best
(I do support the Startup Visa types of efforts - but I worry that they exclude far too many people - and that innovation comes from the most unexpected places - not just from folks with technology degrees or who have been vetted by venture capitalists) Collapse this post Why Not Let Immigrants Employ Americans? Sehreen Noor Ali makes the case for visa reform: In 2005, immigrant-founded publicly traded companies were worth over $500 billion and employed over 220,000 people in the U.S. Even small, venture-backed tech companies create an average of 150 jobs, many of which pay Americans higher than their competitors ... [But no] more than 140,000 employment-based green cards are distributed per year, and only a subset of skilled workers and investors who have “specialized knowledge in a field of human
Although they are considered a highly diversified company they are faced with issues. With this case of Dukes vs. Walmart the lawyers are stating that women do not receive the pay and promotions that are equal to the men at the organization. Walmart disputes this claim by stating that this disparity in pay or promotions may be attributable to retail-related trends which is an issue that is not only affiliated with Walmart, but is consistent throughout the retail industry (Daft, 2012). According to the case Walmart states that more men than women tend to apply for higher paying dock jobs-a trend that skews numbers toward a higher average pay for men. Likewise, more women than men tend to apply for lower-paying cashier positions-a trend that inadvertently skews averages down for women.
1. Why is Alliant so committed to diversity of its human resources? How will this benefit the company? Given that today’s workforce demographics is always changing, therefore a more comprehensive market is evolving, diversity crawls dearer to more suitable as a industry essential rather than a luxury which some companies swell to demonstrate their pledge to incorporating variances and transformations. This approach carries along concrete and insubstantial workplace benefits.
In MLB women comprise of 42%; 31.8% in NBA and 24.1% in NASCAR. The WNBA estimated in 2009 that 40% of its TV audience was women and 53.9% of those actually who attended the games were also women. The increase in women spectators could be a direct correlation to the lack of coverage and support of women sports. In fact a study by Duncan and Messner (1994) who looked at 126 local news channels in Los Angeles concluded that 70% contain no coverage in women sports. In the same study women sports only comprise 6.3% airtime compared to 91.4% of men overall.
Of the 1488 male barristers in Victoria, 274 or 18 per cent are senior or Queen's counsel. This compares with 421 female barristers, of whom only 20 - or less than 5 per cent - are senior or Queen's counsel. Women Barristers Association convener Joye Elleray said men were better networkers than women and had a far more aggressive style when it came to getting work. ''Women … just don't have that level of aggression about fighting for what should be their right to equal pay,'' she said. The Victorian bar's equality and diversity committee last year filed a submission to the House of Representatives inquiry into pay equity for women, claiming there was ''a consistent and significant discrepancy between the average brief fee earned by male and female members of
Summers was shamed into apologizing but his analysis of why there might be fewer women in mathematics and science is common. There are at least three possible explanations as to why only 20 percent of women work in science, engineering, and technology the first being discrimination, discouragement, and other barriers. A second possibility is listed as gender disparities that arise in the absence of discrimination as long as men and women differ in talents. A third explanation is listed as that child-rearing does not easily co-exist with professions that demand such large commitments of time. Pinker warns us that overestimating the extent of sex discrimination is not without cost, because you may be falsely charged with sexism.
The percentage of blacks eligible for admissions for UCLA has doubled in recent year, yet fewer than one hundred blacks are expected to enroll this fall. The reason is that there is too much weight in admissions based on the SAT (Rogers). Blacks make up for most of the students in urban districts and these districts usually have low funding. The SAT does not discriminate based on gender, race, or economic status, but universities also do not know the other factors contributing to the student’s score. The NCAA (National Collegiate Athletic Association) has made the SAT a requirement for clearing at the division I and II levels.
Lukas argues that the gender pay gap is solely based on career choices between men and women. Women may choose a more relaxed, traditional or laid back position, while men may have to work jobs that require longer hours and overtime which contributes to more pay and higher pay checks. Lukas is not alone in her belief that pay discrimination has long been