declared March 24, 2021 was declared Equal Payday. Over the years, women with the same or higher qualifications have been doing the same jobs as men, but they have been continually been paid less than men.
The first Equal Pay Act was signed into law in 1963. The second, the Lilly Ledbetter Equal Pay Act (LLEPA), was signed into law by the Obama administration in 2009.
Identify and explain 2 sources/causes of the gender pay gap.
Has the combination of these laws made any difference in narrowing the gender pay gap?
Is addressing the gender pay gap best left in the hands of the capitalists or in the hands of politicians? Pick one. Justify and support your rationale.
Identify 2 underlying reasons why pay equity has been illusive in the U.S. since the 1960’s.
Propose 2 concrete solutions to address the gender pay gap in the U.S
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Sample Solution
1. Sources/Causes of the Gender Pay Gap:
a. Occupational Segregation: Women are more likely to be employed in lower-paying fields or industries than men, leading to discrepancies in wages. This is particularly true for professions that are traditionally male-dominated (such as computer programming, finance, engineering) and female-dominated (such as teaching, nursing).
b. Unconscious Bias: This type of bias refers to employers’ and recruiters’ subconscious prejudices towards certain genders when it comes to hiring and salary decisions. Unconscious biases can also come into play during promotions and other workplace issues such as job descriptions, performance reviews, and networking opportunities.
Sample Solution
1. Sources/Causes of the Gender Pay Gap:
a. Occupational Segregation: Women are more likely to be employed in lower-paying fields or industries than men, leading to discrepancies in wages. This is particularly true for professions that are traditionally male-dominated (such as computer programming, finance, engineering) and female-dominated (such as teaching, nursing).
b. Unconscious Bias: This type of bias refers to employers’ and recruiters’ subconscious prejudices towards certain genders when it comes to hiring and salary decisions. Unconscious biases can also come into play during promotions and other workplace issues such as job descriptions, performance reviews, and networking opportunities.
2. Has the Combination of These Laws Made Any Difference in Narrowing the Gender Pay Gap? Yes, these laws have made a difference but not enough to completely eliminate the gender pay gap yet. The U.S Census Bureau reported that women earned 82 cents for every dollar earned by men in 2019—an improvement from 62 cents per dollar back in 1963 when the Equal Pay Act was passed into law but still far from equal pay for equal work across genders.
3. Is Addressing The Gender Pay Gap Best Left In The Hands Of The Capitalists Or In The Hands Of Politicians? It is best left up to both capitalists and politicians because both groups have a role to play in ensuring pay equity within their respective organizations or jurisdictions respectively – capitalistic approaches focus on market forces while political approaches involve enacting legislation requiring businesses to comply with fair wage regulations prioritizes equal pay between genders .
4Underlying Reasons Why Pay Equity Has Been Illusive In The U.S Since The 1960’s:
a) Lack of Enforcement Mechanisms – There has been little enforcement of existing laws related to Equal Pay resulting inadequate implementation which has dampened its effectiveness over time; this lack of follow through regarding enforcing legal measures has perpetuated inequality among employees regardless of gender at different stages throughout their careers b) Structural Discrimination – Women often face structural discrimination due barriers such as limited access childcare options forcing them out of jobs they are qualified for or preventing them from taking higher paying positions that require increased hours making it difficult for them establish themselves professionally
5 Propose 2 Concrete Solutions To Address The Gender Pay Gap In The US: a) Increase Financial Transparency – Companies should make salaries public so that there is greater transparency when it comes how much people are being paid according to their qualifications thus allowing workers an insight if any unfair practices exist amongst peers doing similar jobs; additionally financial training should be offered so employees may negotiate better salaries b) Strengthen Legal Protections & Increase Enforcement – Measures should be put in place strengthening employment protections such as implementing stricter punishments against companies who violate Equal Employment Opportunity Commission guidelines which would lead employers less likely take advantage loopholes circumvented current rules regulations
