Discrimination Although there are laws that prohibit discrimination in the labour force, studies show that about 38% of the total pay gap is probably due to gender biases (Herman, 2015). Direct discrimination is seen in allocation of promotions, wage setting, distributing lucrative clients and advanced opportunities for higher paying jobs. Indirect discrimination arises when women are harassed, discouraged or not given sufficient information for alternate employment options. These behaviours create a barrier for women to entering male-dominated, high-paying occupations (Blau and Kahn, 2016). Research by United States Academy of Sciences show that both females and males undervalue female’s abilities, which gives employers the impression that
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In fact, due to females receiving more education than males and gaining the same amount of work experience, females are just as competent to pursue higher-paying occupations. Cornell University argues that 51% of the pay inequality is because of disparities in industrial and occupational gender segregation. Firstly, higher-paying occupations are less accessible to females. Men dominate 26 of the highest-paying occupations out of 30, whereas, women dominate 23 of the lowest-paying occupations out of 30. Secondly, males earn more than females in jobs with similar responsibilities. For instance, house cleaning and janitorial positions, which involve similar tasks, are equally taken on by men and women. Nonetheless, maids earn 22% less than janitors. Similarly, human resource managers, a female-dominated position, earn 27% less than information technology managers, a male-dominated position. Thirdly, as an increasing number of females enter a specific field that is previously dominated by men, the wage drops. This implies an undervaluation of females in the work environment. Even when women, who entered the recreational field between 1950 and 2000, had the same skills, education, work experience and race, the median hourly earnings declined by 57% because they began to dominate these occupations over their male …show more content…
Though women imply their desired pay, they avoid asking directly and are more likely to take “no” as a response. Females generally set lower ambitions for themselves as compared to males “and are satisfied with less; they believe lower pay is fair.” Scholars argue that this is possibly due to the fact that women are more inclined to compare their salary to other women, instead of men. Also, society has put emphasis on the idea that females should not exhibit bold behaviour, such as negotiation, because it is interpreted as being rude. However, females should view negotiation as a professional matter, rather than a personal
In fact, due to females receiving more education than males and gaining the same amount of work experience, females are just as competent to pursue higher-paying occupations. Cornell University argues that 51% of the pay inequality is because of disparities in industrial and occupational gender segregation. Firstly, higher-paying occupations are less accessible to females. Men dominate 26 of the highest-paying occupations out of 30, whereas, women dominate 23 of the lowest-paying occupations out of 30. Secondly, males earn more than females in jobs with similar responsibilities. For instance, house cleaning and janitorial positions, which involve similar tasks, are equally taken on by men and women. Nonetheless, maids earn 22% less than janitors. Similarly, human resource managers, a female-dominated position, earn 27% less than information technology managers, a male-dominated position. Thirdly, as an increasing number of females enter a specific field that is previously dominated by men, the wage drops. This implies an undervaluation of females in the work environment. Even when women, who entered the recreational field between 1950 and 2000, had the same skills, education, work experience and race, the median hourly earnings declined by 57% because they began to dominate these occupations over their male …show more content…
Though women imply their desired pay, they avoid asking directly and are more likely to take “no” as a response. Females generally set lower ambitions for themselves as compared to males “and are satisfied with less; they believe lower pay is fair.” Scholars argue that this is possibly due to the fact that women are more inclined to compare their salary to other women, instead of men. Also, society has put emphasis on the idea that females should not exhibit bold behaviour, such as negotiation, because it is interpreted as being rude. However, females should view negotiation as a professional matter, rather than a personal