Women in the United States have been entering the labor market in increasing number over the past century, but it wasn’t until the Second World War when changes started to be more noticeable. Between 1940 and 1944, the number of women in the labor force grew by over 5 million, when many of the men entered the Armed Forces. After the war ended, many of those women continued with their careers, and those who did not, eventually came back to them (Shank). TRANSITION. The wage gap is believed to be a product of various interrelated factors. For instance, one of these aspects is known as the “human capital theory”. This theory, as explained by Professors Alkadry and Tower, suggests that “investments in one’s human capital, such as education, responsibility, experience, age, and leadership
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However, the researchers concluded that “even when these factors are taken into account, average compensation of women remains lower than that of men” (895). This is where other factors kick in. “Occupational segregation” is defined as the “tendency for men and women to be employed in different occupations from each other across the entire spectrum of occupation” (Blackburn and Jarman). It has been confirmed that, after being segregated into particular positions, female dominated occupations make lower wages than those dominated by men (Reskin 242). Additionally, females’ negotiation skills have apparently also taken a toll on their salaries. According to Babcock, Laschever, Gelfand and Small, “only 7% had attempted to negotiate”, versus the 57% of males that had done so, while the rest had simply accepted the first salary offer. The aforementioned causes objectively put into perspective the existence of the gender wage gap, however, all of them fail to explain its magnitude. Discrimination does
However, the researchers concluded that “even when these factors are taken into account, average compensation of women remains lower than that of men” (895). This is where other factors kick in. “Occupational segregation” is defined as the “tendency for men and women to be employed in different occupations from each other across the entire spectrum of occupation” (Blackburn and Jarman). It has been confirmed that, after being segregated into particular positions, female dominated occupations make lower wages than those dominated by men (Reskin 242). Additionally, females’ negotiation skills have apparently also taken a toll on their salaries. According to Babcock, Laschever, Gelfand and Small, “only 7% had attempted to negotiate”, versus the 57% of males that had done so, while the rest had simply accepted the first salary offer. The aforementioned causes objectively put into perspective the existence of the gender wage gap, however, all of them fail to explain its magnitude. Discrimination does