Fair Pay Discrimination Against Women

First, women may not be inclined to report or file a complaint against a company that is unfairly compensating them. They are often scared of retribution by their employer if they decide to speak up. In addition, management and their coworkers may act differently towards them once they find out about the complaint (regardless of whether it’s solely internal or legal) and may think they are tarnishing the company by making those kinds of allegations. Furthermore, many will judge them and think they are lying just to get a financial settlement, which would damage their personal image. Women are also worried about the damage an equal pay complaint can pose on their future career endeavors, especially if their case gets public attention. Depending on the severity of the offense, some of these stories can get a lot of media attention which would make future potential employers wary of hiring someone with a record of complaints and/or lawsuits. It is much easier to stay under the radar then to risk ruining your future.
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As is true for many of the cases that have been brought forth to the Equal Employment Opportunity Commission (EEOC), proving wage disparities is not as clear cut as one may think. There are many reasons individuals can earn more or less than someone else doing a similar job. Factors included in assessing fair pay include things like past experience, length of time working for the company or seniority, educational background or certifications, and slightly varying job duties. A company can easily claim that a woman is earning less because she was slightly less qualified, or her duties were different enough from someone else to warrant lower pay. When comparing individuals and their salaries, you will never have two people that are exactly alike, hence this brings to the table very subjective evidence and conclusions which will be drawn in each