Policy Analysis: Gender Pay/ Gender Hire: New York State level -Sharon Phillip
In result of defining and framing the problem of gender pay and gender hire, history has illustrated women in the workforce have dealt with salary disparities in many professions. Women on average earn about 77 cents for every dollar that a man earns in the span of a year. Several laws have been passed within the New York State Legislature which intended to inhibit gender-related employment discrimination in order to strengthen existing laws. For instance, more than 20% of women who are the head of household live below the poverty level based on the salary gap between genders. The statewide wage gap is 82.5% which is smaller than the national average; while workers …show more content…
If this bill were to be passed, the annual reports will assist in the analyses of whether wage gaps in an organization are decreasing or not. Moreover, it will guarantee future contractors to internally revise any existing pay bias if they wish to conduct relations with the State of New York. The Pay Equity Act also provides employees the right to openly inquire about, and discuss their wages which cannot be prohibited by the employer which is consistent with the National Labor Relations Board’s position that an employee has a right to openly discuss wages is protected by the National Labor Relations Act. New York State contains dramatically higher penalties than other state employment discrimination and wage/hour laws where employers who are found to have knowingly violated the Equal Pay Act are subject to liquidated damages in the amount of 100 to 300% of the wages owed.
Knowing and articulating the arguments for and against this …show more content…
In addition, the wage gap is no longer seen as just a women’s issue, it is now perceived as a family issue due to the lack of employment available. To continue to diminish this gap, legislators must strengthen equal pay laws which would make it easier for women to enter higher paying careers and additionally raising salaries for those who find themselves in lower paying jobs in order to rectify this issue. Legislators have taken the initiative of implementing bills that will aid in decreasing the gap.
According to The American Association of University Women (AAUW) annual Gender Pay Gap study, the earning ration in 2014 this ratio was 86% with men earning $51,414 and women $44,114; and in 2015 the ration increased by 1% with men making $51,580 and women $44,781 (www.aauw.org). Thus, this policy focused on an existing wage penalty that people face due to sexualized occupations, i.e., nursing secretary, child care workers, etc. In addition, the U.S. Bureau of Labor Statistics report released in 2014 illustrated that women in New York had an increase of 1.3% in wages over men
In result of defining and framing the problem of gender pay and gender hire, history has illustrated women in the workforce have dealt with salary disparities in many professions. Women on average earn about 77 cents for every dollar that a man earns in the span of a year. Several laws have been passed within the New York State Legislature which intended to inhibit gender-related employment discrimination in order to strengthen existing laws. For instance, more than 20% of women who are the head of household live below the poverty level based on the salary gap between genders. The statewide wage gap is 82.5% which is smaller than the national average; while workers …show more content…
If this bill were to be passed, the annual reports will assist in the analyses of whether wage gaps in an organization are decreasing or not. Moreover, it will guarantee future contractors to internally revise any existing pay bias if they wish to conduct relations with the State of New York. The Pay Equity Act also provides employees the right to openly inquire about, and discuss their wages which cannot be prohibited by the employer which is consistent with the National Labor Relations Board’s position that an employee has a right to openly discuss wages is protected by the National Labor Relations Act. New York State contains dramatically higher penalties than other state employment discrimination and wage/hour laws where employers who are found to have knowingly violated the Equal Pay Act are subject to liquidated damages in the amount of 100 to 300% of the wages owed.
Knowing and articulating the arguments for and against this …show more content…
In addition, the wage gap is no longer seen as just a women’s issue, it is now perceived as a family issue due to the lack of employment available. To continue to diminish this gap, legislators must strengthen equal pay laws which would make it easier for women to enter higher paying careers and additionally raising salaries for those who find themselves in lower paying jobs in order to rectify this issue. Legislators have taken the initiative of implementing bills that will aid in decreasing the gap.
According to The American Association of University Women (AAUW) annual Gender Pay Gap study, the earning ration in 2014 this ratio was 86% with men earning $51,414 and women $44,114; and in 2015 the ration increased by 1% with men making $51,580 and women $44,781 (www.aauw.org). Thus, this policy focused on an existing wage penalty that people face due to sexualized occupations, i.e., nursing secretary, child care workers, etc. In addition, the U.S. Bureau of Labor Statistics report released in 2014 illustrated that women in New York had an increase of 1.3% in wages over men