Not only a gender wage gap can be calculated on the national level, but also we can compare gender wage gaps of different states in the US. According to data from the American Community Survey, in 2014 the pay gap was largest in Louisiana, where women were paid 65 percent of what men were paid and it was smallest in Washington, D.C., where women were paid 90 percent of what men were paid, and (Hill, 2015). Table#2 contains the information regarding median annual earnings and earnings ratio for full-time, year-round workers, by state and gender in 2014.
Nowadays states do not stay on the one place with their own laws to provide that female receive equal salaries for the equal work. At the present time, every state in the US has his own law …show more content…
33). Indeed, as our research shows, women’s into the labor market is still unequally measured by the market itself, and according to Goldin (2006), the market shows a clear inequality in capital investment, employment prospects and outcomes relative to men during the previous century (Goldin, 2006). However, there is still a situation where we can speak of the “glass ceiling” effect that women experience in a …show more content…
Carlsson (2011) suggests that market discrimination could be made possible by the perception of the learned abilities for different types of jobs. For example, people might think that if men on average, have a greater ability at a certain male dominated job, then men would in general be more qualified to do male viewed jobs. The same principle applies to female dominated jobs (p. 74). However, the research conducted by Carlsson (2011), generates the conclusion that market discrimination ad segregation aren’t just simply affected by gender discrimination, they are more likely to be affected by the supply of the workforce to the labor market determined by the initial choice of education and occupation made by men and women (p. 91). Gender discrimination is also clearly visible in leadership, and according to Schuh et al. (2014), motivation plays a great role in high-tier positions. Potential gender inequalities in the motivation for power seriously affect discrimination, but yet again, there’s a question of a perception of gender and the actual behavior (p. 364-365). All of these studies demonstrate the actual presence of the biggest factor influencing gender segregation and holding women back – “glass ceiling” effect. This is a particular situation in the labor market when women while trying to move up the career ladder face
Nowadays states do not stay on the one place with their own laws to provide that female receive equal salaries for the equal work. At the present time, every state in the US has his own law …show more content…
33). Indeed, as our research shows, women’s into the labor market is still unequally measured by the market itself, and according to Goldin (2006), the market shows a clear inequality in capital investment, employment prospects and outcomes relative to men during the previous century (Goldin, 2006). However, there is still a situation where we can speak of the “glass ceiling” effect that women experience in a …show more content…
Carlsson (2011) suggests that market discrimination could be made possible by the perception of the learned abilities for different types of jobs. For example, people might think that if men on average, have a greater ability at a certain male dominated job, then men would in general be more qualified to do male viewed jobs. The same principle applies to female dominated jobs (p. 74). However, the research conducted by Carlsson (2011), generates the conclusion that market discrimination ad segregation aren’t just simply affected by gender discrimination, they are more likely to be affected by the supply of the workforce to the labor market determined by the initial choice of education and occupation made by men and women (p. 91). Gender discrimination is also clearly visible in leadership, and according to Schuh et al. (2014), motivation plays a great role in high-tier positions. Potential gender inequalities in the motivation for power seriously affect discrimination, but yet again, there’s a question of a perception of gender and the actual behavior (p. 364-365). All of these studies demonstrate the actual presence of the biggest factor influencing gender segregation and holding women back – “glass ceiling” effect. This is a particular situation in the labor market when women while trying to move up the career ladder face