'When women succeed, we all succeed'- Barack Obama. Although the Equal Pay Act of 1963 outlawed pay discrimination between genders, studies tell us that it still exist in a major way. Although it’s been fifty years since this act was signed into law, somehow we are still experiencing inequality with wages and pay increases. These inconsistencies have gotten better over the years however; we still have a long way to go. Unfortunately, the pay gap occurs at all education levels, after work experience is taken into account, and it gets worse as a woman’s career progresses. Some research suggest that gender differences in lifetime working patterns account for more than 36% of the pay gap. You might be surprised to know that most of that gap
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The battle for equality in pay began amid World War II. During that time there was an increasing number of women entering the employment market. Most of these women who were recently acquainted with the workforce had spouses, fathers, and children that were off battling the war. With an end goal to bolster themselves and their family units they entered a male dominated workforce. In 1942 managers, while not forced at that time, were encouraged to even out the pay for those women men doing the same work of their male counterparts. Not only did managers neglect to do this, most women were also forced out of their occupations before the war's end for those returning veterans. It wasn't until the Equal Pay Act on June 10, 1963 (enforced June 11, 1964) passed that it became to be illicit to pay women lower rates for the same employment entirely on the premise sex. Status or merit, the quality or amount of work, or different contemplation's may justify a difference pay, however sexual orientation could never again be seen as a downside on one's resume.
Studies have shown that the main reasons for the improvement in women’s wages are not related to earnings inequality in general. Wages have increased for women overall because of several factors: an increase education level, choices of occupation and types of jobs that women take, and most notable the growth in work experience. Though it had a smaller effect on women’s relative wages, growing inequality can also be linked to changes in the gender wage
The battle for equality in pay began amid World War II. During that time there was an increasing number of women entering the employment market. Most of these women who were recently acquainted with the workforce had spouses, fathers, and children that were off battling the war. With an end goal to bolster themselves and their family units they entered a male dominated workforce. In 1942 managers, while not forced at that time, were encouraged to even out the pay for those women men doing the same work of their male counterparts. Not only did managers neglect to do this, most women were also forced out of their occupations before the war's end for those returning veterans. It wasn't until the Equal Pay Act on June 10, 1963 (enforced June 11, 1964) passed that it became to be illicit to pay women lower rates for the same employment entirely on the premise sex. Status or merit, the quality or amount of work, or different contemplation's may justify a difference pay, however sexual orientation could never again be seen as a downside on one's resume.
Studies have shown that the main reasons for the improvement in women’s wages are not related to earnings inequality in general. Wages have increased for women overall because of several factors: an increase education level, choices of occupation and types of jobs that women take, and most notable the growth in work experience. Though it had a smaller effect on women’s relative wages, growing inequality can also be linked to changes in the gender wage