Abstract This paper examines genderwage discrimination. The paper discusses the pay differences between men and women in Canada today and the struggle of women to attempt to minimize these wage differences. It then analyzes material attempts to explain and measure the extent of the genderwagegap.
From the Paper " The Gender Wage Gap in Canada: An Analysis of Implications It is an unfortunate reality that Canadian working women today are being paid an average of seventeen-percent less than Canadian men for equivalent jobs. In response to this gender wage discrimination, there have been several attempts to explain and measure the extent of the gender wage gap. In definitive terms, the male-female average wage differential can be expressed as the difference in average endowments evaluated at the male of female pay structure and the difference in returns evaluated at the male or female average endowment."
Abstract This paper analyzes what appears to be ensuring the continuation of the genderwagegap in Canada. It specifically analyzes the theories of Karl Marx and Max Weber in order to determine the differences between the genders and thus the reasons for the genderwagegap. The paper concludes that neither Marx nor Weber provide acceptable explanations for today's culture.
From the Paper "Weber's theories also do not offer a blueprint for us to follow today. Weber saw the differences between men and women as natural, and would not have any problem with the gender wage gap. In fact, he would no doubt see it as normal and natural. Indeed, it follows from Weber's theories that - as sex differences are natural - so too are differences in type of work, and pay. Thus, the implication of accepting Weber's theories would be to simply accept the gender wage gap as reflecting the natural differences between men and women. It is argued that this is not at all acceptable today. Moreover, Weber would not have foreseen that men would play increasingly large roles in the lives of their children. If he were around today, he would find the idea of single fathers unbelievable, and also he would find the idea of working mothers (working in the paid work force) unbelievable."
The paper examines wagegaps between male and female employees performing the same job function, its history and steps that can be taken to change the situation.
Abstract This paper outlines some theories and the historical reasoning behind genderedwage discrimination and discusses proposed ways in which this disparity can be resolved in the modern world. The paper postulates that one of the major reasons behind wage discrimination is the perception of women as family orientated as opposed to career orientated. This perception, according to the paper's writer, make employers wary of hiring a potentially less productive employee.
Outline:
Introduction
Historical Underpinnings of GenderedWageGap Possible Resolutions to Income Disparity
Works Cited
From the Paper "Individuals who are also employers eek to hire perceptually those employees who will create the least perceived difficulties in longevity and outside interest as a result of high level demands for productivity and profit and as a result of the fact that once an investment is made in an employee the employer's best interest is served by them sticking around. Additionally real employers discriminate against women (particularly those who are parents) as a matter of making wise business decisions, as if they hire a woman and she either enters parenthood or is pulled away from work (with excessive tardiness or reduced productivity due to family interruptions and responsibilities) she will not be an asset to the company but according to the law cannot be let go without the risk of penalty. (Correll, Benard and In Paik, 2007, pp. 1297-1300) The pay differential then could be an aspect of the fact that women tend to gravitate toward professions (when job seeking and career planning) that are perceived to be less discriminatory toward women (and more of a sure thing for employment) and such positions subsequently pay less, because they have been feminized. Bobbitt-Zeher points out that this trend can be traced back to educational goals and achievement and that even though women have had increasing success in education (the ideal universal remover of obstacles) they still continue to gravitate away from perceived highly masculine professions and therefore less often challenge such differentials despite increased educational attainment. (2007, pp. 1-22) That the variation in pay and achievement can be influenced negatively by increased legal and social support measures is frustrating as enforcement of family friendly laws can and does broaden rather than narrow the gap in some areas, as women are continually discriminated against in hiring and wage differentials where their perceived commitment is broader than work."
Abstract In this article, the writer discusses the gender-based wagegap in Canada as it relates to the educational levels of the economy's constituents. The writer notes that Canada's wagegap has not disappeared. Furthermore, the writer points out that it appears that the gap actually worsens the higher the educational level of women, based on a percentage of income compared to males of the same educational level. The writer concludes that now that the flush of global markets and quick economic expansion is maturing along with the global economy, many markets, including Canada, are left to explain why increased access to education, specifically, but other economic and social factors as well, has not fully closed the gender-based wagegap and why, in some cases, it appears to be widening again.
Outline:
Abstract
References
From the Paper "There exists much research that details how various economic and social factors affect gender earnings figures or the gender wage gap of workers in Canada. The importance of such research cannot be understated because it has significant relevance to almost every working adult in Canada but, in the long-term, it can also significantly impact the character of Canada's overall economic development. The long-term impact of such factors on Canada's economy are related to the competitiveness of its labour force within the context of the global economy as well as overall productivity factors manifested through measurements of gross domestic product (GDP). While there are may factors that can manifest such an impact on the Canadian economy, in terms of gender based wage gaps, one that is particularly troublesome is the effect that educational attainment has on the gender wage gap and, by extension, its ultimate impact on the Canadian economy."
Abstract This paper addresses gender discrimination in the Canadian labour force. The paper makes the argument that there is a wagegap between men and women in Canada. The paper discusses theories as to why this wagegap may exist and if this is likely to change in the future.
From the Paper "Gender Discrimination in the Canadian Labour Force Gender discrimination continues to be a problem in the Canadian workforce. Women in particular are still experiencing a wage gap in the labour force. According to Lois Moorcroft in Newfoundland Women Want Pay Equity Too, "...Full-time working women still earn only 72.5 per cent of men's salaries" (Moorcroft 2005: 6). A great deal of time and effort is being spent in order to try and rectify this situation. For example, In the 1950s, the federal government and seven of the ten provinces enacted legislation enabling 'equal pay for equal work (England and Gad 2002: 283)."
Abstract The paper examines the article, "Gender Differences in Pay" by F. Blau and L. Kahn where the authors discuss the differences in pay between men and women, their different occupations and discrimination. The paper looks at the valid reasons offered for the wagegap but points out that the article only briefly discusses the problem of discrimination. The paper believes that more information about discrimination and women should be discussed in any article about the wagegap between men and women.
From the Paper "The wages women receive have risen since the 1970's to the present time. During the 1970's and earlier, people believed women should be paid less than men. Even the Bible states that the wages women should receive is 30 shekels of silver with men receiving 50 shekels (Kahn & Blau, 2000, p. 78). Different reasons for giving men higher wages were argued by the employers and women accepted the difference in pay. However, the wages women received began to increase during the 1980's and have continued to climb in the 1990's. Several problems exist as to why women fail to receive the same wage as men as they get older. Men receive higher wages in their 30's because women often quit their jobs due to having children and only continue to work when their children get older. Men usually stay on the job without taking any time off."
Tags:wages, discrimination, occupations, women, men
Abstract The paper explores the growing gap between the lowest and highest wages in the United States since the 1970s. In the paper's first chapter, the writer presents the development of wage trends in the U.S. according to various dimensions. In the paper's second chapter, the writer offers possible explanations for the process by exploring the factors that affect low, middle, and high-wage workers differently. In the conclusion, the writer shows the necessity of continuously updating the research for this will enable the state policymakers to improve wagegaps and level income distribution in the country. The paper includes a list of definitions, graphs and tables.
From the Paper "A rising tide lifts all boats. In the speech of the US President John F. Kennedy, the phrase meant that economic growth lifts all problems - both social and political. During the next decades, few would argue that when the economy is growing, all are satisfied. But in the 21st century, the validity of this doctrine is questioned.
"In 2007, American economy grew up by 4.8%1. Such a speed is much lower than those of the world growth leaders of the last decade, China and India, and those of the post Soviet block states, lower than in the African countries that started growing recently. And still, America is growing almost twice as fast as most of other developed countries2. At the same time, according to the social polls, most Americans think that their economic position is worsening. And this is an objective, not subjective reality."
Abstract In this article, the writer explores the female-wage differential in Canada by focusing on the empirical research and methodological structures used to explain what accounts for the wage differential. More importantly the paper focuses on the literature that has explained this trend and how the literature has changed or incorporated analytical tools that are useful to the overall theoretical framework of female-wage differentials in Canada. The paper is organized to present empirical studies that differ in terms of modeling frameworks and with a focus on methodological differences throughout the literature. The writer concludes that even though as time progresses the female-male wage differential narrows in Canada, it is still a persistent problem and the literature will continue to change and use new methods to estimate and understand the female-male wage differential.
Outline:
Introduction
Literature Review: General Overview
Empirical Studies and Development
Comprehensive Analysis from Drolet
Conclusion
From the Paper "Many studies that focus on the Canadian labor market focus on the factors that affect the human capital investment in that environment, but the theoretical development is still based on the human capital explanation.
"There is extensive literature that uses the auspices of the marginal revenue productivity theory to explain how differences between men and women as it relates to education, experience, hours of work, occupation, and other institutional or structural factors affect the female-wage differential. This type of analysis has been used to explain country or region specific wage differentials because of the use of large cross-sectional data sets that can determine differences in the labor force composition within that particular country or region."
"Typically the female-wage differential models have focused on estimating different functions for males and females."
Abstract This paper discusses how, if the population of full-time workers in the United States is, with slight exception, exactly representative of the U.S. population itself, why is there such disparity in earnings between certain groups when equality is so widely preached? It explores the reality of wage discrimination in the U.S., citing a number of statistics depicting this phenomenon. Some possible reasons are given for this wagegap, namely, discrimination and the socialization of women and minorities into lower-ranked professions.
From the Paper "Kentucky's neighbor to the north, Indiana, is similar in racial composition but somewhat different in income distribution between both race and gender. Although there are a smaller percentage of females in the workforce?only 39.8%, compared with Kentucky's 42%, they earn a greater percentage of the total income distribution, although still making substantially less than similarly employed men. 49.8% of females earn less than $25,000 per year, compared with 23.3% of males; meanwhile, only 10% earn more than $50,000 annually, compared with more than 29% of men. Obviously, there is not enough difference between these figures and those for Kentucky to make much of an impact. In coastal and wealthier states, the earnings gap is narrower than in the South and Midwest, although truthfully not much more so."
This paper discusses that, in an era of gender equality, it is easy to overlook how structures of patriarchy continue to dominate the lives of women, both here in the United States and around the world.
Abstract This paper argues that gender stereotypes are reinforced and reproduced through various social structures such as the media, through generally accepted employment practices and through the norms and expectations regarding women's roles. This paper explains that the foundations of patriarchy and the preferential treatment of boys and men are planted in early childhood, as young girls are socialized into the less active, nurturer roles. The author details how these stereotypes affect the economic status of women, particularly in the area of their finances.
Table of Contents
Gender Stereotypes in Early Childhood
Gender and Work
Hiring Practices
Opportunities for Advancement
GenderWageGap Conclusion
From the Paper "Many experts agree that children establish ideas about gender very early in life, and that television increasingly contributes to these gendered expectations. For example, in many television shows targeted at children five and older, many women were portrayed as housewives, waitresses and secretaries, while men were seen in roles like construction workers and doctors. Despite a growing awareness of the role of television in creating stereotypes, experts believe that the majority of women in television do not reflect the changes in society.
Even in programs as seemingly innocuous as the Teletubbies and Barney, males serve as leaders and directors of action, while females act as followers. Neither program show adult women in non-stereotypical roles. In Teletubbies, even the non-human characters are gendered in terms of color, voice and by the shape of their antennas. As a result, these programs send a subtle but powerful message regarding gender expectations, particularly at a time when children are most receptive to internalizing such assumptions."
Tags: teletubbies, stereotype, finances, preferential, gap
Abstract This paper briefly examines how the wagegap is caused by racial discrimination factors. It discusses two different theories on this matter; one refers to rational choice as a cause of wage inequality, while the other believes the wagegap results from societal discrimination.
From the Paper "Racial discrimination is prevalent at the lower ends of the labor market, which results in a concentrated representation of racial minorities in poverty. There are substantial gaps in rates of poverty across race, which could be attributed to discrimination. The gap in average incomes between whites and non-whites is $24,000, and unemployment rates for Whites, Hispanics and Blacks are approximately 4%, 6% and 8% respectively, according to Schiller."
Abstract The aim of this paper is to draw attention to conflicting and unresolved issues of gender equity in workforce. In order to capture the diversity of the problem, the paper focuses on three major concerns of gender equity namely, organizational practices, wagegap and access to technology.
Abstract The paper presents research that shows how there is a definite gender, education and income disparity in Canada that is deteriorating. The paper points out that these inequalities are more persistent in rural Canada and among non-white women and immigrants.
From the Paper "Even though the educational disparity between women and men has almost disappeared, there is still an income gap between the two, with women earning up to 50 to 84 percent as much as men. The research for this paper confirms this finding. When the research looks at non-white women, women who are immigrants, and women who reside in more rural areas, particularly Alberta, the education/income distances grow wider."
Abstract This in-depth paper analyzes the available research regarding the existing gap between the sexes in regards to employment and wages. While evidence proves that the gendergap in employment and wages is narrowing, it still has a long way to go. This paper contains relevant statistics and information relevant to employment and wages. This paper examines the various fields of employment where the gendergap is narrowing, including: Education, medicine, law and computer sciences. The writer also delves into the issue of sexual power in the workforce, specifically the sexual power of men over women, which is addressed in this paper.
From the Paper "One area where the gender gap is narrowing far more speedily than any other is in the education field. For example, there are more females in law school and Med schools than ever before. There are more females entering the Computer Sciences field than ever before. In fact, science, which had always been thought of as a sort of a male preserve, is now enrolling women in Silicon Valley. In British Columbia the Education Minister has asked teachers, principals and other educators to consider their priorities. "The reason: a comprehensive assessment iof the reading and writing skills of 140,000 British Columbia students that showed girls doing better than boys in every category and at every grade level." Nevertheless, of the brighter high school graduates who do not go on to college "70 to 90 percent are girls."
Tags: equality, women, men, employment, wages, pay, rights, law
Abstract The glass ceiling is a concept that refers to societal and corporate disparity. This study provides an overview of this phenomenon and explores the causative factors that prevent female mangers from advancing. The paper explains that it was found that the literature stressed gender discrimination as a central factor and also pointed to the prevalence of related and complex issues that still maintain managerial disparity in the corporate environment. Includes several graphs and tables.
Outline
Abstract
1. Introduction
2. The Problem and Literature Overview
Figure 1. Corporate Female Managers.
3. Stereotypes
4. The WageGap 5. Conclusion and Recommendations
Bibliography
From the Paper "In essence the term glass ceiling can be can be viewed as the" idea that discrimination against women in the workplace remains a formidable barrier to their upward mobility in the corporate world." ( Lopez, N.) The recognition of this fact in the corporate business world as evidence of discriminatory practice resulted in legislation and the Glass Ceiling Act, as part of Title II of the Civil Rights Act of 1991, introduced by Senator Robert Dole and signed by President Bush. A bipartisan twenty-one member Glass Ceiling Commission was charged with preparing recommendations on the glass ceiling issue for the President and corporate leaders. (ibid)"
