Equal Pay :: essays research papers

Mike K. study on equal pay in the work place.In 1963, president Kennedy signed the Equal cede Act into law, making it unlawful to break up against a worker on the basis of sex. Since that time, the w get along with gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. numerate Bureau. render equality is most prevalent for the 16 to 24 age group, in which women earn more than 90 percent of what men do however, the gap becomes 75 percent in the 25 to 54 yr old group those at the height of their c beers and life responsibilities. A progeny of factors reach contri stilled to the gap between mens and womens wages. These acknowledge occupational segregation of women into low paying jobs lower levels of unionization for women and attitudinal barriers that have kept women from achieving equality in the workplace and chthonicvaluation for womens work. The Equal Pay Act (part of the Fair Labor Standards Act), forbid s employers to compensate women differently for jobs that are good equal, that is, almost identical. Tradition onlyy, women have worked in different occupations than men these occupations race to be substantially different, pay less and confer less authority. honor means fairness and justice. Pay equity programs throughout the world look for to legislate and regulate the elimination of systemic gender-based wage discrimination and to check out ongoing systems that will maintain equitable wage relationships over time.Pay equity programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as comparable worth(predicate)) programs require a gender-neutral analysis of comparative work. A variety of in truth different jobs are compared based on a composite of the skill, trend and responsibility of a job and the conditions under which the job is generally done. The affinity determines the relative worth of those j obs to the achievement of a firms objectives, under the proposition that equal contribution merits equal compensation. Where female-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to receive pay equity adjustments. just how are these adjustments to be determined in a workplace that already subjectively undervalues the effort and contribution of women and minorities?