Solutions to discrimination in gender wage pay


When one considers wage pay, they tend to compare the amount of pay rather than anything else. Well, if they compare within their own sexes, they might get the same wage pay; if not it will be differential on account for their difference in their company position. However if they were to compare it with the other sexes, the results will be different. As male compares with female, for the same position and equivalent amount of job, the male tend to earn more than the female by 25% (Thewlis and Miller in their article about “advancing women in the workplace”).
Putting yourself in the women’s point of view, would you not find this atrocious? This is simply a case of sex discrimination/biasness appearing in the workforce. This gender pay difference getting out of hand and I feel that justice has to be implemented in this act of sex discrimination. Women of the world, don’t you see a problem in this instance: Females are getting less wage pay than the males in contrast of the same position and work load.
Thewlis and Miller had full proof speculations about women in a large absentee from the technological areas and engineering, but constitute the large majority of entrants on education courses. Conversely, if a female has been found working in the male dominance group, her pay would obviously be much lesser than the males; this is simply unfair!
On the other hand, Thomas and Wei of “Gender wage gaps in China’s urban Market” believe that gender wage differential is being cause by working experience. This omission of work experience may lead us to overstate the residual wage gap between men’s and women’s earning. There are countless problems leading to gender wage pay differentials. What the countries in this world today needed is a solution to this terrible sex discrimination act.
The problem about women receiving less wage pay for the same amount work done as men is a major concern. This gap still remains even after accounting for differences in human capital. Economist agrees that many employers use a job applicant’s observable characteristics such as race, sex and attainment of a degree as a signal about unobservable traits such as ability and motivation. Few studies have even considered whether more educated women experiences less of a wage gap.
Therefore, I think that there is only one explanation to it: Gender discrimination. Gender discrimination in the work force has caused the pay- wage to be bias and unfair. To solve this everlasting situation, I have prepared a whole list of solutions. I believe after applying these solutions, there would not be such thing as pay wage difference between the both sexes.
On account on a journal that I have found, “Fixing women’s wages” by Lynda J, states that the basic idea of this issue is that employers should set salaries based on job requirements without regard to the demographical characteristics of a job’s typical incumbent. If two jobs of the similar work require equivalent levels of skills, the two same jobs should also have equivalent salaries. However early studies found convincing evidence that jobs that were dominated by female incumbents were paid less than male dominated incumbents, not because they were intrinsically worth less, but because they were dominated by women (Treiman and Hartmann 1981:93; Remick 1984b; Steinberg et al. 1986)
To solve this problem, Lynda found a suggested a pay equity process which involves several stages, and at each stage, there are policy choices to be made (Steinberg and Haignere 1986; Ames 1993). First, she uses a method for evaluating the worth of jobs-including; in particular, the specification of a set of criteria for determining relative worth- must be developed. Second, jobs must then be evaluated against those criteria. Finally, job performed predominated by women must be compared to jobs performed predominated by men. If according to the establish criteria, the jobs are deemed comparable, any disparity in wages between male and female jobs must be addressed.
Pay equality is achieved when the job rate for the female job class that is the subject of comparison is at least equal to the job rate for the male job class in the same establishment where work performed in both classes is of equal or comparable value. Furthermore, the job rate for the female job class must be at least as great as the job rate for the male class. In the later part of this journal, Lynda stresses that pay equality initiates is to ensure that job content fully determines wage setting and that the gender composition of a job is not a factor in determining the wage.
On the other hand, Mark M and Irene P of “Does and advanced degree reduce the gender wage gap”, have a different approach upon solving gender pay wage problem. They see education attainment the key to gender pay wage discrimination. In their article, they test whether obtaining an advanced academic degree, an MBA, reduces the gender wage gap among people pursuing business careers. To allow this test to happen, Mark and Irene compares the gender wage among a group of MBA recipients with the gap among another group that considered but did not attain an MBA. The results through this test suggest that women with advanced degrees do have a smaller gender wage gap.
With reference to this result, Mark and Irene come out an explanation, Review of the Relevant Literature, to it with consideration of Breckler’s models. Women may have poorer employment prospects because of prejudice on the part of employers, co-workers or customers. Typically, they would expect that a more educated person tends to work with, and for, other more educated people. To extend that higher education promotes tolerance, a women with an advanced degree may confront relatively less sexism in her work environment. I feel that attaining education is a good way of solving this gender discrimination issue in pay wage; as education provides a signal to the employer about a worker’s innate ability.
Furthermore, an employer who carries prejudices for a women’s productivity may well be reassured by an advanced degree; education screens tend to weed out the less capable people. This is believable and also a relevant approach to be taken as an advance degree could also assuage this concern by signaling a strong commitment to job and career. Overall, the hypothesis that more educated women suffer less pay wage discrimination is consistent with the theoretical literature on discrimination.
Comparing the argument of Mark and Irene’s article to that of Lynda’s, I think that both articles basically have the main focus upon solving gender pay wage discrimination. However, the article of Mark and Irene’s solution is more of the women’s personal changes of attaining a high education. But Lynda’s journal states a thorough system which checks the pay wage, biasness between men and women, of the employers and solves the solution from then. Now, let me show you another article of a different approach. Sandra E and Elizabeth B argue that an increase product market competition will drive out costly discriminations in the long run.
In their article, “Importing Equality, The impact of globalization on gender discrimination”, they argue that an increase in competition from trade should reduce the residual gender wage gap more in these industries than in competitive industries. They find that while trade increases wage inequality by modestly reducing the relative wages of less-skilled workers, at the same time it appears to benefit women by reducing the ability of firms to discriminate. This implies a positive relationship between market power and employment discrimination: because a firm must forgo profits in order to indulge in a “taste for discrimination,” employers with considerable market power will be better able to practice discrimination than those with little market power. I think that increased production market competition in an industry over time will reduce earnings and employment disparities between men and women.
Adding on, employers with a “taste for discrimination” against women will hire fewer than the profit-maximizing number of women, employing more men who are equally skilled yet more highly paid. As a result, non-discriminating employers can drive discriminating employers out of the market because discrimination is costly: employers who discriminate against women sacrifice profits in order to indulge their taste for discrimination.
In the later part of this article, Sandra and Elizabeth use Methodology testing the simple prediction that increased competition from trade lead to declining discrimination against women and thus a declining gender wage gap is less straightforward than it appears. This approach implicitly makes two assumptions. First, it assumes that discrimination against women did indeed exist, at least at the beginning of the period under study, and that this discrimination was reflected in lower wages for women relative to equally skilled men. The second assumption in this methodology is that increased imports are equivalent to an increase in competition within an industry and that this increase is exogenous to the residual gender wage gap.
Lastly, Gender wage gap could also be solved using equations and theories. From there, new wage decomposition is produced and thus solving gender wage pay differentials. Kevin and Tony’s journal on, “Does it mean more or less: The male/female wage gap and the proportion of females at the establishment level”, had shown equations about deriving a new set of gender wage pay policy to tackle gender discrimination in wage pay.
To do this, Kevin and Tony first briefly review Arrow’s model of employer discrimination in the labor market. After thorough reviewing, Kevin and Tony then pursue the GSS data set and test the theoretical predictions at the establishment level. Their measure of segregation is the ratio of the number of females employed full time divided by the total full-time employment in the establishment, and this is labeled the establishment female proportion. From this, employer discrimination has been found.
Thus they introduced the individual-level wage equation. The objective of this equation is to estimate the differences in sex composition in the establishment account for 26 per cent of the gap in wages between male and female (they have found). Subsequently, from the results shown, traditional wage gap decompositions are derived to compare with other data sets. This exercise will also provide the background to introducing a new method of wage decomposition. Finally, Kevin and Tony examine the public policy implications. In this context, it is reasonable to assume that the goal of this public policy is to fix the proportion of females in the establishment across the sexes. As a result through researching by Kevin and Tony, new wage decomposition is developed and will be referred to as the Characteristics Decomposition. The results of this decomposition suggest that a fixed-percentage employment equity program could reduce the male/female wage gap by 8 per cent.
I believe that all these four articles have valid solution to discrimination on gender pay wage. Although all three have different approaches, but they all have adequate information to substantiate their sayings. If one looks it in another way, by combining all these four approaches into one solid approach, it may cleanly rub of discrimination in gender pay wage. With the form of systems to oblige by Lynda and economical studies by increasing in competition from trade to reduce the residual gender wage gap from Sandra and Elizabeth; adding on Mark and Irene’s education attainment and the faithful equations derive from Kevin and Tony to reduce gender wage gap, this looks like an all ready missile to bomb gender wage gap.
This problem will be solved, looking into the long run, in no time ahead the future. Economist has been venturing out in the market seeing women as a more superior worker than the men in this 21st century. In no time ahead of us, gender wage gap will be solved and that will better promote non-sex discrimination in countries.












Work cited:

1) Lynda, J, “Fixing Women’s Wages: the Effectiveness of Comparable Worth Policies” Industrial and Labor Relations Review, vol.48, No. 4, Jul 1995.

2) Sandra, E and Elizabeth, B, “Importing Equality? The impact of globalization on gender discrimination” Industrial and Labor Relations Review, vol.57, No. 4, Jul 2004.

3) Mark, M and Irene, P, “Does an Advanced Degree Reduce the Gender Wage Gap?” Southern Economic Journal, vol. 70, No. 4, Apr 2004.

4) Thewlis, M and Miller, L, “Advancing women in the workforce” Equal Opportunities commission in 2004.

5) Thomas, G and Zhang Wei, “Inequality in the rewards for holding up half the sky: Gender wage gaps in China’s urban Labor market, 1988-1994” The China Journal, No.41, Jan 1999.

6) Kevin, T and Tony, S, “Does it mean more or less: The male/female wage gap and the proportion at the establishment level” The Canadian Journal of Economics, vol.32, No.4, Aug 1999.
benbasket at 7:44 AM