Men vs. Women Equal Opportunity in Wages

  • Published on

  • View

  • Download

Embed Size (px)


Contemporary young women enter the workplace full of enthusiasm, only to see their hopes dashed . . .. Men vs. Women Equal Opportunity in Wages. Presented by Jana Dennison Engl 2100 Ms. Stone Project 2 Outline, Option 3. - PowerPoint PPT Presentation


<p>Presented byJana Dennison</p> <p>Engl 2100Ms. StoneProject 2 Outline, Option 3Men vs. WomenEqual Opportunity in Wages</p> <p>Contemporary young women enter the workplace full of enthusiasm, only to see their hopes dashed . . .Read the quote on the slide. Ask if anyone has noticed this as a problem in the workforce or at their own place of business. 1The economy is doing marginally better, but womens pay is doing marginally worse. -- Suzy Khimm (Washington Post)The purpose of this presentation is to bring attention to the continued regression regarding women receiving equal wages to men. Some of the companies I will be quoting for statistics are listed below: The Institute for Womens Policy Research (IWPR), Washington Post, KSL News, P.A.P. Blog//Human Rights Etc.Equal Opportunity in Wages</p> <p>(Adult learners are more interested in a subject if they know how or why it is important to them.) Commentary: Were all either a man or woman, right? Then this subject applies to you! Briefly state my credentials. Worked in multiple occupations in three different states. Had no experience with some and had 10 years of experience with others. In every job position I have occupied, I have experience some kind of discrimination according to wages and gender and mention programs and companies that I will be referencing in my presentation.2Equal Opportunity</p> <p>Topic 1: Experience and EducationTopic 2: Productivity and SkillTopic 3: Physical Ability to do the job</p> <p>In the U.S., the median annual income for women working full time is 23 percent lower than for their male counterparts. According to other estimates, women in the US earn only 82.2% of mensearnings.</p> <p>Outline</p> <p>These are just the three main points I will be touching on today. We all know that there are other factors and problems that go in to equal opportunities for wages.</p> <p>3Same education, different pay.More experience, different pay.</p> <p>Women are almost half of the workforce. They are the equal, if not main, breadwinner in four out of ten families. Theyreceive more college and graduate degrees than men. Yet, on average, women continue to earn considerably less than men. -- IWPR</p> <p>IWPR has found that families are becoming increasingly dependent upon womens earnings for their immediate security. </p> <p>Topic 1: Experience and EducationFor a single mother, wages that are not comparable to a mans is a challenge. She has to pay the same housing costs, the same car payment, etc. Companies have found that they can get away with paying the female workers less by putting them into positions that do not pay as much. (Secretarial vs. Management)</p> <p>4</p> <p>Regional Differences in Wage GapIts not clear to what extent women voluntarily or not choose jobs that are less well paid, and to what extent employers decide that jobs chosen by women merit less pay. -- Filip SpagnoliWashington D.C. stands as the State with the smallest gap between Men and Women and Wyoming is the State with the largest. 5Topic 1: Regardless of Education or ExperienceU.S. Department of Education data show that a year out of school, despite having earned higher college GPAs in every subject, young women will take home . . . just 80 percent of what their male colleagues do. Even at the top end, female M.B.A.s make $4,600 less per year in their first job out of business school . . . --The AtlanticRefer to experience in Call Center in Rexburg, Idaho. College town, everyone is just starting college. Education is the same, age is comparable. Women start less than Men.6Particularly hopeful is the increasing level of education of women: they now earn 57% of bachelors degrees, 59% of masters and 50% of doctorates. -- Filip SpagnoliTopic 1Topic 2: Productivity and Skill</p> <p>The EconomistPolitical Progress: </p> <p>ALMOST 20% of the world's parliamentary seats are now occupied by women.How do you feel about electing a Female Governor or Mayor? What about a Female President?8Women in Parliament</p> <p>A CBS News poll of 1,067 voters finds that they see gender as more of a barrier in presidential politics than race.How would things have been different if Hilary Clinton would have been elected President? 9ProductivityTurning a blind eye to dissent in the ranks does very little to improve productivity, she adds. As soon as someone finds out theyre earning less by the hour, you dont think theyre upset? Of course they are. -- Krista Hiddema, E2R SolutionsUsing a large linked employer-employee data set, it concluded that "at the margin" women were 85 to 96 percent as productive as men but were paid only 66 to 68 percent as much as men. -- The White HousePoint: When employees discover that a coworker (that they feel is worth the same or less amount in wages), productivity will fall. They are upset. They immediately feel, why am I working so hard to earn my paycheck when my co-worker earns the same and has less output. I should be making more.10In 2011, female full-time workers made only 77 cents for every dollar earned by men, a gender wage gap of 23 percent. -- IWPR (Institute for Womens Policy Research)</p> <p>IWPRs research shows . . . jobs predominantly done by womenpay lesson average than jobs predominantly done by men. </p> <p>Topic 2:</p> <p>Examples: Fire FightersPolicemanNursesCNAsTopic 3: Physical Ability to do the Job</p> <p>These are just some of the many occupations that the individual is not paid according to their physical ability to do the job. However, it would be beneficial for an employer to consider physical aptitude when hiring for these positions.</p> <p>122000 US Census: FLSM (First Line Supervisor/Managers) of fire fighting and prevention workers: 41,910 year-round, full-time workers. 2.9% are female. If you feel you have not received equal pay because of your gender, go to: to find details on what you can do to obtain equal pay.</p> <p>Topic 3:</p> <p>Note that Fire Fighters are predominately male because of the strength and endurance requirement. But are they hired on for less?In a care center in Spanish Fork, the men were hired on at a higher rate because they could live more weight. However, when it came time to lift the residents, the women were required to lift just as much as the men, although they received less in wages.13</p> <p>Women often feel obliged to choose occupations that mix well with family responsibilities because those responsibilities tend to weigh heavier on women. And those occupations tend to be less profitable. Such a sense of obligation is not a sign of gender equality. Filip SpagnoliSocial ObligationThe gender pay gap is thereforethe result of a combination of different types of gender discrimination:pushing or socializing women into jobs that are less well paidpaying less for the types of jobs that women tend to choose, with or without socializationpaying women less than men within the same types of jobsgiving women less opportunitiesto climb the professional ladderfailing to give women and girls the same opportunities to enter some types of jobs (e.g. because of legal employment restrictions, unequal education, child marriage, socialization into certain types of educationetc.) -- Filip Spagnoli</p> <p>To avoid discrimination law suits, a Company may eliminate the difference in wages between Women and Men. Companies may also mandate organizational remediessuch assexual harassment training, the introduction of new grievance procedures, supervisory training orrevised performance management, and reward schemes. --IWPRIn Conclusion:</p> <p>While wages are continuing to increase for both genders, female wages are still staggering and failing to match male wages. However, according to our research, if change continues at the same slow pace as it has done for the past fifty years, it will take almost another fiftyor until 2056for women to finally reach pay parity.Support programs encouraging students to enter high paying nontraditional fields Expand work/education and family supports (child care, paid family leave). Step up enforcement of equal pay and equal employment opportunity laws, to reduce discrimination in the workplace. Be marketable and know what you are worth. Do not work for less. Make a proposal on your annual salary.</p> <p>-- The Wage Gap and Occupational Segregation by Barbara Gault (pp18)RecommendationsInstitute for Womens Policy Research (IWPR). 2011. Retrieved from Filip Spagnoli Stats on Human Rights. 2006. Retrieved from Post. 2013, March 7. Retrieved from Forbes Magazine. 2012, April 17. Retrieved from CBS News. 2008, May-June. Retrieved from Explaining Trends in the Gender Wage Gap. 1998, June. Retrieved from </p> <p>Works CitedKnow your value, negotiate your pay, speak up, help other women and dont be afraid to fail. -- Sen. Kirsten GillibrandAny Questions?[5= Excellent; 4 = Good; 3 = Satisfactory; 2 = Some problems; 1 = Many problems] </p> <p>Presenter(s): Jana Dennison .Topic: __________________________________________________________________ </p> <p>____1. Introduction: Did the introduction capture your interest? Was necessary background given? Was a clear purpose conveyed? ___2. Organization: Was there a clear organization? Were transitions between sections clear and effective? Did the organization lead to a clear conclusion? ___3. Content: Did the speakers support their points? Was the supporting material relevant, up to date? ___4. Visual Aids: Were visual aids used effectively and appropriately, carefully prepared? ___5. Conclusion: Were key points reinforced? Was a sense of closure provided? If appropriate, was a course of action proposed? ___6. Delivery: Was/were the speaker(s) natural, enthusiastic? Did they speak clearly? Were appropriate gestures, posture, expressions used? ___7. Discussion: Were questions answered accurately, clearly, effectively? ___8. General Comments (use back): Presentation Evaluation</p>