Presented byJana DennisonEngl 2100Ms. StoneProject 2 Outline, Option 3

Men vs. WomenEqual Opportunity in Wages

“Contemporary young women enter the workplace full of enthusiasm, only to see their hopes dashed . . .”

• “The economy is doing marginally better, but women’s 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 Women’s Policy Research (IWPR), Washington Post, KSL News, P.A.P. – Blog//Human Rights Etc.

Equal Opportunity in Wages

Equal Opportunity

•Topic 1: Experience and Education•Topic 2: Productivity and Skill•Topic 3: Physical Ability to do the

job

“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 men’s earnings.”

Outline

•Same education, different pay.•More experience, different pay.

“Women are almost half of the workforce. They are the equal, if not main, breadwinner in four out of ten families. They receive more college and graduate degrees than men. Yet, on average, women continue to earn considerably less than men.” -- IWPR

IWPR has found that families are becoming increasingly dependent upon women’s earnings for their immediate security.

Topic 1: Experience and Education

Regional Differences in Wage Gap

“It’s 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 Spagnoli

Topic 1: Regardless of Education or Experience

•“U.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 Atlantic

“Particularly hopeful is the increasing level of education of women: they now earn 57% of bachelor’s degrees, 59% of master’s and 50% of doctorates.” -- Filip Spagnoli

Topic 1

Topic 2: Productivity and Skill

The Economist

Political Progress:

“ALMOST 20% of the world's parliamentary seats are now occupied by women.”

Women in Parliament

“A CBS News poll of 1,067 voters finds that they see gender as more of a barrier in presidential politics than race.”

Productivity

“Turning a blind eye to dissent in the ranks does very little to improve productivity, she adds. “As soon as someone finds out they’re earning less by the hour, you don’t think they’re upset? Of course they are.” -- Krista Hiddema, E2R Solutions

“Using 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 House

• “In 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 Women’s Policy Research)

• “IWPR’s research shows . . . jobs predominantly done by women pay less on average than jobs predominantly done by men.”

Topic 2:

Per Dol-lar

$1.00

$0.77

2011 Gender Wage Gap

Men

Women

Curr

ency

Examples: •Fire Fighters•Policeman•Nurses•CNA’s

Topic 3: Physical Ability to do the Job

•2000 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: http://www.eeoc.gov/laws/types/equalcompensation.cfm to find details on what you can do to obtain equal pay.

Topic 3:

“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 Spagnoli

Social Obligation

The gender pay gap is therefore the result of a combination of different types of gender discrimination:• pushing or socializing women into jobs that are less well paid• paying less for the types of jobs that women tend to choose, with or without socialization• paying women less than men within the same types of jobs• giving women less opportunities to climb the professional ladder• failing 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 education etc.) -- Filip Spagnoli

To avoid discrimination law suits, a Company may eliminate the difference in wages between Women and Men. Companies may also “mandate organizational remedies such as sexual harassment training, the introduction of new grievance procedures, supervisory training or revised performance management, and reward schemes”. --IWPR

In Conclusion:

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 fifty—or until 2056—for 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.

-- The Wage Gap and Occupational Segregation by Barbara Gault (pp18)

Recommendations

• Institute for Women’s Policy Research (IWPR). 2011. Retrieved from http://www.iwpr.org/initiatives/pay-equity-and-discrimination.

•OECD. Filip Spagnoli – Stats on Human Rights. 2006. Retrieved from http://filipspagnoli.files.wordpress.com/2008/08/gender-wage-gap-oecd.jpg

•Washington Post. 2013, March 7. Retrieved from http://www.washingtonpost.com/blogs/wonkblog/wp/2013/03/07/the-wage-gap-between-men-and-women-has-grown-during-the-recovery/

• Forbes Magazine. 2012, April 17. Retrieved from http://www.forbes.com/sites/jennagoudreau/2012/04/17/today-women-need-to-demand-equal-pay/

• CBS News. 2008, May-June. Retrieved from http://www.cawp.rutgers.edu/fast_facts/elections/preswatch_polling.php

• Explaining Trends in the Gender Wage Gap. 1998, June. Retrieved from http://clinton4.nara.gov/WH/EOP/CEA/html/gendergap.html

Works Cited

“Know your value, negotiate your pay, speak up, help other women and don’t be afraid to fail.” -- Sen. Kirsten Gillibrand

Any Questions?

[5= Excellent; 4 = Good; 3 = Satisfactory; 2 = Some problems; 1 = Many problems]

Presenter(s): Jana Dennison .• Topic: __________________________________________________________________

• ____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