Why is There a Gender Pay Gap Against Women - Literature review Example

?Critical Literature Review on Why is There a Gender Pay Gap Against Women? Table of Contents Critical Literature Review on Why is There a Gender PayGap Against Women? 1 Table of Contents 2 Introduction 3 Background Study 3 Comprehending the Reasons behind Gender Wage Gap 3 Conclusion 7 References 9 Introduction The literature in relation to the labour economics has been known to display quite an extended amount and degree of attention towards the assessment of the prevailing wage inequity. The notion of wage gap or rather wage inequity is usually explained to be the disproportionate or disparate dealing of uniformly productive individuals in relation to the aspect of remuneration. This difference in the structure of remuneration has been long observed to exist between both the genders i.e. men as well as women. It was mentioned by Fullerton (1999) that the involvement of the female workers has been found to augment throughout the previous half century in the field of highly developed economies. The educational attainments in relation to the female gender were considered to be on the rise in addition. It was mentioned by Freeman (2004) in this regard that the in case of the United States (US), the women were believed to have surpassed the male gender in terms of education and was stated to be regarded as the learned sex from the time period of 1990s. However, regardless of the stated progresses achieved by the women in relation to their position in the labour-force and also regardless the acceptance of the “equal pay and equal pay” guidelines in numerous of the countries, women still seem to lack the amount of earning as the men (Consad Research Corporation, 2009). Background Study Comprehending the Reasons behind Gender Wage Gap It was found by Balu & Kahn (2000) from their conducted research that existence of a stable union among the wages provided to men as well as women was not an automatic factor. Few different factors were identified in this respect that was known to be accountable for the existing wage disparity that subsists among both the genders. In the past or rather traditionally, it was observed that both the genders have at the similar time have been engaged with employment in significantly diverse professions. It was found in this relation that women had been disproportionately engaged with employment or in jobs that were found to entail comparatively less wages such as nurses, clerks of retail sales, teachers and nurses. In the similar way men had been involved with jobs entailing moderately increased wages such as managers, lawyers, scientists, executives, doctors and engineers. This unequal acceptance and distribution of wage has resulted in lessening the median as well as standard wages of women in comparison to that of men (Consad Research Corporation, 2009). It was identified in this context by Boraas & Rodgers (2003), Fields & Wolff (1995), Johnson & Solon (1986) and Weinberg (2007) that the chief reason triggering the disparity in terms of wage between the genders s the variations prevailing among the nature of employment with which women as well as men are characteristically recognised to be involved with. The predictable amount of the gender wage gap which has been stated to be credited to the nature of work has been found to augment consistently as the group of jobs stated above turns out to be more comprehensive and abundant (Bayard & et. al., 2003; Groshen, 1991; Sanborn, 1964). However, it was published in a report by Mulligan & Rubinstein (2008) that the difference in wages between the genders have been found to be contracting owing to the alterations in the involvement of the job structure by the female work force. It was also stated in the report that the wages with regard to the female gender recorded a soar in comparison to the opposite gender that is men as a distinction within the actions conducted by the women was identified in comparison to the earlier periods. The difference in the behaviours carried out by women was observed with regard to their respective proficiencies within the workforce, their connection with the overall workforce and also in relation to the investments made by them in the structure of human capital which is measured to entail increased worth in terms of the labour market. The other reason that was identified with respect to the existence of the gender gap has been the increased gap in relation to the progress of human capital among the women as well as the men (Blau & Kahn, 2000; Bowler, 1999). The reason behind the increased gap was owing to the lack of education of the women which restricted their pace of participation along with their respective linkage with the labour force. However, in the present times it has been observed that women are getting involved and opting for higher education which is found to be decreasing the degree of disparity prevailing between the genders (Consad Research Corporation, 2009). Blau & Kahn (2006) along with Gabriel (2005) and Light & Ureta (1995) stated the existence of a certain association between the earnings received by the workers or the labourers and their respective growing and overall experience in relation to work. Men are believed to be engaged with the aspect of employment since long. However, the experience of women in the field of employment cannot be considered to be that long which makes them fall short of experience regarding work in contrast to the men (Consad Research Corporation, 2009). The wages that are related to a worker was found to be influenced not just in terms of the related quantity of the work experience that has been gained by a particular worker but is even accompanied by the permanence with regard to its addition and growth. It was found in this regard that the a difference in the prototypes of earnings with regard to the male as well as the female pointed towards the break or interval taken by the women from their career for reasons such as childbirth and raising children. This break in the career has been observed to be quite prevalent among the women than in the men. Therefore, the interruptions recorded in the career of women for various reasons have been stated to be another reason for the existence of the difference in the wage structure of men as well as women (Consad Research Corporation, 2009). The vital and key factor for the reason of interruption in the career of women has been assumed to be the aspect of motherhood particularly relating to bearing as well as bringing up children. Thus, the cause of this interruption has also been accounted amongst one of the reasons behind the prevalent wage gap among both the genders. The association between the earnings of the women and their mood is considered to be a significant reason (Johnson, 2008) The studies conducted by Blau & Kahn (2000) reveal the fact that a significant growth in the wages with regard to women was recorded in the period of 1980s but the increase witnessed a dip during the 1990s. The study also stated the actuality that although the facet of favoritism or inequity in the distribution of wages among the men as well as the women was mentioned to undergo a turn down but evidences of persisting inequity regarding the mentioned factor was still found to prevail. It was further mentioned by them that this particular scenario implied the requirement of the promotion of certain pro-active guiding principles along with some favourable measures for the reason of improving the facet of equal pay (Consad Research Corporation, 2009). In relation to the above mentioned context, it was further stated that two chief reasons were identified that accounted for the existing pay gap and they were stated to be the direct gender favouritism in the overall labour markets along with occupational segregation. Direct form of favouritism has been affirmed to take place when individuals of the similar rank in terms of educational achievements as well as work experience are found to be taken care of or rather regarded differently owing to the reason of their respective gender for instance dissimilar levels of pay against the similar category of work or even diverse job prerequisites in relation to the similar level of pay. Endeavours and attainments with regard to the factor of direct favouritism have been attempted to be abolished in numerous countries by way of formulating guidelines or structuring laws and even setting up supportive institutions (Consad Research Corporation, 2009). The several kinds of prejudice in relation to the factor of occupational gender separation are considered to be quite restrained along with being increasingly delicate to be regarded followed by definite actions. It has been specified by International Labour Organisation that the entire workforce across the globe consists of women who accounts 40.4 percent. The particular sectors which are known to comprise of a significant number of women employees are teachers, nurses and secretaries have also been learnt to inadequately pay their female employees and thus are regarded as work areas that involve poor pays. Although the mentioned occupational sectors are known to engage mostly female employees but still they are provided with lesser pay in comparison to their male coworkers. This basic under assessment of the job done by women has been measured to be originating from essentially two actualities (IWPR, 2009). The initial reason has been identified to be the principal responsibility of women for voluntary care work for instance education, fundamental family services and children which appears to have been guiding them towards related fields of work with regard to the relevant labour market (UNIFEM, 2005). The distinction or rather the disparity between the kinds of jobs of both the gender has often been regarded or termed as the selection outcome. The notion of selection effect is considered to not just refer to the situation of choosing definite categories of work by the women but also the fact that the employers or the owners display a preference of opting for men rather than women by denying to settling in for a work atmosphere that is believed to go well with both the men as well as the women. The other reason is believed to be the particular manner through which the work proficiencies are being achieved and this particular factor is known to be form an imperative part with regard to their respective financial assessment (Consad Research Corporation, 2009). The physical power of a particular labourer might fail to be sufficiently paid unless complemented with the amount of time being put in. A similar scenario has been even observed in the case of women workers as well. The abilities with regard to women for instance the competence for along with the proficiencies engaged with caring attitude are even found to be nor appropriately awarded (Rees, 1992). Owing to the partition observed with regard to gender in terms of work, women need to undergo inferior varieties of occupations along with witnessing dearth of effectual bargaining command in relation to the overall labour market (Rees, 1992). Conclusion A noteworthy reason behind the disparity can be considered to be the division of responsibilities as well as necessities that are gender biased in nature and found to be consequential with respect to parenthood. Women are perceived to be more probable of taking up a work on a part time basis or even decide on going for a break in their career when it comes to looking after the children. Therefore, women those who are believed to again join the workforce for the purpose of taking up the work on a full time post break or even part time basis usually need to witness the situation of making adjustments with lesser amount of wages in comparison to the other gender who did not have to go through an interruption in their career. Even women with no children are still measured to be probable mothers and therefore at times might be deprived of promotion prospects. As a result the divergence or variation in the amount of wages among both the genders has a propensity of being soaring in those countries entailing an augmented contribution rate by the women towards the work force but there is an absence of availability of childcare facility publicly (Consad Research Corporation, 2009). It becomes imperative to be mentioned in this context that almost every individual country is known to witness certain situations which enhance or aggravate the difference existing in the amount of wages paid to both the genders. However, the constructive attainment of the trade unions with regard to women’s employment has been regarded as uncontested as the structured or controlled women are believed and found to experience the advantage of improved working conditions as well as pay structures. Additionally the work in relation to women are considered to be comparatively less risky owing to the reason of being regarded as insignificant and unskillful (Rees, 1992). 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