Pay Equity Term Paper

Download this Term Paper in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from Term Paper:

Pay Equity

As American business enters the 21st century the issue of unequal pay for equal work continues.

The course of attaining the objectives of just wages for all workers by eradicating the wage disparities between men and women workers is known as pay equity. It necessitates that the unequal jobs of comparatively same value to the employer is to be given the equal wages. Pay equity is considered to be a gender independent pay process that reduced wage inequity. (Policy Statement: Pay Equity) There exist considerable wage disparities between the employed men and women of America. Taking into consideration the educational and political progress of women the advocacy of the women to be in focus by a sexist society into the dominating female occupations seems to be absurd. Irrespective of the fact that more and more female are entering the top executive ranks in America they are to confront a considerable barrier: a wide wage disparity at the first sight in the Corporate America. (Edmonds, 1999)

1. Pay equity issues between men and women

Irrespective of the promulgation of Equal Pay Act ever since last four decades the wage disparities between men and women obstinately prevails. Women are still failing to earn equal pay for equal work only equal pay for comparable work. Such discrimination not only influences the spending capacity of women but also it costs their retirement security by entailing wide gulf between the social security and pensions. (Facts about Pay Equity) As per the study of 2004 conducted by the Institute for Women's Policy Research, on the basis of the U.S. Census Bureau and Bureau of Labor statistics, it has been brought out that woman employed full time only gets 76 cents in comparison to one dollar for a man in the same time. The real median income of women is observed to have reduced by more than half a million dollar i.e. $523,000 over the last four decades. Having a majority of 64 million women in the workforce the pay disparities have adversely affected many of the American families. (Pay Equity: American Association of university Women)

Families suffered from a loss of $200 billion in income per annum due to the wage disparities-which in an average is computed to be about $4,000 per family. Besides, wage disparities reduced the total earnings during the life time thereby decreasing the benefits of the women from Social Security. The wage disparities are not merely the consequence of the qualification or selection of women. As per a recent analysis conducted by the Government Accounting Office, the wage disparities perpetuates primarily as a result of enhanced educational achievement, increased strata of experiences in the workforce and reduced amount of time spared out of the workforce in rearing children. Irrespective of the fact that the number of the women presently acquiring baccalaureate and advanced degrees are estimated to be more than that of the men the median earning of a female college graduate was $17,600 less than those of their counterparts. (Pay Equity: American Association of university Women)

Taking into consideration additional work experience, the women acquires about 30 cents per hour for additional five years while that of white man earns additional $1.20 per hour. Women are engaged for more time in the workforce presently than earlier. About 61% of the women having children below the age of two years and about 78% of women having school-age children are seen to be employed. The time spared beyond the workforce is not sufficient for explaining the sustainable wage disparities that the women suffer from. (Pay Equity: American Association of university Women) The compilation of data by General Accounting Office from the Current Population Survey with regard to the ten industries that engage about 71% of U.S. women workers and 73% of the U.S. Women Managers. The disparities in pay between the full-time working women and men managers enhanced in between 1995 and 2000, in seven of the ten industries examined. (Facts about Pay Equity)

The wages of African-American women are only 65 cents in comparison to one dollar that of white men where as it is only 53 cents in case of Hispanic women. When the wages of the women are equal to that of the men working for the same hours and are having the same education, union status, are of equal age and reside in the same region of the nation then the family income per annum would be enhanced to $4,000 and the rate of poverty would reduce to 50%. The working families would increase their family income annually by $200 billion. The pay equity in female centered jobs would enhance the wages for females by about 18%. About fifty-five percent of all women employed in female-cantered jobs while only 8.5% of all men engaged in such employments. However, such men still gain about 20% more than women those work in female dominated jobs. (Facts about Pay Equity)

As per the data analysis in over 300 job classifications specified by the U.S. Department of Labor Statistics, women earn less in every employment categories for which adequate information is available. The year in which Equal Pay Act was in operation, in 1963 a full time working women were paid 59 cents on average to the dollar received by men, while in 2000 women were paid 73 cents for every dollar received by men. Alternatively, for the last 37 years the wage disparities has slightly been narrowed down by more than one third of a penny per annum. (Facts about Pay Equity) About two thirds of the women indicate that they entail half or more of their household income. More than fifty percent married women sacrifice half or more of the family income. Job segregation is regarded as the most significant concern, men and women tend to hold varied types of jobs. About two thirds of the white women and three-fourths of black and Hispanic women are engaged in sales, clerical, factory and service positions. Irrespective of the fact that these mostly necessitate skills and experience similar to jobs that men hold, men usually are paid more wages. (Pay Equity: It's the Law, but is it reality?)

Equal pay for equal work is considered to be a simple mater of justice for women. The pay discrimination presently influences the economic security of families and directly influences the retirement security as women look down the road. However, irrespective of the Equal Pay Act and many developments in the economic status of the women over the last 40 years, the pay discrimination still sustains and is the consequence of the limited applicability of the Equal Pay Act. It however does not succeed in ensuring equal pay for jobs that are analogous but not identical. It also does not succeed in filling up the pay discrimination based on race. It does not succeed in covering part-time or contingent workers and; it fails o allow groups of workers to file class action suits. Irrespective of the fact that the enforcement of the Equal Pay Act along with the other civil rights laws have assisted in narrowing the pay disparities, considerable differences remain which is necessitated to be addressed. (Pay Equity: American Association of university Women)

2. Pay equity organizations and websites

The National Committee on Pay Equity-NCPE is considered to be the prime resource on pay equity. It was established in 1979 and is seen as a combination of women and civil rights organizations; labor unions; religious, professional, legal and educational associations, commissions on women, state and local pay equity associations and individuals devoted to eliminate sex and race-based wage discrimination and to attain pay equity. The NCPE has applied a statement of Principles as its membership application for both voting and associate members. A voting member is considered to be a designated contract person of trade union, other workforce representative, women's or minority or civil rights organization that endorses the NCPE guidelines. Such members have voting authorizations and are therefore capable of becoming Board membership. An associate member is an organization or group that endorses the NCPE Principles and is eligible for full involvement in NCPE, however, do not have voting rights and eligibility for Board Membership. The website at http://www.pay-equity.org / provides further information with regard to NCPE. (National committee on Pay equity)

The Pay Equity Commission consisted of two different and distinguished bodies; the Pay Equity Office-PEO and the Pay Equity Hearings Tribunal -PEHT. The Pay Equity Office -- PEO is liable for implementing and enforcing the Pay Equity Act. The PEO interrogates, mediates and resolves grievances within the jurisdiction of the Pay Equity Act. The PEO also endorses programs and services to assist the people becoming aware and comply with the Pay Equity Act. The Pay Equity Hearings Tribunal -PEHT is liable for adjudicating disputes that arise under the Pay Equity Act. The Pay Equity Hearings Tribunal - PEHT is liable for arbitrating conflicts that arise under the Pay Equity Act. Information about the Pay Equity Commission is available at…[continue]

Cite This Term Paper:

"Pay Equity" (2005, February 28) Retrieved December 9, 2016, from http://www.paperdue.com/essay/pay-equity-62537

"Pay Equity" 28 February 2005. Web.9 December. 2016. <http://www.paperdue.com/essay/pay-equity-62537>

"Pay Equity", 28 February 2005, Accessed.9 December. 2016, http://www.paperdue.com/essay/pay-equity-62537

Other Documents Pertaining To This Topic

  • Campaign for Pay Equity

    Pay Equity 1001 EHR Tutorial Exercise Week No & Date: Corrections/refinement during tutorial discussion - feedback (Done in class) What explanations are given by this alliance to account for the gender-wage gap? What evidence is used to support this? Is it convincing? Why or why not? You might also like to look at the submissions made to Fair Work as part of the equal remuneration case. Submissions were also made by employers and employer associations

  • Labor Law Pay Equity and Age Discrimination

    Zippittelli v. J.C. Penney Company Case Study Case Summary The case of Zippittelli v. J.C. Penney Company stems from a hiring dispute between the plaintiff, Joanne Zippittelli, and her employer, J.C. Penney Company. In the summer of 2004 the plaintiff worked for the defendant as a general lead clerk in the Call Service Center, and after being informed by her boss that the position of shift operations manager had become available, the

  • Philosophizing Compensation Pay Equity Refers

    The other reason for higher salary is based on the performance of the employees. If the employee generates more revenue, they may be given higher compensation as a reward which will also act as an incentive for future improved performance. This is usually the case for sales department whereby the pay can be based on commission. Basing on the red-circling, higher compensation can be given to the employee i.e.

  • Equity Theory in the Public

    From the standpoint of the labor market, the lack of equity in the public system would continue to exist until the market force becomes united and demands a better protection of its rights. For now however, when the people fear the loss of their jobs and when the market place is saturated, the public employers are not pressured to implement equity. At the level of personal evaluation and job contributions,

  • Equity and Debt Capital Structure

    AMSC had announced a letter of intent for secured debt financing in July of 2003 (AMSC 2003 Annual Report) when the stock was trading in the range of $8 per share. The blackout gave the firm's stock considerable momentum, and it finished the month of August up over 50% at $12.19 per share (MSN Moneycentral, 2010). Equity issues normally result in dilution of the stock price, since the issue

  • Equity Theory of Motivation the

    Smith School of Business (at the University of Maryland), where she was granted an MBA (Master of Business Administration) and also the courses of the MIT Sloan School of Management, where she received a Master of Science in management. Professionally speaking, Fiorina occupied various secretarial positions; she was also a teacher of English in Italy and a receptionist. Her fruitful career began in 1980 when she joined at&T, where after

  • Equity Cash Flow and Notes Analysis

    Equity, Cash Flow, And Notes Analysis for the General Electric Company Regarding the specific components of the Statement of Changes in Owner's Equity and Statements of Cash Flows, from line items to balances General Electric still stands tall in the public's estimation and in its international reputation as a pioneer of Six Sigma management policies regarding internal quality control. (Six Sigma, 2004) According to its annual report, GE Share owners' equity increased


Read Full Term Paper
Copyright 2016 . All Rights Reserved