Equal Pay :: essays research papers

Mike K.Essay on check pay in the take to the woods place.In 1963, President Kennedy signed the Equal Pay feat into law, making it unlawful to discriminate against a worker on the stern of sex. Since that time, the wage gap between workforce and women in the United States has narrow by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau.Pay equality is most habitual for the 16 to 24 age group, in which women earn more than 90 percent of what men do however, the gap becomes 75 percent in the 25 to 54 year old group those at the whirligig of their careers and life responsibilities.      A number of factors have contributed to the gap between mens and womens wages. These include occupational segregation of women into low nonrecreational jobs lower levels of unionization for women and attitudinal barriers that have kept women from achieving equality in the body of work and down the stairsvaluation for womens work.     &n bspThe Equal Pay Act (part of the Fair Labor Standards Act), forbids employers to cut through women differently for jobs that are substantially equal, that is, almost identical. Traditionally, women have worked in different occupations than men these occupations tend to be substantially different, pay less(prenominal) and confer less authority.      Equity means fairness and justice. Pay truth programs throughout the world attempt to legislate and regulate the elimination of systemic gender-based wage discrimination and to ensure ongoing systems that will maintain ingenuous wage relationships over time.Pay impartiality programs attempt to address the undervaluation for work traditionally or historically done by women. Pay equity (also referred to as comparable worth) programs require a gender-neutral analysis of proportional work. A variety of very different jobs are compared based on a composite of the skill, effort and responsibility of a job and the condi tions under which the job is generally done. The comparison determines the relative worth of those jobs to the achievement of a firms objectives, under the proposition that equal contribution merits equal compensation. Where fe manful-dominated jobs in the workplace are found to be of equal or comparable value to male-dominated jobs but paid below the level of the male jobs or payline, then all employees in those female-dominated jobs are entitled to suffer pay equity adjustments.      But how are these adjustments to be determined in a workplace that already subjectively undervalues the effort and contribution of women and minorities?