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Summary: The Gender Pay Gap

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Different factors were driving the decline of the gender pay gap: sectoral segregation, cuts in extra-wage components of pay and equal pay policy. While the first two may not outlast the crisis, the third factor might maintain longer-lasting progress. In this case, sectoral segregation refers to the uneven distribution of women and men between the private and public sector. The gender pay gap tends to be wider in private concerns, which diminished during the initial phase of the recession in favor of public concerns. Wage reductions typically come from cuts to the volatile components of pay packets, such as bonuses, premiums for overtime and other non-basic pay components, which are more often received by men. Together with the overall reduction …show more content…

Soon after the outbreak of the crisis policy commitment to gender equality disappeared from view, both at the European and the national level. This is especially hindering for progress toward gender equality outcomes, as they are still highly dependent on public policy (Rubery, 2015). Karamessini & Rubery (2014) argue that the implemented austerity measures jeopardize the success of past progress towards gender equality by undermining important employment and social welfare protections and implementing gender-neutral policies. Gender equality policies have become a victim of the recession. Leschke & Jepsen (2014) also criticize that gender-equality concerns have not been an issue when designing and implementing the stimulus and austerity measures. Therefore, men were supported disproportionately more regarding labor-market …show more content…

Still, I want to summarize some potential future developments in the following section. One possible long-term implication that employment protection and pay will be reduced for both, women and men, due to the severity and length of the recession and the austerity period. This would result in more flexible and less regulated labor markets and a downward convergence in the employment conditions for both genders – which can already be seen in the lower pay for men and the higher share of male part-time workers. Other implications could be a downgrading of status and pay of public sector employees, and a decrease of high quality social services to replace and support women’s domestic labor (Karamessini & Rubery,

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Slaughterhouse Five is a historical fiction written by Kurt Vonnegut detailing his experiences during World War II through a fictional character named Billy Pilgrim. The book is written in a nonlinear fashion, taking place during the bloody World War II. Throughout the book, Billy Pilgrim continuously jumps through time between 1944 and 1967. After coming home from World War II, the narrator, Vonnegut, wanted to write a book about the destruction of Dresden. Vonnegut thought it would be easy for him to write about his experience in Dresden, as all he had to do was write a short report about what he had seen.

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Gender roles have changed exceptionally over time. For example, women used to be expected to stay at home and raise their families while the men worked. Nowadays, however, most women work alongside men in the exact same positions. Nonetheless, gender roles have not changed in the aspect that men still get payed a significant amount more than women in the same

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Briggs, D. (2017). Pay gap for women clergy is decreasing. The Christian Century, 134(18), 12. Retrieved from http://link.galegroup.com/apps/doc/A506035674/AONE?u=lom_access mich&sid= AONE&xid=48fc4e42

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Analysis of “The Gender Pay Gap Is a Myth” In the article “The Gender Pay Gap Is a Myth”, Steve Tobak expresses his opinion on the difference in pay between males and females. The gap in pay between men and women has been a reoccurring controversy through many decades. While some say that women are generally paid at a lower scale than men, there are others that believe that this is a myth. Published on May 3, 2013 by Fox Business, throughout this article the Tobak explains his reasoning as to why he believes that the gender pay gap is a myth.

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Although growing awareness to eradicate this division, recent statistics show women in Scottish society are overall in a more disadvantaged position than men, especially in terms with employment. In 2014, the gender pay gap stood at 11.5% (Close the Gap, 2014). Although the governmental measure of ‘The Equal pay Act 1970’ made it illegal for a women to be paid less than a man for the same value of work, and the Scottish pay gap of 5.8% in 2011 was brought down from 7.4% in 2010 (gov. scot, 2013), it still hasn’t been close to being eradicated. Both male and female workers in the same job are getting different pay, for example the weekly gross earning of full time for managers and senior officials in 2012 was £767.10 for men and £592.30 for women (ASHE cited by Mckendrick, 2014 p104). This higher chance of being on a low income for women, means a higher risk of being in poverty: of the 5 million workers of all ages living in poverty, 66% were women (Mooney 2014 p9).

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The authors make it a point to take the opposing side of the argument. Furthermore, women tend to work longer than who often suffer career-ending

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Demolishing the Glass Ceiling “In the future, there will be no female leaders. There will just be leaders” (Sandberg 2559). Unfortunately, there is a lot of work to do before this goal is achieved. While the wage gap has lessened over the last 50 years, progress has stalled in the last decade.

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My topic is about gender wage gap. How today, women still don't get equal pay for equal work. As a women I find this topic extremely relatable. In this day in age , this shouldn't be a issue anymore. There are no factors that can justify why a men is getting paid more.

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An all too common response to workers and advocates concerned about the 23 cent gender wage gap for full-time year round workers across occupations is that it is just a by product of the choices women make; choices to work fewer hours, lower paying jobs, or opt out the work force for longer periods of time than men (Berman). Among the men and women that are employed as full-time, 60 percent of the wage gap can be attributed to know factors such as work experience, union status, and the foregoing choice of occupation. Another quarter of the wage gap is attributable to the difference in wages paid by industries that employ mostly men than women. These include blue collar industries, which generally employ men and service sector rather clerical jobs, which generally pay less and employ more women. Women make up half of the work force.

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With the current elections bringing about many debates on hot topic issues it is no surprise that women’s suffrage has become a battle cry for many presidential candidates. These candidates play to the hopes of many women by promising equal rights for equally qualified male and female workers. These persuasive and motivating arguments for women’s rights calls to question what is the extent of this issue? The reality is that there is a significant wage gap between male and female workers. This wage gap causes men to be paid more than women, even when they do the same jobs and are equally qualified for those jobs.

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Gender equality: the pinnacle concept that American society is not-so desperately trying to achieve. Many Americans have convinced themselves that gender equality was remedied by the Nineteenth Amendment and the Second Feminist Movement, and have not considered the thousands of steps that are left on the journey. In recent years, a matter of public interest has been the gender wage gap, stating that women are earning significantly less money than men for doing an equivalent amount of work. Critics of the effort to “break the glass ceiling” claim that a pay gap does not exist, and that if it does, it is because women either do not work as hard, have to tend to their families, or hold lower paying jobs. However, the gender pay gap has been proven to exist in a variety of different forms,

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About 60% of European Union college graduates are women, yet they represent under 33% of researchers and architects throughout Europe, yet speak to almost 80% of the whole workforce in the well-being health, training, and welfare areas. A sexual orientation isolated work advertise, the trouble of adjusting work and family life, the undervaluation of female abilities and work are a portion of the complex reasons for the constant gender pay crevice. In conclusion, women in the European Union get an average of 16% not as much as men for

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It may be 2018, but the gender pay gap is still here, why is that? Women have been and still are getting a lower pay than men to do the same job. Women are doing equal if not more work, but somehow make less. The following paragraphs will explain what is happening today like the fact that over time men 's pay increases more than women 's does. Besides that I will also mention that not just white women make less than men other cultures make even less than them, and I also will share real people speaking up about them being paid less than men.

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Annotated Bibliography Quast, L. (2015, November 22). The Gender Pay Gap Issue Is Fixable -- But May Require Bolder Actions To Overcome. Retrieved from Forbes.com: http://www.forbes.com/sites/lisaquast/2015/11/22/the-gender-pay-gap-issue-is-fixable-but-may-require-bolder-actions-to-overcome/2/ It is reported by the Economic Policy Institute that although women had made tremendous records entering into workforce and gain great successes in education, but their wage is 83% comparing to men. The world forum also released a report in 2015 that women now make as much as men earned a decade ago.

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Article 157 Treaty on the Functioning of the European Union (TFEU) prohibits as much as direct and indirect discrimination based on sex in the field of pay, it is stipulating that “each member state must ensure equal pay for men and women applied so that the work is of equal value”. Direct sex discrimination often happens because women are often paid less than men for doing the same job, and

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