Peer Review
GENDER WAGES DISCRIMINATION OR IS IT REALLY?
Gender Wages Discrimination or is it really?
Gender Wages Discrimination or is it really?
Beatriz Velez
Northeastern University
ENG 3107 Writing for the Professionals, Professor Baker
Abstract
As more and more women have entered into the workforce, a common trend that has existed is
that they are paid significantly less than their male counterparts. This literature will show the
inception of wage gap between women and men. It will review how the information has been
tracked and the thoughts as to why it occurs. This review will show that although the wage
gender discrimination has marginalized but is still an issue within the Citi Corporation.
Gender Wages Discrimination or is Really?
During the Women’s Movement of the 1960’s and 1970’s the gap in wages between women and
men was a serious issue. Claudia Goldin, Harvard Economist states that the collection and
interest of this data for Economists has been going on since the 1890s. While one may view this
information to be discriminatory she believes that one must look at a number of factors before
concluding with the reason why this gender wage gap exists.
1. What is the percentage of women and men in the workforce?
2. What are the types of occupation they choose?
3. What are their respective wages/salary/hourly wage within those occupations?
Being able to pinpoint the problem and to come up with a solution has been an ongoing strategy. The remedy can be enforced by the leaders to those corporations/companies/small businesses who are failing to abide by Title VII of the Civil Rights Act of 1964. That once this Act is violated formal charges can be placed with their state’s Commission of Human Relations and that its end result can be a costly one.
What is the Percentage of Women and Men in the Workforce?
It has been significantly proven that over the years that women entering the workforce has been continuously increasing. Women now represent 47% of the workforce in the United States. (Bernardo, R. (2017, August 22). 2017 Best & worst states for women’s equality). Bernardo (2017, August 22) notes that only 25% of these women are at executive levels compared to men.
His source, Melina Constantine Bell, Professor of Philosophy and Law at Washington and Lee University recommends that policies that would help address both issues of pay and job titles is to support workers with families with subsidies such as corporations providing their workers with quality child care, paid family leave, flexible work hours and accountability for those corporations who discriminate against their employees who use these benefits.
What are the Types of Occupations They Choose?
When reviewing what types of jobs are out there in the job market one must realize that the
demand of such jobs will ultimately define what type of pay one might receive. An executive
from a Fortune 500 Company may make significantly much more than an executive at an
individually owned company. Either way the differences can be measured by one’s experience,
education level and contributions to its company’s success. Within some corporations the wages
gap has decreased but factually the issue still exists. Goldin (Gillett, R. (2016, March 8). Harvard
economist says closing the US gender wage gap isn't as simple as 'equal pay for equal work)
shares how the comparison of just under 470 occupations women receive less pay then men.
Goldin notes (2016) that when each occupation is placed in categories such as Business and
Finance compared to Technology and Science the gap was slightly less than the other. Goldin
(2016) describes that when placing these occupations in categories that one must also review the
numbers of hours worked and the flexibility of the job at hand. The wage gap gender
discrimination still exists but can effectively be closed by how a company is structured. The
balance of work life and home life needs to be incorporated into a company’s structure to
understand the value of equality within the company.
What are Their Respective Wages/Salary/Hourly Wage Within Those Occupations?
Bernardo (2017, August 22) shows that one way to look at the gender gap is how the woman is
perceived to be the main care taker in opposite sex couples and how they pursue jobs that have
more family oriented structure that allows them the flexibility to take on such important issues as
unforeseen family and health issues. Because of this perception it not only makes it difficult for
women to climb the corporate ladder but within political ladders as well.
Stephon shows that even our legislative constituents stick their foot in their mouths as to how women are perceived in the workplace (Jake Stofan | Capitol News Service. (2017, June 22). Morton faces backlash after "poor choice of words" on wage gap). Noting that such powers of authority within our government hold such a less thought process when regarding women in the workplace is unfortunate. It also goes to show that we as a whole need to do much more research on how we elect the powers that be. This thought process can restrain how the regulations of gender wage discrimination is upheld within corporations. Of course, this did not go well with women’s groups such as the National Organization for Women (2017) who asked for him to step down from office. Women have come a long way from not being able to enter into the work force, the ability to hold jobs that were perceived to be jobs only men can do, and the women’s ability to juggle a fair amount of family and work responsibility at the same time. This in no regard should be dismissed. A woman who is as educated and holds down the same position within their respective occupation should not be afforded less of the benefits a man receives. Yes, a woman who holds the respective job authority as their male counterpart may have more responsibility when it comes to family and home but if her production and contributions are equal to her counterpart she should be rewarded would equal pay as well. These women should not be looked as less because they do not share the same responsibility of the man at home. Nor should they be discriminated against because they may require more flexibility.
No matter what way this information is presented the issue still remains the same. Women are still paid less than men. There is a variety of ways this issue can be resolved is by setting precedence within Citi Corporation companies who commit such discriminatory acts and holding them accountable for the need for change in its company structure. We plead to you, Bill Rhodes, Senior Advisor to Citi Corporations worldwide to bring this issue to the Boards forefront and advise immediate research, results and resolution of this issue. Whether it be proposing new enforceable rules within Title VII Civil Rights Act. Or simply advising the corporation to rethink and re-do the company’s structure and demonstrating the effects of its popularity and possible economic status if they choose not to do so. Sr. Advisor Rhodes, over time it has been proven that women that acquire the same amount of education, experience, and professional background women are still paid less than men. Although Citi Corp had to pay its worker, nearly $340,000.00 in back pay for its violation of the Equal Pay Act (2012); when in 2009 they promoted Heidi Wilson to Manager of their Service Center and paid her over $55,000.00 less than her predecessor who was a man. It is 2017and women have had to sacrifice so much to attain the occupations they currently hold to go back to the times where women held no significant value other than to bear children and take care of the home. As Senior Advisor and as part of the Corporation’s rise to success to witness such actions as those of Ms. Wilson’s should be disheartening to you and should call for immediate change. Change within how women are viewed and valued today within your corporation. How their contributions play significant role in today’s economy. And how without these considerable contributions the success of this company would be lost. Women who can be paid the same as their male counterpart would not have to find ways to make up that monetary difference, like holding down secondary jobs. Making them more able to balance their professional and work life without having to sacrifice themselves from being equal to the man. The data presented to you has been backed up with definitive information and tools for you to use to request the need for change and the importance of this change for all walks of life of women within your corporation and those women that may consider a lasting career with the Citi Corporation. Women of your company hope that this information is of importance to you as it is to them. They guarantee that you will be supported and appreciated by all professional women within the public and by women’s groups that believe as they do, that the time for change on this issue is now and long over due.
References
Behrman, E. (2012, April 17). Tampa woman wins lawsuit against Citicorp for pay discrimination. Retrieved from http://www.tampabay.com/news/Tampa-woman-wins-lawsuit-against-Citicorp-for-pay-discrimination/1225359
Bernardo, R. (2017, August 22). 2017s Best & worst states for women?s equality. Retrieved from https://wallethub.com/edu/best-and-worst-states-for-women-equality/5835/
Department of Labor, U.S Census Bureau, Current Populaion Survey, & Annual Social and Economic Supplements. (2014). Women's bureau (WB) earnings - Median annual earnings by sex, 1960-2014 (2014 dollars)(text version). Retrieved from https://www.dol.gov/wb/stats/Median-annual-earnings-by-sex-1960-2014-txt.htm
Gillett, R. (2016, March 8). Harvard economist says closing the US gender wage gap isn't as simple as 'equal pay for equal work'. Retrieved from http://www.businessinsider.com/harvard-economist-explains-the-gender-wage-gap-2016-3
Jake Stofan | Capitol News Service. (2017, June 22). Morton faces backlash after "poor choice of words" on wage gap. Retrieved from http://www.wctv.tv/content/news/FSU-Board-of-Governors-remarks-cause-tremendous-backlash-429997363.html