Put another way, would not a company full of men will soon be put out of job by a company which hired only women. The truth is that the pay gap can be attributed to large scale discrimination against women. Men who earn more most often do so because of their gender. To get higher pay, men are more likely to enter higher-paying fields, perform riskier tasks and take positions with less stability which explains the fact that only 26% of all miners are women. To tackle this problem of unequal pay, various movements have risen in the recent times ensuring pay equity.
In Canada, the purpose of the Pay Equity Act is to achieve equality in the workplace so that no person shall be denied employment opportunities. Though massive strides have been undertaken in the past for pay equity, the true scenario of pay equity has not been achieved as there is wage disparity in various jobs undertaken by women including unequal pay in the field of sports, and why women tend to work at low paid jobs. There is pay inequity almost in any profession undertaken by women. Men earn significantly more than women despite the existence of the Pay Equity Act.
During the time when Baby Boomers were joining the workforce, women earned 59 cents to the dollar till the 1980s where the wage gap was narrowed by just 15 cents to just 74 cents to the dollar. Back then, the pay equity legislations never confirmed women equal pay as the men; they just gave the women the hope that women could raise their voice against unjust treatment by their employers. The Pay Equity Act of 1963 supported women who were employed in the public sector and thereby, offering no security to the ones employed in the private sector.
In 2002, the median wages of women who worked full-time year-round were 76. 2 percent of mens (Werschkul 13). In other words, women earned about 76 cents for every dollar earned by men. To reduce the wage disparities, pay equity legislation prohibits wage discrimination where employees are responsible for equal work. The goal of the legislation is to achieve the ideal balance between financial comfort, professional fulfillment and personal happiness for each women employee.
Certain factors are a hindrance in the achievement of this dream. One reason why women earn less because women in the workforce are less likely to work a full-time schedule and are more likely to leave the labor force for longer periods of time than men. These differing work patterns lead to an even larger earnings gap between men and women suggesting that working women are penalized for their dual roles as wage earners and those who disproportionately care for home and family. Recent figures convey a better story.
Working women today are paid an average of 80 cents for every dollar that men are paid, even when accounting for factors such as occupation, industry, race, marital status and job tenure. There are more than 80 fields in which women earn more than men, but some are too small to be statistically significant. Of which, there are only 40 fields in which women earn less than 5% more than their male counterparts. These positions include counter attendants in cafeterias, food preparation workers, waitresses and service station attendants to name a few.
It has been argued that women earn less because they are not as qualified as their male counterparts. However women in the same positions as the men still earn less. For instance, women lawyers earn just 87% of their male counterparts (Farrell 8). In the medical field, physicians and surgeons earn just 59% of pay compared to male physicians and surgeons. Women and men employed in these fields are equally qualified as they would not be a certified physician without same qualifications. Despite similar qualifications, women still earn less. Pay inequity runs rampant in the sport world too.
Professional sport continues to provide unequal pay to women. Paying men more for the same sport gives women in the sport less incentive to push themselves. As a result, it also discourages future female participation in the sport. Women athletes in the sport receive minuscule recognition and fewer rewards compared to their male counterparts. For example, for finishing in third place in the 2003 Womens World Cup, each U. S. womens national soccer team member was awarded $25,000.
They would have received $58,000 if they had won the Cup. For reaching the quarterfinal of the World Cup in 2002, the U. S. mens national soccer team members received $200,000 each. To speak about Tennis, Wimbledon offered greater prize money to the male athletes till 2007. These discrepancies occur because of certain misconceptions. One misconception is that womans competitions are not as exciting compared to masculine events for instance men perform riskier tricks, hit a tennis ball harder. Women should be compared to other women, not to men. There is a bias that women are not physically strong as the men but women perform to the best of their physical abilities.
They would perform the same with a fluctuating pay. Athletes are driven by the passion for the sport, not for the money it offers. Another misapprehension is that women should not receive the same prize money as they are unable to bring the sponsorships and viewership compared to men. Womens events are not publicized or advertised as much as compared to mens events. Therefore it will be unfair to say they are unable to draw attention from the public. If the womens events are not included in the telecast, it is misleading to argue that mens events receive higher ratings.
Another delusion is that mens competitions go on for a longer time, include more games and thus men should receive more income. This assumption is flawed as length of the competition should not matter. Star athletes are the ones who draw the crowd. Women have the same capability like the men to draw crowds. The issue of pay inequity goes beyond the issue of money. This issue extends beyond the playing field. When girls grow up seeing celebrated women athletes receiving less than their male counterparts, they are forced to believe it is okay for them to compromise.
This acceptable value is not an accepted one. Majority of women tend to be employed in low-paid jobs. In large corporate companies, there is a bias that women are better in the human resource field than in any other field. It is a stereotypical image of women being more cooperative, collaborative and intuitive than men. The CEOs of any company come from the manufacturing, marketing and operations department, not from the human resource department. The talented women are working in the human resources.