Gender Wage Gap Controversy – Looking At Both Sides

In current society, a principal problem within globalization that influences the world and trades nowadays is gender imbalance, which results in gender wage gap controversy

The gender wage gap has been an essential subject in the antiquity as from the year 1960s and the 1970s. Since it has caused accelerated growth towards fair wage, mainly due to women enduring higher education, however, as from the year 2015, the gender wage gap was still about 20%, suggesting that women remained paid just 80% of whatever men got rewarded. Also because of the slow development of the increase in gender wage gap which is forecasted that females will not attain equal pay with men until the year 2152 if the growth rate continues at what it has continued over the preceding few years.

One of the main arguments of the gender pay gap is that when women have lower earnings, it is much harder for them to raise families. A recent study conducted by Institute for Women’s Policy Study reveals that if ladies get paid fairly to men, single mothers’ household income could rise approximately by 17%.

In addition to unequal wages, gender inequality also exists in the form of different privileges and return. Women have significantly weaker compensation, particularly in the sort of common security interests, well-being care, gratuities, handicap insurance, and annuities.Also, another recent research has shown that there is an approximate $8,000 gap between retirement earnings for men and women who have accomplished the same work

On the other hand, many will argue the gender pay gap controversy and say that the gender inequality regarding wages is hypothetical. One of the main arguments against the gender pay gap is that women are more likely to take time off to take care of their families and that naturally alters how much women get paid compared to men. Also, many say that the pay gap can be in the form of paid maternity leave. If their company pays women maternity leave, people will argue that technically the holidays could equal the 20% gap that separates men and women’s wages, therefore, eliminating the gender pay gap, and making it nonexistent.

Although there are two sides to the gender wage gap argument, it is evident that gender inequality affects the workplace and businesses across the globe. One of the first ways that the workplace can suffer is through lack of productivity and motivation. If a woman is receiving payments less than that of a man is for the same exact job, it can create depression and lack of motivation. If a woman is taking no incentive to do better at work, she will not be as productive in a firm as she could be if she had same pay. If there is a lack of productivity, it leads to potential losses for the business.

The gender gap controversy is not real since after fitting into various types of businesses men and women manage to have, the gap narrows to single digits. And so, the argument goes, men and females are not rewarded similar sum of money since they are deciding to go into different professions which pay differently, and the labor market rewards their choices adversely. In other words, different work leads to unequal pay.

There is a lot of fact to this: Men and women do manage to choose various occupations, so much so that researchers have a name for it: “gender occupational segregation.” And since this occupational sorting most commonly listed the figure of the gender-gap debate that a female especially an American only earns 79 cents for every dollar an ordinary American man makes—is indeed too simple.

While the bulk of the report deals ostensibly with male-female wage differences, the report cites an interesting fact. The diversity between workplace risk among men and women are staggering; approximately 7% of deaths in 2008 are female, leaving people accounting for a whopping 93% of all workplace fatalities.

Men were over 13 times more likely to die while on the job compared with women according to the report issued by the U.S. Bureau of Labor Statistics. While the incongruity between salaries is both alarming and offensive, the concern should raise over the occupation risks which men find themselves in over their female counterparts. To read into the data provided by the report, it would seem that men more often than not find themselves in more dangerous job positions, such as that of a construction worker. Finding oneself in a job with inherent risks of fatality could account for some, though not all, of the differences in pay.

Indeed, the report goes on to draw this same conclusion. Occupational deaths are statistically more prevalent in male dominated industries, namely construction, and manufacturing, comprised of an almost entirely male workforce: approximately 90% of all construction workers are male, and about 70% of all manufacturing workers are male. Such industries have a history of being significantly more dangerous occupations than those dominated by a female workforce, such as education and health care.

Such staggering statistics, while alarming, are not unusual. One can see just by reading the news that serious construction accidents are an almost daily occurrence. With the demand for construction projects rising, especially in developing nations, more workers put themselves at risk on a daily basis to provide for their needs and the needs of their families.

However, a debilitating construction accident could put a worker physically out of commission for months, even permanently if the crash is severe. If the accident is fatal, families depending on the construction position as the sole source of income could face a dire financial situation. Individuals who have been the victim of a serious construction accident could be entitled to legal recourse and monetary compensation if the crash was due to negligence or unsafe working conditions. Workers should consider developing a construction accident lawsuit if they have suffered financial setback or injury preventing them from work.

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