Gender Pay Gap April 10, 2010 For decades now, there has been an ongoing pay gap amongst men and women. Some people say it is the woman’s choice and they made it that way, others say it is plain out sexism. To this day, there is still no definitive reason why, but the gap seems to close little by little each year. Can we contribute that to women standing up for themselves more, working harder to prove their worth, or even challenging the system? T. J.
Billitteri wrote the article entitled Gender pay gap touching base on the important fact which is women working and sharing the same career title as a man re making far less money (March 14, 2008). CQ Researcher, 18, 241-264. Billitteri begins his article touching base on a large lawsuit of Ledbetter vs. Goodyear tire. Ledbetter, one of few females in her supervisory position, realized she was making $559. 00 a month less than the males in the same position. She received around $3 million in back pay and damages.
That case stirred up a lit of press on the pay gap issue and put emphasis on bills such as the Fair Pay Act. Recognized female state officials are pushing the enforcement of Fair Pay Acts and Equal Pay Acts more and more on Congress and the Senate still to this day. Billitteri (2008) states with those in effect men and women would have equal compensation when working in the same field. A prime example is a women working as a Chief Executive makes on average 22 percent of what a male Chief Executive makes. Looking at the 2006 U. S.
Census statistics it showed “the pay gap at about 77 percent of the men’s median full-time, year-round earnings. ” (Billitteri 2008). In Billitteris’ article he discusses how when hiring a female the company takes into account the possibilities for maternity leave, higher insurance needs, time off to care for children, and a raised risk for sexual arassment claims. It has become apparent that women are intimidated to seek out executive or other high paying positions because they see the men being praised and promoted but the women staying in one place.
Companies seek out executives to work long hours, put in typically six days a week if not seven, willing to travel sometimes without much notice, or even relocate all together. When you reflect back to the 50’s and 60’s it was the norm for women to be homemakers and raise the children. As time went on women wanted to gain more independence and Join the working class. It proved difficult for a mother to climb the areer ladder while trying to balance the home. Even still today, it still shows tough to advance in a career for a woman.
To me a woman in an executive position could make up for not being able to stay late at the office by doing some of the work from home, but are rarely offered that option. It does not seem fair that a well-educated independent female has to work twice as hard to get a position based primarily on being a mother. It is not Just a woman’s choice to be a mother and the father should have to step up and play more of the homemaker role Just to see how much the pay gap would change then. In my ntitled to the same pay as a man.