DO MEN AND WOMEN DESERVE THE SAME PAY?
WHAT IS EQUALITY IN WORKPLACE?
Equality in the workplace means equal job opportunities and fairness for employees and job applicants. You must not treat people unfairly because of reasons protected by discrimination law ( 'protected characteristics' ) For example, because of a person's sex, age or race.
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| Figure 1 : It's equal pay day. ( entrepreneur.com, March 15, 2022) |
WHY lS EQUALITY IMPORTANT IN THE WORKPLACE?
Equality in the workplace helps brings together workers from all different backgrounds, and puts all perspectives on the table. This promotes intra-company and inter-company networking and boost morale,and boosts cohesive teams focused on acheiving positive results for the company.
EQUALITY PAY IN WORKPLACE
The equal pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not to be identical, but they must be substentially equal. Job content, ( not job titles ) determines whether jobs are substantially equal.
The equal pay act ( EPA ) protects individuals of all sexes. All forms of compensations are covered,including salary, overtime pay, bonuses, life insurance, vacation and holiday pay, clearing or gasoline allowances, hotel accomodations, reinbursements for travel expenses, and benefits.
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| Figure 2 : Equal pay day |
EXAMPLES OF PAY INEQUALITY
Payscale found that the largest uncontrolled pay gap is for women with MBA s, who take home 76 cents for every dollar a man with an MBA makes. Woman with a law degree see the smallest uncontrolled gender pay gap. How ever, earning 89 cents for every dollar earned by men with a law degree.
In 2022, women ages 25 to 34 earned an average of 92 cents for every dollar earned by a man in the same age group - an 8 cent gap. By comparison, the gender pay gap among workers of all ages that year was 18 cents
WHY SHOULD MEN AND WOMEN BE PAID EQUALLY ?
When businesses offer equal pay, they create a more competitive workforce that can provide their business with a wide range of benefits. Pay systems that reward employees equally for the same amount of work, demonstrates your oraganization's values to employees.
Pay systems that are transparent and rewards entire work force fairly :
- Send a positive message about your organization's values.
- Increase efficiency and productivity by attracting the best employees and reduce staff absence and turnover.
- From a key part of your organization's corporate social responsibility, increasingly important for many stake holders.
- Expensive legal fees which could cost thousands of dollars.
- Lost productivity as management gather evidence and deal with tribunal hearings.
- Damaged employee relations and low staff morale.
- Cost of tribunal decisions.
- Loss of reputation with customers, share holders and potential employees.
- Possible further audits ordered by a tribunal.
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| Figure 3: Employer secrecy among staff pay is fuelling gender pay gap ( theguardian.com) |
- Equinet. (2013). Equal pay for equal work and work of equal value: The experience of equality bodies.
- International Labor Organization. (n.d.). Equal pay for work of equal value: How do we get there?
- Oelz, M., Olney, S., & Tomei, M. (2013). Equal pay: An introductory guide. Geneva, Switzerland: International Labor Office.
- Polachek, S. W. "A human capital account of the gender wage gap" In: Grusky, D. B., Kricheli-Katz, T. (eds). The New Gilded Age: The Critical Inequality Debates of Our Time. Stanford, CA: Stanford University Press, 2012.
- Polachek, S. W. "Occupational self-selection: A human capital approach to sex differences in occupational structure" Review of Economics and Statistics 63:1 (1981): 60–69.
- Beller, A. "The impact of equal employment opportunity laws on the male–female earnings differential" In: Lloyd, C., Andrews, E., Gilroy, C. (eds). Women in the Labor Market. New York: Columbia University Press, 1977.
- Polachek, S. W. "A human capital account of the gender wage gap" In: Grusky, D. B., Kricheli-Katz, T. (eds). The New Gilded Age: The Critical Inequality Debates of Our Time. Stanford, CA: Stanford University Press, 2012.
Employers have a legal and moral responsibility to ensure that their recruitment, selection, and promotion processes are fair and transparent. This includes providing equal opportunities to all job applicants, eliminating bias and discrimination from hiring decisions, and creating a work environment that is free from harassment and bullying.
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This is a very important matter in global context. Although in western countries they manage this equality well, in developing countries still have this mind set. Gender / Age / Rational all to be concerned in this concept. You did a good post and well presented. I loved the post.
ReplyDeleteThis is a very important matter in global context. Although in western countries they manage this equality well, in developing countries still have this mind set. Gender / Age / Rational all to be concerned in this concept. You did a good post and well presented. I loved the post.
ReplyDeleteThis is a most talked about topic in the current generation. Thank you for sharing this with us
ReplyDelete