Pay Gap Analysis (original) (raw)
Related papers
1998
Abstract Methodology is often a point of contention in gender-based salary studies. Although this debate seems at first to be merely about technical issues, it also has an important conceptual dimension. We argue that there are two competing implicit conceptions of discrimination, one institutional and the other individual, that underlie many such debates.
Measuring, Explaining and Eliminating the Gender Pay Gap
Given the increasing number of female graduates and the growing concern in companies regarding gender equality, a combined perspective is presented, consisting of a survey of reported differences in gender compensation, a research on suggested reasons that may justify such inequalities, and a review of the best practices used in companies concerning talent management. It has been found that the educational and occupational choices (the “life and career paths”) of women, especially their frequent choice to interrupt their careers for motherhood reasons, negatively influences their employability, so that they are by and large relegated to lower-paying jobs, which hinders their investments in human capital even more. A series of recommendations have been issued, including the use of flexible compensation policies like teleworking. It is claimed that the companies that accommodate the demands of female workers will gain a competitive edge, although a change in the organizational culture and in the confidence levels of females is required.
There have been studies on gender inequality in the workplaces. They have consistently demonstrated that women, on average are paid less than males. Gender wage gap has been there. This paper will discuss; the leading causes of the gender pay gap, why does it continue to exist despite the many studies that have been conducted and how gender inequality at home is related to that at workplaces.
The Gender Pay Gap: A Multi-Stage Model to Understanding Sex-Based Income Disparities
Intending to explore the Gender Pay Gap from a biological, personality & interest based perspective, the present investigation found significant differences between men & women across the Neuroticism (p = <0.0001) & Openness (p = 0.0025) dimensions, partially supporting previous research in which women score higher on these traits. Out of the 14.9% variance observed within gender pay disparities, this investigation accounted for 6.3% of it, displaying how it principally stemmed from differing vocational interests. Vocational interests were coded using the RIASEC model, which found significant differences between men & women across the Realistic (p = 0.0001), Artistic (p = 0.0365), Social (0.0002) and Conventional (p = 0.0001) dimensions; the first favouring men and the rest favouring women. No correlation was found between Big Five personality traits and earning prospects.