1 Differing Wages Between Sexes
Sarah Beauter, Philip Chan, Rudy Rivera
SOC315
05/22/2017
Dr. Keith Crawley 2 Wage Differences Between Males and Females
In this short excerpt, we will look into the social issues related to the makeup of differing
wages between women and men in the workplace. We will discuss some of the issues,
challenges, and the lack of business opportunities women experience over their male counter
parts in today’s labor force. Secondly, we will detail how society has formed women in the
workplace and its legal framework versus the way working women are treated in other parts
of the world, and how these issue are handled by other societal working groups. Lastly we
will examine the U.S. Equal Employment Opportunity Commission, Political stances in
accordance with federal law and state regulations, as well as how religious sects, governing
bodies, and even ‘grass root’ organizations are effected.
Women In The Workplace
With Hillary Clinton becoming the first women in history to receive candidacy as the
President of the United States in 2016 and actually winning the popular vote, many would
think that the term “glass ceiling” is a term of the past in relation to women’s wages in the
workforce. Mistakenly however, just as many believed that racism towards African
Americans and minorities ceased to exist with the election of the first African American
President in U.S. history. Even though women in the workforce have made great strides in
closing the wage gap between equality of women’s pay and those of their male co-workers,
we discover much work remains in completing these efforts.
Women in today’s workforce feel optimistic when it comes to ‘breaking’ the barriers of
the proverbial glass ceiling that negatively impact them and minorities alike. 3 Nonetheless, women entrepreneurs still feel that business processes are not at a level
playing field. As one business owner Terry Psyche, of “Your Senses boutique in Little Elm,
Texas states, “Some people may have to use credit cards, or borrow money from family or
friends, or get traditional loans for their businesses. The survey found that more than one in
in four women still feel they do not have the same access to capital as men.” (Ball, 2016). As
Aquila Leon-Soon whom heads the Advance Talent Solutions organization states, “the glass
ceiling is very real,” and goes on to mention that society is still very much surprised to see
women in that of leadership roles. “Often I am asked, and people are surprised, they’re like,
well, can I talk to your boss? And I say, I am the boss. They’re like REALLY!?” (Ball, 2016).
From comments like these, we are able to deduce that society has placed women in a
“second class” socio economic group. Group Identity
A study completed in 2006 by West Virginia University shows that despite legislation
calling for equal pay between sexes the glass ceiling is still present for women. They used an
online national survey with 1,600 responses showed that gender plays a large role in the
predicted salary for public official positions. The lowest predicted variable was 36.5% with up
to a 53.9% variance in pay. Women are positioned in organizations at entry level or slightly
above and some blame this grouping the reason behind the gender gap. “Female salaries were
consistently lower than male salaries for the position categories covered in this study” (Alkadry
& Tower 895). They also found some organizations have barriers which allow men to climb the
“ladder” than women, including, workplace policies and mentoring directly affecting women’s
ability to progress. The final conclusion of the study found that women in comparable 4 occupations and positions, despite legislation, continue to receive lower wages than their male
counterparts. (Alkadry & Tower, 888-889, 897-898)
Legal Framework
Based on federal legislation there should not be a gap between men’s and women’s
wages; however, based on a study completed by West Virginia University in 2006 the gap exists.
The Equal Pay Act of 1963 and the Civil Rights Act of 1964 both protect women in the work
place. The Equal Pay Act of 1963 guarantees equal pay for equal work and the Civil Rights Act
of 1964 prohibits sex-based employment discrimination. The U.S. Equal Employment
Opportunity Commission enforces the Equal Pay Act of 1963 and the Civil Rights Act of 1964.
Lawsuits filed by the EEOC hold more power over changing employee policies than privately
filed lawsuits. (Alkadry & Tower, 888-889)
Despite the legislation put in place to protect women the gender gap is still in existence
today. It is more prevalent in higher pay jobs; however, there are fewer women in these
positions. The women which fill these positions are making less money than their male
counterparts. (Alkadry & Tower, 890-891) Another study completed in the Journal Of Business
Ethics in 2010 found that women, on average, earned 77 cents for every dollar earned by men.
The gap is also shrinking at a slower pace than Women Advocate Groups expected with the
passage of the Equal Pay Act of 1963. This study found unequal pay is prevalent throughout
virtually every section of employment. (Sayers, 519-520) 5. Summary of existing or proposed solutions of differing groups. Consider the U.S. Equal
Employment Opportunity Commission, corporate human resource departments, state or federal
laws and regulations, political strategies, government agencies, religious groups, and grass roots
organizations. 5 Equal Pay Act of 1963 guarantees equal pay for equal work
Civil Rights Act of 1964 prohibits sex-based employment discrimination
Equal Employment Opportunity Commission enforces the Equal Pay Act of 1963 and the
Civil Rights Act of 1964.
“Lilly Ledbetter Fair Pay Act of 2009, a law that seeks to tackle the pervasive and
persistent differential between wages earned by males and females in comparable
circumstances.1 The passage of the act marked the resurgence of efforts directed at
ending pay discrimination and establishing equal pay for equal work. Another
development in a long line of reforms, the Lilly Ledbetter Act aimed to help finally and
eternally close the wage gap between males and females, a situation that has existed ever
since women began working outside of the home and alongside their male counterparts.”
(Sayers, 519) Question 6 – Whether or not this issue exists in other countries, and if so, how it is handled
by differing groups Of course, the issue of unequal pay among men and women exists in many countries.
Bank of American Merrill Lynch’s “Transforming World Atlas” reported that between 2011 and
2014, a woman earned $76 for every $100 a man was paid. It also noted that New Zealand has
the smallest pay gap, earning 5% less than man, whereas South Korea has a 37% pay gap
between men and women (Oyedele, 2016). Some countries started to counter this by introducing
legislation to ensure equal pay for equal work from employers. In 2015, former British Prime
Minister David Cameron announced his intent to force every company in Britain with more than
250 employees to publish the gap between what male and female employees earn. The measure
was first tried as part of Britain's 2010 Equality Act, but it was voluntary, and only five
companies offered the data. In Switzerland, companies can apply to have their equal pay
"certified" by an outside party without disclosing confidential information, but it is not
mandatory. On March 8th, 2017, International Women’s Day, Iceland became the first country in 6 the world that will introduce legislation that requires all employers with more than 25 employees
to get certified to prove that pay people equally who are doing equal work (McGregor, 2017). 7 Works Cited
Alkadry, M. G., & Tower, L. E. (2006). Unequal pay: The role of gender. Public Administration
Review, 66(6), 888-898.
Ball, A. (2016). 'Glass Ceiling' Still Exists for Women . Retrieved from
http://learningenglish.voanews.com/a/glass-ceiling-still-exists-for-women/3460526.html
Oyedele, A. (2016). There's no country where women make more than men. Retrieved from
McGregor, J. (2017, March 8). Iceland to employers who say they pay women equally:
Prove it. Washington Post. Retrieved from
http://link.galegroup.com/apps/doc/A484578307/OVIC?u=uphoenix_uopx&xid=a84107c
Sayers, R. (2012). The cost of being female: Critical comment on block. Journal Of Business
Ethics, 106(4), 519-524. doi:10.1007/s10551-011-1017-4

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