Synthesis

The estimation of sexual urge wage discrimination creation widely practiced in the unite States today is a difficult concept for many to swallow. With the Equal kick in fiddle of 1963 and Title VII of the Civil Rights Act of 1964, the realization of the innovation of the gender wage gap surprises many Americans. These authors bring to the forefront the idea that there is to a greater extent to the gender wage gap then just companies discriminating against wowork force and minorities.They sight many sources with defined data including Burres and Zucca who looked at database data from 1992 through 1997 and confirmed that just over 3% of women held a bewilder in the top 5 spots in most companies. Furthermore, the founder for executives showed womens salaries were considerably depress than those of their male counterparts (Kennedy, Nagata, Mushenski, &Johnson, 2008, p. 13-14). This fact alone right off affects the productivity of the workplace, causing resentment and disc ontent with female employees.Add to the have it off those women with disabilities and the percentages of discrimination raise a staggering fifty percent. The authors alike showed record of wage discrimination against African Americans, adding to the argument that female African Americans are struggle an even tougher battle then white women (Kennedy et al. , 2009, p. 14). The authors provide arguments as to why these wage differences still exist, sighting Hartmann, Gault, Lovell, Sinzdak, & Caiazza (2003) who claim the most preponderant reason is fewer hours worked.Women have other responsibilities with family and home that pull them a personal manner from work, which in turn gives them less experience and training, justifying a lower salary. evening in the last 40+ years women have been working their way into male dominated positions, yet their wage is still 23. 5% lower than their male co-worker (Kennedy et al. , 2008, p. 15). Another argument is that of social and professi onal networking contend a part in the wage differences. Most evidence leans toward the concept that networking is beneficial in securing high geting positions.It also showed that white men were more apt to promote other white men than women or other minorities. Yet, women with powerful social or professional connections were also competent to secure higher overcompensateing positions. Other minorities seemed to have lower socioeconomic status and therefrom had difficulty in obtaining higher paying positions (Kennedy et al. , 2008, p. 15-16). The authors also touch on the idea that women are less apt to hyperbolise about their accomplishments, or pat themselves on the back, effectively letting their superiors pick out about positive situations, or client successes.Women also tend not to negotiate salaries therefore leaving money at the negotiating table and safekeeping their salaries lower. There is also mention of the correlation between emotions and pay reviews, being that women respond to positive feedback with more satisfaction then that of monetary compensation, thus failing to acquire the much deserved pay increase. These facts may manner of speaking a small percentage of the wage gap, but in no way explain away the entire 23. 5% difference (Kennedy et al. , 2008, p. 8). If fighting the battle of wage discrimination isnt enough, then take a look at how the laws are written. Both the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964 put the burden of live and the difficulty of proof on the employee, making the chance of winning most impossible. The government needs to provide assistance to those facing this unjust, and assist at all levels, state and federal to enforce and prosecute those crossing the telegraph wire (Kennedy et al. , 2008 p. 14).Equal pay to all could bring harmony and cooperation to the workplace, which could encourage higher production and increased revenue, proving that elimination of gender wage discrimina tion is a healthy change for the economy (Kennedy et al. , 2008 p. 14). All of these arguments assemble into the idea that if the gender wage gap was completely eliminated the economy and the government would benefit. Education, experience, networking and negotiating all play a part in the difference in pay, but as pointed out in this article, those arguments do not justify the 23. % variance. Equal pay also promotes women to a higher pay scale and removes many individual(a) parents from government assistance, in turn saving to government money. Higher pay and abolishment of gender wage discrimination means more taxes, more discretionary funds available for spending, decreased resentment in the workplace and positive teamwork, which could result in higher productivity equating to a stronger economy.