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Gender Pay Gap: Why are Women Less Paid than Male?

Female employees are consistently depressed in a workplace that still equalizes masculinity with competence

gender pay gap
Business people. Pixabay

New Delhi, July 27, 2017: Women in today’s world are leading step by step with men. They are not behind men in any way or in any sphere of life. Call it education or business, the world is the witness of women emerging out powerful with the passage of time. The growing perception that women earn less than men may hold true, but the reasons for the gender pay gap are reasonable and we cannot blame women for earning less.

gender pay gap
Source: Business Insider

Let’s throw a light on various factors which accentuate the gender pay gap

Family is a priority

As indicated by the International Trade Union, women earn about three times less than men. There are innumerable bars in front of women for building their careers. From the responsibility of house to marriage and raising children, a woman has to handle everything on her own. Due to which many women have to leave their jobs or not pay full attention to their work. This does not imply that women do not have the capacity to work as vigorously as men. The truth is that women have always been bestowed upon the responsibility of the house which is why they give more attention to home.

gender pay gap
Source: Business Insider

The data suggest that women are penalized with children, earning 3 percent less than women without children.Contrarily, men with children earn on an average 15 percent more than men without children, as reported by Business Insider.

Females are content

Women also have the greater sense of satisfaction over money than men.

Discomfort in workforce

There are times when the number of male workers is high and women do not feel comfortable. Lack of confidence is one of the factors for the discomfort.

Fault in the work culture

The work culture does not push women’s wages down or men’s wages up. Development in pay equality has been slower among women in highly skilled professions than those in professions that don’t require a college or graduate degree. This is because women in high-paying, demanding jobs, like doctors or lawyers, are more harshly penalized for time spent away from the office, and clients.


Prejudice against women

Discrimination against women in the workforce also plays some role in women earning less. Concerns that women will spend more time away from the office, or may underperform creates a situation where it’s difficult for women to achieve the most advanced and highly paid positions.

Also Read: Number of Women in Workforce Falls Significantly in India! Why is it so? 

Constant Suppression

Another anti feminist fallacy is the notion that women are reluctant to ask for more money. Female employees are consistently depressed in a workplace that still equalizes masculinity with competence, which is the reflection of a society that expects the female workforce to prioritize their families over leadership positions.

Bottom line: Equal pay for equal work

What’s expected out of the companies to reduce the gender pay gap is that it can help narrow the gap with work-from-home frameworks and provide a work culture that evaluates the employees based on their productivity, rather than number of hours they put in. More men should be given caregiving duties so their female partners can work effectively in both the spheres, as a mother and a professional.

– by Naina Mishra of Newsgram. Twitter @Nainamishr94

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Adobe India Leads by Example, Bridges Gender Pay Disparity in Indian Technology Industry

Adobe's US and India employee populations combined comprise 80 per cent of its global workforce

Adobe India
Adobe India's efforts are aimed at abolishing the gender pay disparity in the technology industry. Pixabay

New Delhi, September 8, 2017 : Adobe India on Friday announced that its female employees are now earning 99 per cent of what male employees earn and is working to close the remaining gap in the country.

The company also anticipates that there will remain no wage gap between white and non-white employees in the US.

Adobe’s US and India employee populations combined comprise 80 per cent of its global workforce.

“We are excited to announce pay parity at Adobe India which is aimed at abolishing the gender pay disparity in the technology industry,” said Abdul Jaleel, Vice President, People Resources, Adobe India, in a statement.

Adobe Systems Incorporated is also aiming to bring gender pay parity in the US.

At its annual ‘Adobe and Women and Leadership Summit’ held in San Jose on Thursday, the company said that it expects to close the gap by the end of its fiscal year, with women paid $1.00 for every $1.00 earned by male employees. (IANS)


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More than 50 Percent of Indians plan to quit jobs right after the completion of 12 months in their respective current jobs: Study

Despite the favorable attitude towards the job, Indians feel that they can't be themselves at the workplace.

expressive writing
Stressing over tasks is not going to help achieve targets. But turns out writing about it can. (Representational Image ), Pixabay

March 22, 2017: According to the Mercer study, it is noted that more than half (54 percent) of the Indians plan to quit their jobs right after the completion of 12 months in their respective current jobs. The Mercer’s 2017 Global Talent Trends Study states that even the employees that are not planning to leave their current roles feel laggard and are not been able to pose their real self at work and are unlikely to thrive in a collaborative and innovation workplace.

Mercer’s study reveals the insights from over 7,500 perspectives globally, 461 of these in India, and parallels the views of senior business executives, HR leaders, and employees from organizations around the world.

Ilya Bonic, President of Mercer’s Career business stated, “In an age where digitization, robotics, and AI are wreaking havoc with traditional business models, it is easy for executives to focus on superior technology as the solution to ensuring the competitiveness of their organizations and to overlook the human element,”.

Bonic further concluded that growth hinges on engaging and empowering present manpower in ways that we are just beginning to tap. It takes employees loaded with the right skills and opportunities to develop innovative solutions to advance the business and themselves.

In addition to it, the Mercer Global survey propagated that whilst Indian companies want to redesign their structures, their organisation structures are resistant to change. It said that only 11 percent of the business executives say their organisation is adaptable to changes. The number is still higher than the global average of just 4 percent.

In the survey, 83 percent of organisation in India reported they are planning to redesign their structure in the next two years. Conversely, human resource (HR) leaders do not lay emphasis on job redesign as their primary concern in 2017. As a matter of fact, the matter of primary concern for HR leaders are explicitly building skills across the workforce, identifying high potential, developing leaders for succession, and attracting top talent externally – as it reflects the priority of evolving employee capabilities, however, may not align with executive’s goals for more substantial workplace change.

In HR leaders list of the top management’s priority, “heath” is ranked in the bottom half despite 53 percent of the workforce regarded health as a matter of great concern than wealth.

Flexible work arrangements are also important to employees, with over two-thirds reporting that both their direct manager (73 percent) and company leaders (70 percent) are supportive of it.

The C-suite and HR leaders concede that they do not foresee a “gig economy” – short-term contracts or freelance work – to have a major impact on their business in the next two-year span.

– Prepared by Naina Mishra of Newsgram, Twitter: Nainamishr94