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Cain Miller, C. (2014, April 23). Pay gap is because of Gender, not jobs.

The New

York Times. Retrieved from http://www.nytimes.com.

A brief article explaining the authors opinion on why women are paid less than

men. According to the author, women choose lower paying careers and therefore

make less money. The article points out that jobs where employers are flexible

with schedule and location are more likely to have less wage gap than those

requiring employees to be present at work for long hours.

This article will be helpful in presenting the opposing view to the gender wage

gap argument. It points out that the wage gap is due to career choice not

discrimination.

Dias, L. (2011). Human resource management. Saylor.org/books. ISBN 13: 978-1-

4533194-3-7. Downloaded Jan. 9, 2014 from

https://open.umn.edu/opentextbooks/BookDetail.aspx?bookId=71.

This textbook covers the process of human resource management in a step by step

discussion. By reading through the text, the reader can follow the process from

developing a human resource management plan to interviewing, hiring, training

and retaining employees. There are also sections on employee performance

evaluations and appraisals. The end of the text covers labor unions, safety and

health, and international employment issues.


This text is a valuable tool for anyone who is considering entering the human

resource field, as well as someone who is in the field currently. Not only does it

cover the concepts of HRM, but it also points out the legal aspects of different

issues such as discrimination. The online textbook also has numerous links to

extra information to expand on the information presented in the printed text.

The chapters covering Diversity and Multiculturalism (Chapter 3), Compensation

and Benefits (Chapter 6), Retention and Motivation (Chapter 7), and Successful

Employee Communication (Chapter 9) will be helpful in presenting the ideas

supporting equality in wages.

Hartmann, H., Hayes, J., and Clark, J. (2014, January). How equal pay for working

women would reduce poverty and grow the American economy. Institute for

Womens Policy Research Briefing Paper, IWPR #C411. Retrieved from

http://www.iwpr.org.

This document has a lot of specific wage information, as well as census

information. The article was written in 2014, using data from 2010-2012 and

therefore the data is too old to be reliable in current terms. This is also a very

short document, but offers an extensive reference list.


As stated, the information in this article is outdated, however it would be

interesting to compare the 2010-12 data with more recent data to see if things

have improved.

Hohman, R. (2016, April 12). This is the biggest myth about the gender wage gap.

Fortune. Retrieved from http://fortune.com.

This is a short article explaining how the statistics surrounding the gender wage

gap are not reliable. The author believes there should be an adjusted gender pay

gap statistic taking differences in things like age, location, experience and the like

into account. This would level the playing field for an accurate comparison

between the genders. According to Hohman, once this adjustment is made,

women would be making 94.6% of the male wage which is quite a difference

from the 76-80% unadjusted statistic.

This article will support the opposing argument that the wage gap is not as

extreme as reported in most places.

Holmes, K. and Corley, D. (2016, April 12). The top 10 facts about the gender wage

gap. Center for American Progress. Retrieved from

http://www.americanprogress.org.
Even though this is a short article, there are a lot of statistics pertaining to the

gender wage gap, although some of the statistics are more common sense. The

most notable comment points out that in order for a woman to earn as much as a

man earned in 2015, she would have to work until April 12, 2016 (also known as

Equal Pay Day).

This article will be helpful in providing statistics for the gender wage gap

discussion. The statistics are broken down and very easy to follow.

J.J. Keller & Associates, Inc. (2014). Employment Law Essentials, Your A to Z Guide to

HR Compliance. Neenah, WI: Author.

This binder is an organized way to alphabetically search employment law topics.

Each topic has a few pages of information, as well as best practice guidelines,

sample documents, templates and resource lists. The A to Z guide is a good idea

if you are just looking for one particular topic, however there is quite a bit of

cross referencing between topics which can be cumbersome.

This book will be a good guide for specific topics like discrimination and

harassment and will also be a useful tool to clarify terminology found in other

documents. There are also several compliance sections that will pertain to the

wage gap topics.


Joint Economic Committee Democratic Staff. (2016, April). Gender pay inequality.

Consequences for Women, Families and the Economy. Retrieved from

http://www.jec.senate.gov.

This document, written by the Joint Economic Committee, has a significant

amount of very detailed information regarding the gender wage gap. It includes a

bit of history on the Equal Pay Act, along with other legislation. Multiple graphs,

charts, and a state by state detail of wage information from 2014. There is a good

discussion on contributing factors and how the wage gap negatively effects the

economy. One interesting section details the effect of the gender wage gap in

retirement years, discussing how it affects social security and pension income.

This will be a very useful tool for multiple statistics on gender wage gap. The

information seems to be recent (2014-2015). The section on factors contributing

to the gender pay gap is very informative. This document focuses on the negative

impact of the gender wage gap.

Lam, B. (2016, July 27). What gender pay-gap statistics arent capturing. The Atlantic.

Retrieved from http://theatlantic.com.

This article takes the discussion on gender pay gap statistics in a slightly different

angle. The author states that women are not in lower paying jobs simply by
choice, there are cultural influences at play in the equation as well. This cultural

influence is missing in the adjusted wage gap formula.

This article will give a little support to the argument that the wage gap is not as

bad as original statistics would dictate. It is a very short article with minimal

information however.

Miller, K. (2017, Spring). The simple truth about the gender pay gap. American

Association of University Women. Retrieved from http://www.aauw.org.

A document packed full of different statistics, tables, charts and graphs supporting

the argument that there is a definite gender wage gap. Information is also

included regarding demographics, both racially and geographically. There are

sections with advice if someone thinks they are the victim of wage discrimination.

The end of the document is a very extensive bibliography for additional

references.

This document will be helpful explaining the gender wage gap, as well as a good

source for statistics and charts. Because it is written by the American Association

of University Women, it seems to be a bit one sided as far as the argument goes.

Definitely not an impartial view.