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Down Syndrome BR
Down Syndrome BR
The
concept of equal pay for job of equal value is embedded in many global norms. Both
men
and women frequently conduct distinct employment, under varying circumstances, and
even in distinct institutions, the idea of "job of equal value" is crucial to allow a wide rang
e of comparisons, encompassing job of a completely distinct nature but of equal value al
l the same.
Good practice needs legislation that properly expresses this norm, and failure to addres
s this requirement has a significant impact on the gender pay gap.
The interrelationship between equal remuneration, the establishment of salaries and the
implementation of national minimum wages and the decrease of gender unemployment.
A minimum wage establishes a wage floor and can be expanded to specific categories
of job as well. This has a significant impact on women's salaries, which tend to be at the
bottom of free income distribution. Good practice indicates that there should be an
independent wage-setting process, which is transparent, applies objective criteria, and
includes the involvement of the social partners. Philippine legislation requires
amendment to meet good practice and international norms. As is the case in many
other countries, there is a disparity between men’s and women’s wages in the
Philippines, despite legislation that requires equal remuneration for both. This raises
issues about the institutional wage-setting process (ADB and ILO 2013b). In the
Philippines, the institutional wage-setting process was established under the Salary
Standardization Law, which established the Minimum Wages and the Wage
Rationalization Act (Republic Act 6727). Minimum wages are prescribed by regional
tripartite wages and productivity boards and are regionally fixed based on all of the
orders issued by the boards. Minimum wage increases require board approval or an act
of Congress, which provides across-the-board wage increases.
The system justification theory starts the process of understanding the gender wage
gap as a socially acceptable behavior in America’s public and private sector workforce
cultures. The oaxaca decomposition method was used in discrimination analyses.
According to Bolitzet and Godtland (2012), the objective of oaxaca decomposition was
to have separate pay differences between male and female workers by human capital
characteristics and possible differences based on gender. The advantage of oaxaca
decomposition was that the method allowed deeper insight into the human capital
variables that helped to explain gender pay differences. Bolitzet and Godtland (2012)
used the oaxaca decomposition method to distinguish pay differences as a result of
work characteristics (age, experience, race/ethnicity, and agency), and treatment based
on gender that allowed a more in-depth understanding of the human capital results.
Both the concept of system justification and the technique of oaxaca decomposition wer
e compatible with understanding the reasons in American labor force for gender salary
disparity.
In the Philippines,
gender pay disparity occurs regardless of professional expertise and academic backgro
und. Women still have to overcome wage obstacles ; such as the segregation of agenci
es, the segregation of positions, and unseen obstacles known as glass ceilings and glas
s walls.
While policies and legislation were aimed at ensuring equal paycheck, females tend to l
earn less in salaries than males doing the same work.
The primary reason for the researchers to do a study on the gender pay gap in the
Philippines and its effect. Sustainable development relies on ending
discrimination toward women and providing equal opportunities for
education and employment. Gender equality has been conclusively shown
to stimulate economic growth, which is crucial for so-called developing
countries.
For the business sector respondents, they were limited only to the current
administrators of the selected business establishment. For the employees respondents,
they were employees from the selected business establishment who have experience
gender pay gap.
This research will add to the body of literature on gender pay disparity by investigating
the impact of the human capital indirect authority variable (measurable attribute) to
determine if there is a correlation between an individual’s wages and job. The findings
from thia research will encourage policy and law makers to revisit existing policies and
implement new policies aimed at ensuring women receive pay equal to their male
counterparts.