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The Relationship between Gender and Labor Market Inequalities

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The Relationship between Gender and Labor Market Inequalities

Introduction

Gender inequality is still a rampant issue in America. This problem is more evident in

the US labor market, where women are disproportionately represented in the workforce.

Also, the minimum wage that women receive as compensation for their services is much

lower than that of men. Gender inequality has become a significant problem that considerably

disadvantages women in the United States. Most women in this country are perceived as

lacking the expertise and knowledge to perform most functions, including leadership. Despite

having laid guidelines for fair hiring and compensation, some companies still discriminate

against women by favoring men and even paying them more enormous salaries than they do

for women. In the political arena, women are also disproportionately represented compared to

men. Due to this issue, it is more problematic for women to thrive in this nation than men are.

The paper analytically discusses the issue of gender inequality in America’s labor market,

how the problem relates to class, interest groups affected by this matter, and the findings

from research on this subject matter. Also, the paper provides a personal opinion about this

issue.

How it relates to Class Work

The issue of gender inequality in the US labor market has a significant correlation

with what was covered in class. This topic is related to the role of the American government

in establishing labor laws and overseeing their implementation. Congress plays a critical role

in formulating favorable rules for employers and employees in the American labor market

(Cuberes & Teignier, 2016). These laws touch on the issues of equal employment

opportunities for all Americans, workplace safety and health, fair compensation, and matters
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of social security funds. Employers operating in this country are furnished with these laws to

ensure that they act according to government policy requirements.

Moreover, the government has furnished employers with regulations on other benefits

such as leave and retirement benefits, which all permanently employed workers are supposed

to access. However, a section of employers does not adhere to these regulations, leading to

the problem of gender inequality in the labor markets. Some corporations consider men as

more productive than women (Bass, 2015). Such organizations are likely to employ men

living out women, including those with higher qualifications than men. Also, the gender wage

gap in this market is another revelation that some employers do not value women as

employees with the same potential as men (Cuberes & Teignier, 2016). This disparity in

hiring and compensation contributes to the sluggish economic development among this

population.

Gender inequality in the US workforce is also related to women's representation and

participation in the country's administrative matters. The issue of political

underrepresentation is more common in this population. Most political figures in America are

men. For example, in the House of Representatives and Senate, there are only 144 women out

of 539 seats (Cuberes & Teignier, 2016). This number is about 25% of the population of both

houses (Bass, 2015). However, this number has significantly increased (50 % increase)

compared to women in the total number of women in Gender inequality in the US workforce

is also related to women's representation and participation in the country's administrative

matters (Bass, 2015). The issue of political underrepresentation is more common in this

population.

Most political figures in America are men. For example, in the House of

Representatives and Senate, there are only 144 women out of 539 seats (Cuberes & Teignier,
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2016). This number is about 25% of the population of both houses. However, this number has

significantly increased (50 % increase) compared to women in the total number of women in

Congress and the House of Representatives a decade ago. Also, the number of men holding

non-elective political seats in America is more significant than that of women. Because there

are more women in this country than men, this underrepresentation of females in political

office emphasizes the issue of gender inequality in America's labor market. When fewer

women are in power, it is difficult to fight for their rights (Reichelt et al., 2021). For example,

if a motion is brought to Congress that is favorable for women and most male leaders are

against it, it cannot pass because of their small number (Reichelt et al., 2021). This problem

further contributes to the idea of men dominating women in most spheres of life, including in

the labor market.

This challenge can also be linked to the past gender norms and the previous state laws

that undermined women's efforts to participate in activities primarily considered for men. For

instance, women were denied suffrage rights for an extended period until 1920, when the

19th Amendment was ratified. This denial of voting rights also contributed to the current

problem of gender inequalities in the labor market (Cuberes & Teignier, 2016). Also, when

men began participating in political affairs a long time ago, they empowered themselves in

terms of education and economics (Reichelt et al., 2021). The advantage that the American

society provided to men is also a fundamental cause of the challenges currently happening in

this nation's labor market.

Moreover, the US government has laid down policies to ensure that all citizens access

education regardless of their gender. The government constructs schools and provides

resources necessary for all Americans, male or female, to learn. However, most women fail to

benefit from some of these opportunities or optimally utilize them like men (Reichelt et al.,

2021). Since most women in contemporary society are more occupied with domestic chores
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and other societal roles like taking care of the young ones, their chances of excelling in

education are much smaller than that of men (Reichelt et al., 2021). This problem also makes

it a challenge for women to secure better jobs, leading to gender inequalities in the country's

workforce.

Literature Review

According to research, women, and men usually have dissimilar labor market

encounters. Most women work for lesser hours than men do. This factor contributes to the

disparity in wages between the two groups. Researchers reveal that the primary as to why

women work for lesser hours in America is because they also attend to domestic chores,

which they are not compensated for. On the other hand, men work for longer hours because

most of them do not undertake domestic chores. Also, most of the occupations that women

enter are different from those men embark on. In most cases, men enter fields that pay better

than women.

Studies further point out that these differences result in other dissimilarities like

reduced access to social safety programs, lower levels of retirement benefits, and lesser

wealth. Also, a notable difference between men and women in America's labor market is the

gender wage gap. As of 2016, men's hourly wage was higher by $3. Although this figure is

lower than that of the preceding years, the number of women who have attained similar or

even higher educational qualifications has grown significantly, and as such, this disparity in

the hourly wage should be much lower (Cuberes & Teignier, 2016).

Furthermore, separating occupations for men and women can provide a leeway for

employers to exploit women. For instance, domains that are predominantly considered for

men have a 75/25 representation of the two genders. Similarly, for occupations that are

mainly women, there is a 75/25 ratio. Such segregations may provide a gap for employers to
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underpay women. The scholars suggest that establishing policies that enhance pay

transparency, parental leave, personal taxation of married persons, and child care

affordability and availability would go a long way in promoting women's engagement in the

US labor market.

Another study shows how gender inequality has become a significant problem that

disadvantages women (Rivera & Tilcsik, 2016). The implications of this are that it has

hindered economic growth and societal advancement. Men have had a greater employment

rate than women due to the gender imbalance. Women are misunderstood. According to the

article, men stand out because fewer women have intense degree courses (Rivera & Tilcsik,

2016). Women having expanded participation in high-paying jobs remain disproportionately

represented in lower- paying occupations as a percentage of the workforce.

Gender Pay Inequality in the U.S.

The gender wage gap in the United States has decreased over the past few decades,

yet there are still inequalities, according to the United States Census Bureau. According to

studies, the median annual salary for full-time civil employees in the nation was $43,394 for

women and $53,544 for men (U.S. Census Bureau 2019 American Community Survey)

(ACS) (Kabeer, 2015). According a Puerto Rico Community Survey, women make 84 cents

for every dollar earned by men, or 84 percent of what men make (Lutter, 2015). The gender

wage gap is closing but is still present, according to these survey (Kabeer, 2015). The Pew

Research Center estimates that it will take women 42 more workdays to make the same

amount of money as males. Studies conducted in the United States have shown that a number

of factors, including part-time vs. full-time employment, firm size, educational attainment,

and occupational segregation, where women are underrepresented in high-paying and

professional-managerial occupations, contribute to the gender pay gap (Lutter, 2015).

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Utilizing numerous quantifiable indicators, including work experience, occupational

segregation, and educational achievement, the gender pay gap in the United States has been

calculated. Women have made strides in each of the aforementioned quantifiable factors,

which is why the gap has closed in recent decades (Kabeer, 2015). According to Pew

Research Center, women are now more prevalent in higher-paying occupations that

previously were held by men, such as management and professional roles; nonetheless,

women continue to outnumber men in lower-paying occupations as a percentage of the

workforce (Lutter, 2015). This is why the gender pay gap still exists. Gender discrimination

is another issue believed to play a substantial role in the ongoing salary disparity between

men and women in the United States but is difficult to quantify (Rivera & Tilcsik, 2016).

According to the Pew Research Center Survey, one in ten working women reported

encountering gender discrimination.

Consequences of Gender Pay Inequality in a Society

Men and the entire U.S. economy are impacted by the severe economic effects of

gender inequity. According to the Institute for Women's Policy Research, the economy of the

United States would improve if the gender pay gap was closed since 60% of the workforce

would see an immediate salary increase (Ji et al., 2017). Although this will primarily help

people, the economy will also see tremendous growth. The gender wage gap is estimated to

be worth $512.6 billion by the United States Census Bureau, which, if released into the

economy, might be utilized for purchases, vacations, homes, and debt repayment (Ji et al.,

2017). In their article, Farré et al. (2022) argue that this difference raises the poverty rate

among women, particularly working single and divorced mothers. According to his research,

the poverty rate for women will likely decrease from *% to 3% and for single moms from

28.7% to 14.5% if the gender pay gap can be closed today (Lutter, 2015).
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Organizations suffer negative effects from the gender pay gap in terms of production

quality and volume. The fact that men often hold higher-paying jobs in organizations while

women are typically found in lower-paying roles is one reason the gender pay gap persists

(Kabeer, 2015). For instance, there is a salary gap since most managers are men and most

administrative staff are women in most firms.

According to research, businesses that have more males than women in high positions

typically do worse (Ji et al., 2017). Additionally, organizations that permit a gender pay

disparity in the workplace miss out on opportunities to hire the most qualified female

workers. They have the power to transform the company for the better (Lutter, 2015).

Women's mental health has been found to be impacted by the gender pay gap because the

experience is frequently draining (Rogan & Reynolds, 2016). When women discover that

males make more money than them despite having identical obligations, they frequently

become frustrated and depressed (Ji et al., 2017). According to a 2016 study looking at the

effects of the gender pay gap on women, those who earn less than their male counterparts are

more prone to suffer from depression (Cuberes & Teignier, 2016).

Equal/Fair Pay Acts, and why gender pay inequality still exists despite the Acts

Equal/Fair Pay Acts are federal laws that forbid companies from paying men and

women who perform the same occupations under comparable circumstances with the same

amount of effort, responsibility, and skill different remuneration. The achievement of gender

equality in the workplace and the reduction of the persisting wage gap have been made

possible by these actions (Ji et al., 2017). All payments and rewards, including perks,

overtime, bonuses, wages, and salaries, are subject to the Equal Pay Act. The United States

Department of Labor performed surveys prior to the Equal Pay Act of 1963 and discovered

that men were paid more than women for comparable jobs across a range of industries
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(Kabeer, 2015). Enforcing the Equal Pay Act falls under the purview of the Equal

Employment Opportunity Commission (Card et al., 2018). If an employer violates the Act,

the employee may sue, and if successful, may get a wage adjustment, back pay, and

compensation for legal fees.

There are still disparities in income even though many women currently hold higher-

paying roles that were once exclusively held by men, such as managerial and professional

positions. Women are underrepresented in positions paying higher rates and incomes despite

the implementation of laws aiming to better the situation of women in the workplace, such as

the Equal Pay Act of 1963 (Card et al., 2018). Even after years of advocacy and regulation,

there is still a gender wage discrepancy. The matter has not been resolved despite the legal

interventions and recommendations (Lutter, 2015). The culture of gendered preconceptions

that continue to push women into care-focused employment with lower pay is one of the

causes thought to be contributing to the present gender pay gap (Rogan & Reynolds, 2016).

For instance, historically, men chose to become surgeons and physicians while women were

restricted to the discipline of nursing. 90% of nurses are female, and they make an average of

$70,000 a year, compared to doctors and surgeons who make $189,760 (Farré et al., 2022).

The current attempts to close the gender pay gap are nevertheless undermined by

gendered notions about labor. Women continue to be drawn to labor services that are closely

similar to conventional feminine domestic labor as a result of the pervasive stereotypes

(Lutter, 2015). Emotional intelligence, child care, and food provision are still necessary for

many vocations. This idea, which is ingrained in American culture, causes employers to

undervalue the abilities and time of women. However, males who work as lawyers, doctors,

or soldiers and contribute to society are well-paid (Card et al., 2018). This makes it

challenging to close the gender wage gap through law since it is ingrained in American
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society's customs and is viewed by many companies as the foundation of what constitutes

employment.

Personal Opinion on the Issue

I think the issue of gender inequality in the labor market is steadily changing.

Although men have higher employment rates than women, this gap has been reducing

gradually because of the various changes in the roles of men and women in society. Today,

women are actively involved in the labor market. The group is increasingly infiltrating both

the informal and formal labor market. In the present community, women have equal

opportunities to secure employment anywhere. The American Constitution and the country’s

tradition of providing an opportunity for all citizens have seen every citizen rise to empower

themselves regardless of their gender (Farré et al., 2022). Moreover, the growing number of

women in leadership positions is a positive indicator that the issue of gender inequality is

declining. Also, the government has expanded the opportunity for Americans to access

education by investing more resources in this sector. The increased possibilities of accessing

an education will further lower this inequality.

Addressing the Gender Pay Gap

Employers must take initiatives that are supported by data if they want to close the

gender wage gap. Using skill-based assessment during employee recruiting is one of these

actions. The skill-based assessment will place individuals with the same skills in the same

payment group, eliminating payment discrepancies, in contrast to the traditional methods of

recruitment that place a priority on professional accomplishments and educational degrees.

Second, organizations and employers should embrace transparency in the selection and

advancement processes (Card et al., 2018). This implies that companies will be transparent

about the standards, rules, and procedures used to make decisions about salaries, awards, and
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promotions. Employees will be aware of what it takes to advance and how it is done, and they

will all work equally hard to do so (Farré et al., 2022). The gender pay gap can be rapidly

closed through promoting incentive, pay, and promotion transparency. Enhancing workplace

flexibility for both men and women comes in third (Rogan & Reynolds, 2016). Offer and

promote the fact that all positions have flexible work arrangements, including job sharing,

compressed hours, remote work, and part-time work (Rogan & Reynolds, 2016). Women

with domestic obligations are able to apply for these occupations because of flexibility

because they can balance both.

Conclusion

In conclusion, the gender pay gap still exists despite numerous government and state

initiatives to close it. Even though they perform identical positions and have equivalent

responsibilities, women nevertheless earn less than males. Approximately 84% of what

women make is earned by women, which is thought to have negative effects on both the

economy and women. Congress's recently passed law was unable to resolve this problem,

necessitating additional, more thorough measures. Due to gender preconceptions, women

have historically earned less than males, which is a problem in American society's workplace

culture.
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References

Bass, B. C. (2015). Preparing for parenthood? Gender, aspirations, and the reproduction of

labor market inequality. Gender & Society, 29(3), 362-385.

Card, D., Cardoso, A. R., Heining, J., & Kline, P. (2018). Firms and labor market inequality:

Evidence and some theory. Journal of Labor Economics, 36(S1), S13-S70.

Cuberes, D., & Teignier, M. (2016). Aggregate effects of gender gaps in the labor market: A

quantitative estimate. Journal of Human Capital, 10(1), 1-32.

Farré, L., Fawaz, Y., González, L., & Graves, J. (2022). Gender inequality in paid and unpaid

work during covid‐19 times. Review of Income and Wealth, 68(2), 323-347.

Ji, Y., Wu, X., Sun, S., & He, G. (2017). Unequal care, unequal work: Toward a more

comprehensive understanding of gender inequality in post-reform urban China. Sex

Roles, 77(11), 765-778.

Lutter, M. (2015). Do women suffer from network closure? The moderating effect of social

capital on gender inequality in a project-based labor market, 1929 to 2010. American

Sociological Review, 80(2), 329-358.

Kabeer, N. (2015). Gender, poverty, and inequality: a brief history of feminist contributions

in the field of international development. Gender & Development, 23(2), 189-205.

Reichelt, M., Makovi, K., & Sargsyan, A. (2021). The impact of COVID-19 on gender

inequality in the labor market and gender-role attitudes. European Societies, 23(sup1),

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Rivera, L. A., & Tilcsik, A. (2016). Class advantage, commitment penalty: The gendered

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Rogan, M., & Reynolds, J. (2016). Schooling inequality, higher education and the labour

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