Discrimination Regarding Fair Wages
Hima Sneed Jr.
North Harris Community College
Professor Tina Simmons
January 8, 2007
As the Director of Compensation and Benefits for Smiley Printing, I am explaining to my niece if the current Equal Pay Act regulations are sufficient, or if additional legislation needs to be added to improve the amendment.
In today’s fast paced world of business, women have become an unquestionable influence within the workplace. Back in the 1960's the idea workforce was made up of white males in their mid 40's in either being a blue collar or a professional employee. In 2006, “it was stated that eleven Fortune 500 companies were being run by women, including companies such as the New York Times, Sara Lee, and Avon Products” (Women CEOs, 2007). The recognition of women's work in the war in 1945 was the first introduction of legislation requiring equal pay for women. “The Equal Pay Act of 1963 (EPA) made it illegal to pay men and women differently for similar work” (History Matters.gmu.edu, 2009). Although the presence of women in the business world has been steadily growing, they still today are usually paid less than, and are not promoted as fast as men.
Prior to the Equal Pay Act, it was not unheard of for a man to make twice as much as a woman doing the same job. In 2007, “women were paid only 77 cents for every dollar a man is paid, according to the U.S. Census Bureau. These figures are even worse for women of color.” “African American women earn only 72 cents and Latinas 60 cents for every dollar that men earn.” “Asian American and Pacific Islander American women earn less, too” (Aflcio.org, 2007). In closing I believe the Equal Pay Act of 1963 has help woman get equal pay for equal work, but there are additional legislation that is still necessary to be added. Just as Civil Rights have help people regarding civil liberties, the...