Gender Pay Gap In The United States
The gender pay gap is a major problem in the U.S. Across almost all different types of occupations, women are being paid significantly less than their male counterparts. Throughout the years, many women have spoken up about the wage difference, demanding equality, and progress is slowly being made to close this gap. Women are only paid on average 78% of what men are paid (United States of America). The wage gap is caused by many factors, including how men and women select different occupations, gender discrimination in the workplace, and other unexplained reasons that are yet to be identified. Studies have proven that there are some methods that we can implement to prevent the gender pay gap such as using pay transparency and reducing salary
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One theory is that we can use pay transparency. Pay transparency is when companies inform their employees about what strategies they are using to pay their workers (Frank). This could help to stop the gender pay gap because women will be more aware of what their male co-workers are being paid, allowing women to negotiate with their boss. Another proposal is to diminish salary negotiations. Many women decide not to negotiate for a higher salary because they fear it will make them seem forceful or obnoxious (Carnevale). If negotiations are not happening as frequently, it will put both men and women on a slightly more level playing field with regard to income potential. This reasoning implies that there is a stereotype against women. In some situations, women are being pressured by their bosses and coworkers not to negotiate because they are afraid of being judged. If this stereotype is removed, then there is a good chance that women will not be as unwilling to negotiate for a higher salary. The data that has been collected to date in studies of the gender pay gap shows that the United States needs to make changes to equal pay which we believe can be successfully accomplished through the use of pay transparency and reduction or elimination of salary negotiations. We need to do a better job of acting upon the data that has been collected using these
One theory is that we can use pay transparency. Pay transparency is when companies inform their employees about what strategies they are using to pay their workers (Frank). This could help to stop the gender pay gap because women will be more aware of what their male co-workers are being paid, allowing women to negotiate with their boss. Another proposal is to diminish salary negotiations. Many women decide not to negotiate for a higher salary because they fear it will make them seem forceful or obnoxious (Carnevale). If negotiations are not happening as frequently, it will put both men and women on a slightly more level playing field with regard to income potential. This reasoning implies that there is a stereotype against women. In some situations, women are being pressured by their bosses and coworkers not to negotiate because they are afraid of being judged. If this stereotype is removed, then there is a good chance that women will not be as unwilling to negotiate for a higher salary. The data that has been collected to date in studies of the gender pay gap shows that the United States needs to make changes to equal pay which we believe can be successfully accomplished through the use of pay transparency and reduction or elimination of salary negotiations. We need to do a better job of acting upon the data that has been collected using these