Running head: GENDER EQUALITIES IN REGARDS TO WAGE

Gender Equalities: How to Close the Wage Gap Natasha A. Lewis Salt Lake Community College

GENDER EQUALITIES IN REGARDS TO WAGE Abstract

It is no secret that men make more money than women in society today. There are different ideas of what can be done to lessen the gender wage gap. Women need to see the influence they hold in the work force. They bring a great deal of insight that man dont have. Each of us have a voice and when we combine our voices to strengthen each other it has a great deal of impact on society. Although stereotypes tend to hinder the views of women and the earnings they can have in the work place. Another way that the wage gap can come to a close is if women and men share the responsibilities of raising a family. When the responsibilities are shared, women are then more able to achieve the same goal as men.

GENDER EQUALITIES IN REGARDS TO WAGE Gender Equalities: How to Close the Wage Gap Gender plays a vital role in our society today. We have begun to teach children that there is no difference between men and women that they are equal in our standing in society, but studies show otherwise. Women tend to make less money than men, thus showing our daughters that no matter how hard they try they wont make it in this male dominate world. Men lead our world today, the evidence of this is shown in the wages they earn. As each of us take a stand we can make the wages earned between men and women more equally. There are a few reasons why they make more money than women. First being that for most of history they have had a higher education. Secondly, men do not have the same pressure to raise the family as women do. Next, because men have been in power so long it is hard for women to see that they can achieve the same standing as men. Stereotypes also play an influential role in society today. There is hope in closing this gender wage gap. As women advance more in their

education, work experience and training the gap shifts closer. Another way that the gap can move closer together would be to lift womens self-efficacy. It has also been stated by Nadler and Stockdale (2012) that if men and women switch roles the gap would be eliminated completely. Self-Views Self-views have been around a long time. How a person sees themselves is pertinent in the job they will attain in this life. People will create a view of themselves based on the society around them (Hogue, DeBois, & Fox-Cardamone, 2010). This can both uplift a person and hinder a person. Either way, it is our job to create in our minds what it is we wish to achieve in this life. It is only in the last few decades that women have been able to hold the same standings as men. Today, social media plays a big role in our self-image. I do not want for social media to

GENDER EQUALITIES IN REGARDS TO WAGE take up much of this report; suffice to say, that social media does play a role on how each of us

will view our future careers. It is important for women to understand that they hold great value in the work place. Their perspective is able to assess policies and practices that affect women and children (Chen, Roy, & Crawford, 2010). Most women hold insight to the family and that information could be valuable to some companies. Perspectives that women bring into the companies can help with making decisions about health benefits. With the insight that women have, they are able to help make decisions about the family. Some employers may not see this insight as a benefit to the company and wont hire women into positions of impact or power. They hold back because they are allowing stereotypes to influence their choice. Stereotypes Stereotypes are common in the work force. There are dominant male jobs and female jobs. The influences of people around us tend to cloud our judgment on men and women roles, thus hindering the wage difference between the two. This is a huge setback for women who apply for men typical jobs. Stereotypes tend to stop women from seeing themselves as something more then what they are. This goes both ways, employers looking down upon women or women looking down on women. Either way women need the support of all parties in order to get recognition that they can achieve the same roles as men. Once women are able to achieve this recognition they are then able to receive the same wage as men, theoretically. It is our job to change the way we see men and women roles. We are taught from a young age that women are nurturing, sensitive, and passive, while men are aggressive, dominant and goal oriented (Eagly & Karau, 2002; quoted by Nadler & Stockdale, 2012). History has showed us that this in not always true. That men can be just as

GENDER EQUALITIES IN REGARDS TO WAGE sensitive and passive as women, and women can be just as dominant and aggressive as men.

When we stop this timeworn thought of gender roles. Once gender roles have been put aside, we will then be able to see the wage gap be abolished. Unfortunately, gender roles play a critical role in our lives today. In order for women to assume the position of male jobs, women will have to make great sacrifices. Studies have shown that less than 16% of Fortune 500 board seats, corporate officer positions, or executive officer positions were held by women in 2009. Additionally, only 3% of Fortune 500 Companies have had a woman as their chief executive officer (Cappelli & Hamori, 2005; Jones, 2009; quoted by Nadler & Stockdale, 2012). With power always comes a price. In order for women to hold these high end jobs, they tend to put off relationships and/or children (Hoffnung, 2004; quoted by Nadler & Stockdale). Barriers There are a few barriers that stop women from advancing in their careers, including families. Bridges and Miller (1979) found, among other things, that having children below age sixteen significantly limited the authority chances of women (Smith, 2002). Women are more willing to step down from male dominate jobs, as they take women away from the family more (Smith). It was stated by Smith, that family ties improve mens, but not womens, chances to gain authority. The reason for this is because of the view of society on the family. The father holds the authority in the home, not the mother. Things are changing as more families are relying on the wages that women obtain, because men are losing their jobs due to the recession (U.S Bureau of Labor Statistics, 2010; quoted by Hogue, DuBois, & Fox-Cardamone, 2010). Another barrier would be networking. Men tend to know more creditable people thus advancing their careers. Networking plays a vital role in this day in age as we live in a

GENDER EQUALITIES IN REGARDS TO WAGE competitive nation. Because men have been in the work force longer, they tend to know more people, thus building a representation. I do not have enough evidence for my next comment, but from my own view point, I see more men talking and getting to know people than women. I get my perspective from working at an engineering firm where there are more men than women. I see them talking with the clients and building relationships that I dream of being able to do one

day. It may just be that I dont have the skill acquired yet to do as these men do. But I have found that men hold more authority in the work force and it is easier for them the network and talk with many people. Women on the other hand have a disadvantage because men are more predominate among senior management according to Chen, Roy, and Crawford (2010). In the study done by Nancy L. Toder (1980) entitled: The Effect of the Sexual Composition of a Group on Discrimination Against Women and Sex-Role Attitudes, she found that when you place women in a group with men they tend to think less of other female authors versus male authors. She also found that when the women were in the group alone, there was not sex discrimination between the female and male authors. Her study shows that just having men in the room with women tend to bring down the self-image of women thus creating another barrier that women face. Change Gap There are several ways that the gender wage gap can change. First and foremost would be women receiving a higher education and skills in their profession. This has directly impacted my family. While I was in High School, my mother decided to go back to school to receive her Bachelors Degree, thus increasing her pay wage. Her confidence also had change after she has received her BA. Even though she stayed in the same position at work, just having her degree improved her self-worth and her wage. She is now an educated women who holds the same level

GENDER EQUALITIES IN REGARDS TO WAGE

of education as most of her colleagues. Having higher education and keeping up on work skills help women achieve higher authority in the work force (Smith, 2002). My mother can attest this statement to be true. When hiring someone for a position, managers should not base their judgment upon stereotypes, such that men are more qualified than women in the field. There are countless women who are just as qualified as men and able to obtain the same position. Another way gender wage gap can be eliminated is for men to take on the earnings of women, and women to have the earnings of men (Nadler & Stockdale, 2012). This will help men to understand why this is a problem and help come up with a solution. This will also inspire change among the people. Conclusion The gender wage gap is decreasing but not fast enough. With the help of both men and women we can change this. Specifically, women need to receive higher education, because it would boost their confidence in their job ability. Having confidence will enable women to achieve higher possibilities and will change the stereotypes that have been places on gender roles. As people gain more knowledge stereotypes should lessen thus giving everyone a fair chance. As gender based roles are eliminated, women will then be able to fulfil male dominate jobs, and men will be able to take on more nurturing roles. The gender wage gap will decreae and men and women will truly be equals in society.

GENDER EQUALITIES IN REGARDS TO WAGE References Chen, Z., Roy, K., Crawford, C. A. G. (2010). Examining the role of gender in career advancement at the centers for disease control and prevention. American Journal of Public Health, 100(3), 426-434. Hogue, M., DuBois, C. L. Z., & Fox-Cardamone, L. (2010). Gender differences in pay expectations: The roles of job intention and self-view. Psychology of Women Quarterly, 34, 215-227. Doi:10.1111/j.1471-6402.2010.01563.x

Nadler, J. T., Stockdale, M. S. (2012). Workplace gender bias: Not just between strangers. North American Journal of Psychology, 14(2), 281-292. Smith, R. A. (2002). Race, gender, and authority in the workplace: Theory and research. Annual Reviews 28, 509-542. Doi:10.1146/annurev.soc.28.110601.141048 Toder, N. L. (1980). The effect of the sexual composition of a group on discrimination against women and sex-role attitudes. Psychology of Women Quarterly, 5(2), 292-310.