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Презентация на тему The gender wage gap and wage discrimination

НistoryAfter more than a generation since the Equal Pay Act of 1963 and the Civil Rights Act of 1964 together barred employment and wage discrimination, the gap between men's and women's average earnings is still wide.
The Gender Wage Gap And Wage DiscriminationAssem NurbayevaDayana TumenbayevaEconomics 1 НistoryAfter more than a generation since the Equal Pay Act of 1963 In 1999, women's median weekly earnings for full-time workers were 76.5 percent Modern situationThe World Economic Forum's Gender Gap Report states, In the U.S., the Bureau of Labor Statistics cites women working 41 Wage discriminationMany believe that the wage gap is a good measure of It is generally suggested that the wage gap is due to a However there is still debate over whether any of the wage gap The first step in understanding the composition of the gender wage gap Several studies have shown that, in the United States, several minority groups, including black men Numbers vary wildly from study to study, but most indicate a gap PensionsThe European Commission argues that the gender pay gap has far-reaching effects, especially in Economic Theories of the Gender Pay GapMarginal Productivity Differences  If workers Discrimination  In Neoclassical economics, discrimination is considered inefficient. If an employer were Monopsony Explanation  In monopsony theory, wage discrimination can be explained by variations in labor mobility Effect of Socialization on Gender Pay-gapsAnother social factor, which is related to Nonetheless, women continue to do well in higher education when compared to Men are more likely to be in relatively high-paying industries such as Anti-discrimination legislationAccording to the 2008 edition of the Employment Outlook report by the OECD, almost The OECD points out that: in all OECD countries, enforcement essentially relies Moreover, although many OECD countries have put in place specialized anti-discrimination agencies, In 2003, the U.S. Government Accountability Office (GAO) found that women in the United GAO found that EEOC does not fully monitor gender pay enforcement efforts
Слайды презентации

Слайд 2 Нistory
After more than a generation since the Equal

НistoryAfter more than a generation since the Equal Pay Act of

Pay Act of 1963 and the Civil Rights Act

of 1964 together barred employment and wage discrimination, the gap between men's and women's average earnings is still wide.

Слайд 3 In 1999, women's median weekly earnings for full-time

In 1999, women's median weekly earnings for full-time workers were 76.5

workers were 76.5 percent of men's - a gender

wage gap of 23.5 cents for every dollar earned by the median man.


Слайд 4 Modern situation
The World Economic Forum's Gender Gap Report

Modern situationThe World Economic Forum's Gender Gap Report states,

states, "No country in the world has yet managed

to eliminate the gender gap."

Слайд 5 In the U.S., the Bureau of Labor Statistics

In the U.S., the Bureau of Labor Statistics cites women working

cites women working 41 to 44 hours per week

earn 84.6% of what men working similar hours earn; women working more than 60 hours per week earn only 78.3% of what men in the same time category earn

Слайд 6 Wage discrimination
Many believe that the wage gap is

Wage discriminationMany believe that the wage gap is a good measure

a good measure of the extent of gender wage

discrimination, which occurs when men and women are not paid equal wages for substantially equal work.

Слайд 7 It is generally suggested that the wage gap

It is generally suggested that the wage gap is due to

is due to a variety of causes, such as

differences in the types of positions held by men and women, differences in the pay of jobs men typically go into as opposed to women, and differences in amount of work experience, and breaks in employment.

Слайд 8 However there is still debate over whether any

However there is still debate over whether any of the wage

of the wage gap is due to explicit discrimination,

as well as over the extent to which women and men are forced to make certain choices due to social pressure.

Слайд 9 The first step in understanding the composition of

The first step in understanding the composition of the gender wage

the gender wage gap is to see if the

correct measure of wages is being used. Because the average woman works fewer hours per week than the average man, defining the gap in terms of weekly earnings, as the Department of Labor usually does, inflates the wage gap artificially.

Слайд 14 Several studies have shown that, in the United States, several minority

Several studies have shown that, in the United States, several minority groups, including black

groups, including black men and women, Hispanic men and

women, and white women, suffer from decreased wage earning for the same job with the same performance levels and responsibilities as white males.

Слайд 15 Numbers vary wildly from study to study, but

Numbers vary wildly from study to study, but most indicate a

most indicate a gap from 5 to 15% lower

earnings on average, between a white male worker and a black or Hispanic man or a woman of any race with equivalent educational background and qualifications.

Слайд 16 Pensions
The European Commission argues that the gender pay gap has

PensionsThe European Commission argues that the gender pay gap has far-reaching effects, especially

far-reaching effects, especially in regard to pensions. Since women's

earnings over a lifetime are on average 17.5% (as of 2008) lower than men's, these lower earnings result in lower pensions. As a result, elderly women are more likely to face poverty: 22% of women aged 65
and over are at risk of
poverty compared to
16% of men.


Слайд 17 Economic Theories of the Gender Pay Gap
Marginal Productivity

Economic Theories of the Gender Pay GapMarginal Productivity Differences If workers

Differences
If workers have different levels of human capital,

then pay differences will be a result of differences in their marginal productivity. One could argue that since women are sorted into less productive occupations, their lower pay is a result of their lower marginal productivity.


Слайд 18 Discrimination
In Neoclassical economics, discrimination is considered inefficient.

Discrimination In Neoclassical economics, discrimination is considered inefficient. If an employer were

If an employer were to pay women less than

men and less than their marginal productivity, women workers would seek work elsewhere where they could earn higher wages, leaving the employer unable to attract sufficient workers unless wages were raised. Therefore, as employers seek to maximize profits, they will need to pay workers equal to their marginal productivity without differentiating by gender.


Слайд 19 Monopsony Explanation
In monopsony theory, wage discrimination can be explained by

Monopsony Explanation In monopsony theory, wage discrimination can be explained by variations in labor mobility

variations in labor mobility constraints between workers. Ransom and

Oaxaca show that women appear to be less pay sensitive than men, and therefore employers take advantage of this and discriminate in their pay for women workers.


Слайд 20 Effect of Socialization on Gender Pay-gaps
Another social factor,

Effect of Socialization on Gender Pay-gapsAnother social factor, which is related

which is related to the aforementioned one, is the

socialization of women. Since women are not as encouraged to take on higher education and more challenging jobs, a male dominated society tends to relegate women to domestically-oriented work.


Слайд 21 Nonetheless, women continue to do well in higher

Nonetheless, women continue to do well in higher education when compared

education when compared to men. Yet studies show the

existence of a pay gap even when a woman and man hold the same degree and same experience level. 

Слайд 22 Men are more likely to be in relatively

Men are more likely to be in relatively high-paying industries such

high-paying industries such as mining, construction, or manufacturing and

to be represented by a union. Women, in contrast, are more likely to be in clerical jobs and to work in the service industry. These factors explain 53% of the wage gap.

Слайд 23 Anti-discrimination legislation
According to the 2008 edition of the Employment

Anti-discrimination legislationAccording to the 2008 edition of the Employment Outlook report by the OECD,

Outlook report by the OECD, almost all OECD countries have established

laws to combat discrimination on grounds of gender. Legal prohibition of discriminatory behavior, however, can only be effective if it is enforced.


Слайд 24 The OECD points out that: in all OECD

The OECD points out that: in all OECD countries, enforcement essentially

countries, enforcement essentially relies on the victims’ willingness to

assert their claims. But many people are not even aware of their legal rights regarding discrimination in the workplace. And even if they are, proving a discrimination claim is intrinsically difficult for the claimant and legal action in courts is a costly process, whose benefits down the road are often small and uncertain. All this discourages victims from lodging complaints.


Слайд 25 Moreover, although many OECD countries have put in

Moreover, although many OECD countries have put in place specialized anti-discrimination

place specialized anti-discrimination agencies, only in a few of

them are these agencies effectively empowered, in the absence of individual complaints, to investigate companies, take actions against employers suspected of operating discriminatory practices, and sanction them when they find evidence of discrimination.

Слайд 26 In 2003, the U.S. Government Accountability Office (GAO) found that

In 2003, the U.S. Government Accountability Office (GAO) found that women in the

women in the United States, on average, earned 80%

of what men earned in 2000 and workplace discrimination may be one contributing factor. In light of these findings, GAO examined the enforcement of anti-discrimination laws in the private and public sectors. In a 2008 report, GAO focused on the enforcement and outreach efforts of the Equal Employment Opportunity Commission (EEOC) and the Department of Labor (Labor).


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