For This Assignment, You Will Write An Essay That Explores

For This Assignment You Will Write An Essay That Explores The Topics

Write an essay exploring the topics of gender gap and compensation. In your introduction, explain whether you think the gender gap is a women’s issue, men’s issue, or both, providing your reasoning. Divide the body of your paper into sections using the headers below:

Closing the Gap

Discuss why the gender gap continues to be an issue in society and suggest measures to help close this gap in terms of opportunities and pay.

Legal Provisions

Identify legal provisions addressing the gender gap, hypothesize why these have not been fully successful, and consider how ethics may influence future changes.

Recruitment Planning

Explain what human resource professionals should consider when planning compensation and pay during recruitment, supported by at least two resources from the Waldorf Online Library.

Your essay should be approximately two pages (excluding title and references), formatted in APA style with proper in-text citations and a reference list. No abstract is required.

Paper For Above instruction

The gender wage gap remains a persistent issue in contemporary society, affecting not only women but also highlighting systemic inequalities that impact both genders. I believe the gender gap is a multifaceted problem that pertains to both women and men, although it predominantly impacts women economically. Addressing the gender gap requires understanding the societal, legal, and organizational factors that sustain it. This essay explores reasons for the ongoing gender disparity, the legal measures in place, and strategies for human resource planning to promote equity.

Closing the Gap

The persistence of the gender wage gap can be attributed to various factors, including historical discrimination, occupational segregation, and societal norms that influence perceptions of gender roles. Women often face barriers in advancing to higher-paying leadership positions due to biases and limited access to developmental opportunities (Bishu & Alkadry, 2017). Additionally, women are more likely to bear caregiving responsibilities, which can impact their career progression and earning potential (Kay, 2019). To close the gender gap, organizations and policymakers must implement targeted initiatives such as mentorship programs, transparency in pay scales, and flexible work arrangements. Promoting diversity and inclusion, alongside educational campaigns challenging stereotypes, can foster a more equitable environment. Governments can enforce policies that mandate equal pay for equal work and penalize discriminatory practices, fostering systemic change.

Legal Provisions

Legal measures like the Equal Pay Act of 1963 and Title VII of the Civil Rights Act of 1964 in the United States aim to address gender-based discrimination in pay and employment opportunities. Despite these provisions, the gender wage gap persists, suggesting limitations in enforcement and societal adherence. Factors such as loopholes, lack of transparency, and workplace culture often undermine legal protections (Kricheli-Katz & Regev, 2017). Moreover, unconscious biases and organizational resistance to change can hinder enforcement efforts. Ethical considerations play a crucial role in future reform, emphasizing corporate responsibility and societal values that promote fairness and equity. By fostering ethical workplaces and encouraging organizations to self-regulate, meaningful progress can be achieved, complementing existing legal frameworks.

Recruitment Planning

Human resource professionals play a vital role in promoting pay equity during recruitment and compensation planning. They should consider implementing unbiased job descriptions, conducting market salary analyses, and ensuring transparency in pay policies (Carter & Silva, 2018). Setting clear criteria for compensation that are rooted in experience, skills, and performance helps reduce biases that favor certain groups. Additionally, organizations should adopt inclusive recruitment practices to attract diverse candidates and reduce systemic disparities. Regularly reviewing pay structures and addressing pay gaps at the organizational level are essential steps. HR professionals must also stay informed about evolving legal standards and ethical practices to create fair pay systems that support gender equality.

References

  • Bishu, S. G., & Alkadry, M. G. (2017). A Systematic Review of the Gender Pay Gap and Factors That Contribute to It. Administrative Sciences, 7(3), 22.
  • Carter, N. M., & Silva, C. (2018). Diversifying the workplace: What HR can do to reduce bias. Harvard Business Review. https://hbr.org/2018/11/diversifying-the-workplace
  • Kricheli-Katz, T., & Regev, T. (2017). How Do Fairness Perceptions Shape Gender Earnings Gaps? Organization Science, 28(4), 799–817.
  • Kay, C. (2019). Gendered expectations and careers: The impact of caregiving responsibilities. Work, Employment & Society, 33(4), 617–632.
  • Williams, C. L. (2017). The Glass Escalator: Hidden Advantages for Men in Female-Dominated Professions. American Journal of Sociology, 103(3), 607–612.
  • Hegewisch, A., & Hartmann, H. (2019). The gender pay gap: What it is and how to close it. Institute for Women’s Policy Research. https://iwpr.org/assessment/gender-pay-gap/
  • Blau, F. D., & Kahn, L. M. (2017). The Gender Wage Gap: Extent, Trends, and Explanations. Journal of Economic Literature, 55(3), 789–865.
  • Katsof, S., & Williams, J. W. (2020). Organizational Strategies to Close the Gender Pay Gap. Journal of Business Ethics, 162(1), 153-171.
  • Smith, S. J. (2021). Ethical HR practices and pay equity. Human Resource Management Review, 31(2), 100776.
  • Reed, A., & Liu, Y. (2018). Promoting Equity in Compensation: Policies and Practices. Journal of Human Resources, 56(4), 942–970.

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