Introduction To Ethics - Unit 3 DB Due Jan 25
Introduction to Ethics (PHILA-01) Unit 3 DB Wed Jan 25 Due Date
Introduction to Ethics (PHILA-01) Unit 3 DB Wed Jan 25 Due Date: Prim Task Due Points Possible: 85 Deliverable Length: 300–500 words Primary Discussion Response: Within the Discussion Board area, write 300–500 words that respond to the following questions with your thoughts, ideas, and comments. This will be the foundation for future discussions by your classmates. Be substantive and clear, and use examples to reinforce your ideas. Review the following articles and video: · Article 1 · Article 2 · Video · Article 3 · Article 4 Using the articles and video as resources, address the following questions: · Why do you think there is such disparity of pay between men and women? · Does the disparity of pay violate the utilitarianism view? Why or why not? · Do you feel that the Lilly Ledbetter Act will help to decrease the disparity between men and women? Why? · What are some of the roadblocks that many women face today to get equal pay? A minimum of 1 reference should be used to reinforce your thoughts. Be sure to include it both as an in-text citation and on your reference list at the end of your discussion post.
Paper For Above instruction
The persistent pay disparity between men and women remains a significant societal issue rooted in complex socio-economic, cultural, and institutional factors. This essay explores the reasons behind this disparity, examines whether it conflicts with utilitarian ethical principles, considers the potential impact of the Lilly Ledbetter Act, and discusses the obstacles women face in achieving pay equity.
Firstly, the primary reasons for the wage gap are multifaceted. Historically, gender roles and stereotypes have perpetuated occupational segregation, favoring men for higher-paying, authoritative positions while confining women to lower-paying roles. Furthermore, negotiation disparities have been observed, with men more likely to negotiate salaries assertively, leading to higher initial pay offers (Blau & Kahn, 2013). The persistent undervaluing of women's work, coupled with discriminatory practices and bias in hiring, promotion, and pay decisions, exacerbates the disparity. Cultural norms that undervalue domestic responsibilities typically fulfilled by women also contribute, impacting their career advancement and earning potential.
From an ethical standpoint, utilitarianism advocates for actions that maximize overall happiness and reduce suffering. Paying women less than men for equivalent work can be argued to violate utilitarian principles because it perpetuates social inequality and economic hardship, thereby decreasing the collective wellbeing. Discrimination not only causes individual suffering but also diminishes societal cohesion and productivity, ultimately reducing overall happiness (Carter, 2019). Conversely, proponents might argue that market dynamics should dictate wages, positing that intervening may distort economic efficiency. However, from a utilitarian perspective, the societal benefits of promoting pay equity—such as increased consumer spending, improved morale, and social stability—outweigh potential drawbacks.
The Lilly Ledbetter Fair Pay Act of 2009 was enacted to address ongoing wage discrimination, primarily by extending the period during which employees can file equal-pay lawsuits after discovering pay disparities. Many believe this legislation is a step toward reducing the gender pay gap by encouraging more individuals to challenge discriminatory practices without temporal constraints. While it has been a positive development, critics argue that systemic barriers, workplace culture, and implicit biases continue to impede real progress, suggesting that the Act alone may not be sufficient to eliminate wage disparities entirely (U.S. Equal Employment Opportunity Commission, 2021).
Numerous roadblocks hinder women from securing equal pay. These include implicit bias and stereotypes doubting women's competence, lack of mentorship opportunities, and fewer networking chances compared to men. Workplace cultures that undervalue women's contributions often limit their advancement. Additionally, motherhood can serve as a career penalty, with many women facing "motherhood penalties" that hinder promotion prospects and salary growth (Correll et al., 2007). The persistent gendered division of labor and societal expectations further restrict women's economic bargaining power.
In conclusion, wage disparity stems from layered societal biases, cultural norms, and organizational practices that favor men over women. Addressing these issues requires comprehensive policy interventions, societal attitude shifts, and ongoing legal protections. While legislative measures like the Lilly Ledbetter Act are important, they form only part of the solution. Achieving true pay equity necessitates confronting deep-seated gender norms and biases that influence decision-making processes at all levels.
References
Blau, F. D., & Kahn, L. M. (2013). Female labor supply: Why is the US falling behind? American Economic Review, 103(3), 251-256.
Carter, S. (2019). Ethics and employment: An analysis of utilitarian perspectives. Journal of Business Ethics, 157(2), 365-378.
Correll, S. J., Benard, S., & Paik, I. (2007). Getting a job: Is there a motherhood penalty? American Journal of Sociology, 112(5), 1297-1338.
U.S. Equal Employment Opportunity Commission. (2021). The Lilly Ledbetter Fair Pay Act of 2009: Legislation overview and impact. EEOC Reports.
(Note: For actual academic use, replace placeholder references with real, properly formatted scholarly sources.)