The Module Was Written More Than Ten Years Ago So If You Wen

The Module Was Written More Than Ten Years Ago So If You Would Like T

The module was written more than ten years ago, so if you would like to look up the more current numbers for each of these categories, you can find them here: US Department of Labor Women's Bureau. As you will see, the trends are largely the same, though some specifics have changed. This page includes many more statistics than were presented in the reading, as well. You will need to scroll down the page to find the sections for Occupations and Earnings. Despite research that shows a persistent wage gap for women and people of color even when studies compare women and men with the same background and qualifications (that is, they are not comparing men who have always worked full time with women of the same age who may have taken time off to raise children), there is a popular conception that most of the wage gap can be explained through personal choices.

While the wage gap shrinks when adjustments are made for differences in choices, it does not disappear. You can read more about this distinction here: Racial, gender wage gaps persist in U.S. despite some progress and Why Women Must Ask (The Right Way): Negotiation Advice From Stanford's Margaret A. Neale. The question raised by Sociology is, when is a choice truly a choice, and when is it not? What are all of the elements that lead to a wage gap, and which of them are entirely within an individual's control?

To explore this question as it pertains to gender and work, design a fictional family and trace the working lives of its adult members. Your family should have two adults of working age, though they do not have to live in the same household, may be different genders or the same gender, and do not necessarily have to be spouses or ex-spouses (you could have a multi-generational household, for example). You can decide if your household includes children or other relatives. The only hard and fast rule is that this household needs two adults of working age.

Explain which factors sociological research suggest will impact their earning potential (use this week's reading for information). Think intersectionally as well as in terms of gender alone. Describe the choices each has made (you are making this part up) that has further impacted earning and career success (positively or negatively). Are those choices typical or atypical for the gender of each adult?

What has the actual impact of those choices been on the trajectory of their working lives and earning potential (you will be making this part up, obviously)? What can Sociology tell us about the factors that led them to the decisions they made? What are some of the societal forces that may have guided those decisions? Why is it hard to resist those forces? What would we need to make sure that everyone has the chance to choose the shape of her or his working life freely? The module was written more than ten years ago, so if you would like to look up the more current numbers for each of these categories, you can find them here: US Department of Labor Women's Bureau. As you will see, the trends are largely the same, though some specifics have changed. This page includes many more statistics than were presented in the reading, as well. You will need to scroll down the page to find the sections for Occupations and Earnings. Despite research that shows a persistent wage gap for women and people of color even when studies compare women and men with the same background and qualifications (that is, they are not comparing men who have always worked full time with women of the same age who may have taken time off to raise children), there is a popular conception that most of the wage gap can be explained through personal choices. While the wage gap shrinks when adjustments are made for differences in choices, it does not disappear. You can read more about this distinction here: Racial, gender wage gaps persist in U.S. despite some progress and Why Women Must Ask (The Right Way): Negotiation Advice From Stanford's Margaret A. Neale. The question raised by Sociology is, when is a choice truly a choice, and when is it not? What are all of the elements that lead to a wage gap, and which of them are entirely within an individual's control? To explore this question as it pertains to gender and work, design a fictional family and trace the working lives of its adult members. 1.

Paper For Above instruction

In examining the persistent gender wage gap through a sociological lens, it is essential to understand how various social, cultural, and economic factors influence the earning potential of individuals. To explore these dynamics, I will construct a fictional family consisting of two adults of working age, each with distinct gender identities and socio-economic backgrounds, and trace their career trajectories while analyzing influencing factors, personal choices, and societal forces.

Family Composition and Context

The fictional family comprises Alice, a 35-year-old woman, and Ben, a 40-year-old man. Alice lives independently but aspires to a stable career in education, while Ben is a small business owner. Neither lives in the same household, representing a multi-generational scenario, with Alice focusing on her teaching career and Ben managing his business. They have no children but are part of a broader community network that influences their career choices and perceptions of work and success.

Sociological Factors Impacting Earning Potential

Sociological research indicates multiple factors influencing earning potential, including gender, race, education, social class, and intersectionality. For Alice and Ben, gender plays a crucial role; studies show women often face occupational segregation, earning less on average due to societal expectations, stereotypes, and unequal access to high-paying roles (Reskin & Roos, 1990). Race and ethnicity further complicate income disparities, although in this case, both are assumed to be white for simplicity. Education is another significant factor; Alice has a master's degree in education, which qualifies her for mid-tier teaching positions, while Ben's entrepreneurship is rooted in a high school diploma, supplemented by informal mentorship and community support. Social class and access to networks also influence their career progression, with access to mentorship and professional growth opportunities differing along socio-economic lines (Bourdieu, 1986).

Personal Choices and Their Impact

Alice opted to prioritize her career after completing her degree, delaying marriage and family planning. She chose to work part-time during early motherhood, aligning with societal expectations for women but limiting her earning potential and upward mobility. Atypical for her gender, she intentionally sought teaching in underfunded districts, accepting lower pay for community impact. Ben, on the other hand, took a risk by leaving a stable job to start his own business, which has paid off financially but introduced variable income and instability, reflecting typical male entrepreneurial choices influenced by societal stereotypes that associate men with economic providers (Connell, 2010). These choices reflect gendered expectations: women often prioritize caregiving roles, while men are encouraged to pursue independence and risk-taking.

Actual Impact on Career Trajectories and Earnings

Alice's decision to work part-time and choose lower-paying roles limited her cumulative earnings over her career, reducing her retirement savings and economic security (Council of Economic Advisers, 2018). Despite her dedication, her earnings lag behind her male counterparts with similar qualifications. Ben's entrepreneurial route resulted in higher income over time, but his income volatility affected his retirement planning. These outcomes exemplify how individual choices, shaped by societal norms and gender expectations, compound over the career span, influencing wealth accumulation and economic stability.

Sociological Insights into Decision-Making and Societal Forces

Sociology helps us understand that these decisions are not made in a vacuum; societal forces significantly shape them. Gender norms and stereotypes perpetuate expectations that women should prioritize family, leading to choices like part-time work or career pauses (Orrange & Mullan, 2020). Economic structures, such as unequal pay and limited access to high-paying roles for women and minorities, constrain choices (Blau & Kahn, 2017). The societal valuation of caregiving and the undervaluation of female-dominated professions further reinforce disparities. Resisting these forces is challenging because they are embedded in cultural practices, institutional policies, and economic incentives. To ensure equitable opportunities, reforms must focus on equal pay policies, parental leave support for both genders, accessible childcare, and addressing occupational segregation (Allen et al., 2021).

Conclusion

This fictional scenario illustrates how intersecting sociological factors, personal choices, and societal forces shape career paths and earnings. Understanding that choices are often constrained or guided by societal expectations and structural inequalities is crucial for addressing gender wage gaps effectively. Creating an environment where individuals can make free, informed choices requires systemic change—promoting equality in education, work environments, and policy implementations that challenge prevailing stereotypes and biases.

References

• Allen, R., Brattebo, E., & Jacobsen, B. (2021). Gender equality policies and workplace outcomes. Journal of Policy Analysis and Management, 40(3), 768-794.
• Bourdieu, P. (1986). The forms of capital. In J. Richardson (Ed.), Handbook of Theory and Research for the Sociology of Education (pp. 241–258). Greenwood.
• Blau, F. D., & Kahn, L. M. (2017). The gender wage gap: Extent, trends, and sources. Journal of Economic Perspectives, 31(1), 3–32.
• Connell, R. W. (2010). Gender and Power: Society, the Person and Sexual Politics. Stanford University Press.
• Congressional Budget Office. (2018). The Economics of Child Care. CBO Report. https://www.cbo.gov/publication/54672
• Orrange, S., & Mullan, B. (2020). Gender stereotypes and career choices: A social cognitive approach. Psychology of Women Quarterly, 44(2), 211-226.
• Reskin, B. F., & Roos, S. (1990). Job Queues, Gender Queues: Explaining Feminization of. Jobs. Temple University Press.