Skip to main content

Wage Difference Between Genders (by Angelina Kim)

As of 2022, there is still a noticeable wage gap between men and women. While a male is earning a dollar, the average female earns around 82-83 cents. Although this may not seem like that big of a difference, women are losing close to 20 cents of their pay compared to their male coworkers. Despite the continuous debate on this issue, for the past 15 years, there has not been much of a change in how the average woman is still earning less than the average man in a similar job.

Those who argue for the difference suggest that the reason for this difference is because of the lack of experience or consistency women experience in the work field because of their temporary leave. In a large number of families, women leave or take breaks from their jobs due to raising their families and taking care of the household. Due to this reason, there are many instances where employers are seeing that female workers have been on unemployment for an amount of time. When it comes to performance, there is not much of a difference when both male and female workers are placed in the workforce. There have been many different studies where women are better suited for manager positions or HR positions because they are more open to diversity and equality in the workplace.

In hindsight, the difference may not seem like much, but if one were to calculate the loss that women would have in annual pay, that would be thousands of dollars. Additionally, people of color also experience a significant loss compared to the average white employee. Therefore, if there were a woman of color, she would experience an even more significant loss in the end.

As of recently, the pandemic has also been a large factor in which closing the wage gap has been pushed even more. Before the pandemic, professionals predicted that it would take a decade to close the gap, but after the lockdown and the economic situation that the world is left in, it is not even sure how much longer it would take. 

As the wage gap issue continues, America has passed an act where pay transparency is enforced in companies. Pay transparency is the act of the employee and employer negotiating pay depending on skill and not solely on prior experience. Most people being surveyed suggest that if companies practice pay transparency and are more honest in their salary conversations, they would feel more likely to apply for the job. Besides pay transparency, people also search for companies that acknowledge those who are working diligently and benefit the company. Those who reward their employees with raises and bonuses are more attractive to job seekers. People value the opportunities of earning additional incomes from their performance without considering their gender or racial backgrounds. 

With social media growing exponentially in recent years, there has also been a lot of attention to companies on opposite sides of the spectrum. Now that many companies say that they are woman-owned, there has been a boom in consumers purchasing those products because they are aware of the struggle women face when it comes to equal pay. Accordingly, traditional companies that have been in the business for years may start to lose customers if they fail to promote equality. In the end, showing equality in pay and respect would allow companies to earn more. In theory, there is no reason for companies to not practice equal wages for both males and females.

Are women who take breaks from the workplace less qualified when they return to work? What are improvements or changes that companies can make to strive toward closing the gap between women's and men's wages?

About the Author

Angelina Kim is a student of Cal Poly Pomona studying Hospitality Management with an emphasis on event planning. She was born and raised in Cypress, California where she attended all of her elementary, junior high, and high school years. As a hospitality student, Angelina has learned many skills that will help her post-graduation. She strives to be an employee who appears to be diligent and maintains a positive attitude when it comes to professional settings. Whether that is the workplace or an important conference, she is willing to learn through her errors and improve on skills that she already has.

Picture Source:


Popular posts from this blog

Luxury vs. Millennials and Their Technology: The Ritz-Carlton (By Julia Shorr)

Embodying the finest luxury experience, The Ritz-Carlton Hotel Company, LLC has been established since 1983. In 1998, Marriott International purchased the brand offering it more opportunity for growth while being independently owned and operated. They are known for their enhanced service level as the motto states, “Ladies and Gentlemen serving Ladies and Gentlemen”. The luxury brand now carries 97 hotels and resorts internationally and is attempting to keep the aspects of luxury while keeping up with the trends of the technologically improving generations. The Varying Demographics of the Target Market The Ritz-Carlton’s typical target market includes: business executives, corporate, leisure travelers, typically middle-aged persons and elders, and families from the upper and upper-middle class section of society .   This infers a large range of types of travelers in which all are similar in that they are not opposed to spending extra for the luxurious ambiance. However, with

How to choose the best credit cards for travel (By David Mai)

  Traveling in a Post-Pandemic World If there was one thing the pandemic taught us, it was that everybody became hesitant and unwilling to travel. Shaver (2020) of The Washington Post shared an interesting tidbit in which Americans were actually staying home less during the pandemic, according to research that tracks users' smartphone data.  The quarantine fatigue affected nearly everyone who lived an active lifestyle or loved to be out and about in the world. It was simply not a safe time, and too many regulations were in place that deterred consumers from traveling for leisure. Consequently, the COVID-19 pandemic significantly impacted the travel and hospitality industry. Yet, there is no doubt that people will yearn to travel again when the pandemic is fully lifted. Around this same time, credit card companies have developed unique ways to retain business with consumers who look to maximize rewards and benefits for their journey. A Little Preparation Goes a Long Way      

Yammer: A Social Networking Site Exclusively for the Workplace

Effective internal communications among employees are related to some desirable organizational outcomes, such as robust morale, a clear vision, low turnover, and high employee engagement. The question is what platform can serve the purpose. This ABC News video introduces “ Yammer ,” an exclusive internal communication tool for companies. A user must use a valid company e-mail address to sign up for an account. Once an account is validated, the user will be led to the company page that is pretty much like a Facebook page. The difference is that only the users whose e-mail addresses share the same domain can see the wall and communicate with each other. I have no question about whether Yammer could be a useful internal communication tool for companies, but I just wonder: how many social networking sites do people need for communication? Why people have to “create” so many platforms or channels for “effective communications”? To many people, Facebook is only for “friends,” whe