History of Womens Rights and the Gender Pay Gap

History of Womens Rights and the Gender yield Gap1998 marked the 150th Anniversary of a movement by women. The fight for womens rights began in the late 19th century. 1917, women could vote, making 2017 the 100th anniversary of the ending for womens suffrage, or has it? Although we have marched, protested and have the 19th amendment stating our rights, we be suave non sooner equal. This research impart explore the past and current state of womens correct in the workplace, supported with data. We have made progress, but the problem is still there. The only way to eliminate a global problem such as this, is to fight to urinateher, both grammatical grammatical genders. Men must see women as their coworker and partner, non combatant or slave.Elizabeth Cady Stanton wrote what is k like a shotn as the Declaration of Sentiments, in 1848. These sentiments stated facts about women, their rights and equality, that we ar still fighting today. When women did work they were paid only a fraction of what men pull in (Ruthsdotter, 1998). This was stated in the early 19th century, yet in what will soon be the 22nd century, some women be still paid this way. Women are still fighting to be considered an equal, a partner, a co-worker and not a combatant. Women prior to the 19th amendment were basically base to their husbands. Their entire lives were solely based on their husbands. Their income, land, child custody, all separate rights, and more were chosen, mandated and or owned by their spouse. In 1920, the Womens Bureau of the section of Labor was established to gather information about the situation of women at work, and to advocate for changes if needed. Many womens activist became involved with campaigning for laws to protect women workers from offense and unsafe conditions. It took seventy-two years for women and their male supporters to be successful. (Ruthsdotter, 1998) In 1923, Alice Paul, the leader of the National Womans Party wrote the Equal Rights Amen dment for the United States Constitution and congressional Union, followed by the National Womans party in 1916. (Ruthsdotter, 1998) We have had many waves of change for women and their rights, but we still arent quite equal yet. We are now allowed to vote, divorce, take full custody of our children, own land, be leaders in religious organizations, be business owners, CEOs, and file with the courts over domestic abuse. These things and more have shown how far we have come since 1848. The reason for the constant waves of change, and fighting back, is possibly due to men and women alike, can see a charwoman as more than just a female, with limited ability. Who some only seen her job as a wife, birth children and take care of the home. Women are now seen as fellow human being who deserve respect and the same rights as their male counterpart. Women and men have fought alongside each another(prenominal) for the equality of women especially in the work place, for many years. If men in the workplace could see women as their partner, and not combatant maybe we would end this operate dissimilarity amongst women. Many have done research to find why are women paid less than men in the workplace? Two researchers have interpreted a different approach in their research in womens lives, that may contribute to the wage gap. One researcher discovered temperament and payoff have a correlation with contend for men and women. Women score more highly on agreeableness than men, and because this trait is associated with lower wages in the craunch market, men having lower agreeableness represents an advantage. On the other hand, men have a higher average score for intellect than women, and because this trait is rewarded in the wage setting, mens higher score for this trait also represents an advantage. (Nyhus, 2012) This is profound research,not many people would involve the personalities of men and women and basedwages on that. Of course, many will argue that should not be a factor, in thefairness of equal pay for women. Another researcher viewed the correlation ofchildcare and wages for women. Countrieswhere society has a positive mindset towards working mothers or about the desirefor external childcare for children will provide more childcare, which will commit in increases of fertility and female labor force mesh and willreduce the wage gap.External childcare reduces the time women put into child straighten whichincreases fertility and labor supply and this decreases the gender wage gap. If everyone believes that childcare usage will bezero, the use of childcare will be zero, which leads to zero usage. profusionand female labour supply will be consequently low and the wage gap will be high. (Borck, 2014) Borck, could see theimportance of having childcare facilities, that will provide care andchildrearing for children, so women could work. We very much do not think aboutchildcare and afterschool weapons platforms to help working women. Borck c ould provethis in his research. These programs and childcare centers should be seen aspositives, this will help lower the wage gap in the future, as long as oursociety can see the benefit it has on working women. So how big is the problem? In2015, women working full time in the United States typically were paid just 80 portion of what men were paid, a gap of 20 percent (Proctor et al., 2016).The gap has narrowed since 1960, due largelyto womens progress in education and workforce participation and to mens wagesrising at a slower rate. At the rate of change between 1960 and 2015, women areexpected to reach pay equity with men in 2059.But even that slow progress has stalled in recent years. If change continues atthe slower rate seen since 2001, women will not reach pay equity with men until2152. (Hill, 2017) These findings arefrightening, if this continues this will havelong term financial effects on working women. In 2015, 14 percent of Americanwomen ages 1864 were living below the f ederal poverty level, compared with 11per- cent of men. (Hill, 2017) So, what is causing it? So far researchers are discovering it is a combination of, occupation, higher education, and industry choices. If a woman chooses a low-paying cashier position and another chief executive that also contributes to the data of women with low wages. Of the boilersuit U.S. gender pay gap of 24.1 percent in base pay, we find that 16.2 percent is explained by differences between male and female workers different ages, levels of education, experience, industries, occupations, company sizes and locations. The stay 7.9 percent of the pay gap is unexplained, due either to factors we arent able to observe or to workplace bias and discrimination. (Chamberlain, 2016) Warren Farrell listed his top 5 positions that he believeswill keep women employed, if they chose something that isnt always in theoffice and groovy, but sometimes messy and includes heat. In brief, technology isnot job security, but trave l security. Career security matters more than jobsecurity, and both can matter more than the exact amount you are paid.(Farrell, 2005)The Field-with-Higher-Yield Formula One to Five hire a field in technology or the harder sciences, not the arts or social sciences (pharmacology vs. art history)Get hazard pay without the hazards (female adminstratior in air force vs. male combat soldier in army)Jobs requiring little education, those that expose you to the heat and are possibly messy pay more than those that are indoors and neat (UPS deliverer vs. receptionist)In most jobs with higher pay, you cant mentally check out at the end of the day (corporate attorney vs. librarian)Fields with higher pay often have lower fulfillment (tax accountant vs. child care professional) (Farrell, 2005)Is it possible that women could be limited themselves from higher paid positions? Part of the answer is yes, while the other part is no. Yes, If women constantly take on low-paying jobs and not attempting t o obtain a higher education, they will only help with the negative statistics. No, if women as a collective total, began to earn college degrees and experience in male dominated industries, yet still paid a lower salary, the fight will continue. There are also women who have higher education, yet are still paid less due to no child care, working part time and other family related issues. Doctor Anne Montgomery watched her pay changeat various times in her career as she made sacrfices for her family. She runs afamily-medicine residency program in Rancho Mirage, California. She cut back toabout three-fourths of her full time so she could care for her son.Iactually pretty much worked full time my whole career,She continues.I only got paid for part time. In 2009, she was earning $170,000 ayear as a full-time faculty physician in Spokane, Washington. She was thrilledto get a $30,000 raise but it only brought her more in competition with a newlyhired male colleague who had aggressively n egotiated. Her husband Glen bombard who is also adoctor, had an easier time climbing up the income ladder. He negotiated his payand eventually earned a $275,000 base salary as chief medical-information incumbent of a Spokane multispecialty group. In 2012, his earnings reached$400,000 when he made $190,000 as the American Academy of Family Physicianspresident plus three-fourths of his executive salary. Last year, Dr. Montgomeryearned $303,000, while her husband, earned $364,000. (Adamy, 2016)In conclusion, Dr. Montgomerys story shows that even in white collar professions, women are still having a great detriment compared to their male counterparts. Often women are still seen in the same light as they were in 1848, before the 19th amendment took place. What if men began to take on the situation as the stay at home dad and women were the bread winners? Would it matter? Would it hurt us as a society? I do not believe it would. Our society has been fed through media for over a 100 yea rs about a womans place in our society. Dictating what constitutes as a female job and male job. Who came up with what our jobs are suppose to be? I believe as women and men we need to eliminate what constitues as a specfic gender job. If we eliminate the labels, and allow men and women to work where they will be their best, we can start to make more progress. If we could stop seeing women as unreliable due to child rearing, and believeing they can only work so many hours, do only certain jobs, and base salary on their personality traits, child care, etc. We can possibly elimnate the gender wage gap sooner. ReferencesAdamy, J. &. (2016, May 18). Pay gap widest for elite jobs women in white-collar careers seebiggest gender disparity, defying legislative remedies. Retrievedfrom Wall Street Journalhttp//search.proquest.com.bakerezproxy.palnet.info/docview/1789404832?accountid=8473Borck, R. (2014). Adieu Rabenmutter-culture,fertility, female labour supply, the gender wage gap and child care. Journal Of Population Economics, 27(3), 739-765.doi10.1007/s00148-013-0499-zChamberlain, D. A. (2016, March). Demystifying the GenderPay Gap . Retrieved from Glassdoor https//research-content.glassdoor.com/app/uploads/sites/2/2016/03/Glassdoor-Gender-Pay-Gap-Study.pdfFarrell, W. (2005). Why Men Earn More The StartlingTruth Behind the Pay Gapand What Women Can Do About It (1st Edition ed.,Vol. 1). young York, NY, USA American Management Association International.Hill, C. (2017, September 20). The Simple Truth about theGender Pay Gap. Retrieved from The American Association of University Women(AAUW) http//www.aauw.org/research/the-simple-truth-about-the-gender-pay-gap/Nyhus, E. K., & Pons, E. (2012). Personality andthe gender wage gap. Applied Economics, 44(1), 105-118.doi10.1080/00036846.2010.500272Ruthsdotter, B. E.(1998, January 01). History of the Womens Rights Movement. Retrievedfrom The National Womens History Projecthttp//www.nwhp.org/resources/womens-rights-movement/hi story-of-the-womens-rights-movement/