Pay Equity a Key Driver of Gender Equality
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Equality Works
EQUALITY WORKS The Global Health 50/50 2019 Report The Global Health 50/50 initiative is hosted by the University College London Centre for Gender and Global Health. Global Health 50/50 was co-founded by Professor Sarah Hawkes1 and Dr Kent Buse.2 It is staffed with a dedicated team of researchers, strategists and communications experts working on a largely voluntary basis: Clara Affun-Adegbulu, Emily Blitz, Charlotte Brown, Tiantian Chen, Mireille Evagora-Campbell, Mairi Jeffery, Mikaela Hildebrand, Ruth Lawlor, Rebekah Merriman, Anna Purdie, Artricia Rasyid, Geordan Shannon, Ashley Sheffel, Sonja Tanaka and Laure-Anais Zultak. To minimise the potential for conflicts of interest, collective members affiliated with organisations reviewed by GH5050 are not engaged in reviewing or coding any institutional policies. The initiative is guided by a diverse independent Advisory Council3 to whom we are deeply grateful. Thanks to Ann Keeling for comments on the pay gap section, to Salvador Buse for support on statistical analysis, to Arjee Restar for research support, to Blossom for graphic design and Global Health Strategies for communications support. This report was supported by a grant from the Wellcome Trust [210398/Z/18/Z] ‘Global Health 50/50: Towards accountability for gender equality in global health’ #GH5050 @GlobalHlth5050 #GH5050AtWork www.globalhealth5050.org [email protected] [email protected] 1. Director, Centre for Gender and Global Health Institute for Global Health, University College London, UK 2. Chief, Strategic Policy Directions, UNAIDS, Switzerland 3. https://globalhealth5050.org/advisory-council/ EQUALITY WORKS The Global Health 50/50 2019 Report A review of the gender-related policies and practices of 198 global organisations active in health, with a special focus on gender equality in the workplace Contents Foreword 6 A word from the GH5050 collective 9 About this report 15 Glossary 18 PART I. -
Equal Pay Legislation and the Gender Wage Gap
A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Polachek, Solomon W. Article Equal pay legislation and the gender wage gap IZA World of Labor Provided in Cooperation with: IZA – Institute of Labor Economics Suggested Citation: Polachek, Solomon W. (2019) : Equal pay legislation and the gender wage gap, IZA World of Labor, ISSN 2054-9571, Institute of Labor Economics (IZA), Bonn, Iss. 16v2, http://dx.doi.org/10.15185/izawol.16.v2 This Version is available at: http://hdl.handle.net/10419/206575 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten -
Equal Pay/Compensation Discrimination the Equal Pay Act Requires That Men and Women in the Same Workplace Be Given Equal Pay for Equal Work
Equal Pay/Compensation Discrimination The Equal Pay Act requires that men and women in the same workplace be given equal pay for equal work. The jobs need not be identical, but they must be substantially equal. Job content (not job titles) determines whether jobs are substantially equal. All forms of pay are covered by this law, including salary, overtime pay, bonuses, stock options, profit sharing and bonus plans, life insurance, vacation and holiday pay, cleaning or gasoline allowances, hotel accommodations, reimbursement for travel expenses, and benefits. If there is an inequality in wages between men and women, employers may not reduce the wages of either sex to equalize their pay. An individual alleging a violation of the EPA may go directly to court and is not required to file an EEOC charge beforehand. The time limit for filing an EPA charge with the EEOC and the time limit for going to court are the same: within two years of the alleged unlawful compensation practice or, in the case of a willful violation, within three years. The filing of an EEOC charge under the EPA does not extend the time frame for going to court. Equal Pay/Compensation and Sex Discrimination Title VII also makes it illegal to discriminate based on sex in pay and benefits. Therefore, someone who has an Equal Pay Act claim may also have a claim under Title VII. Other Types of Discrimination Title VII, the ADEA, and the ADA prohibit compensation discrimination on the basis of race, color, religion, sex, national origin, age, or disability. Unlike the EPA, there is no requirement under Title VII, the ADEA, or the ADA that the jobs must be substantially equal. -
Unsafe and Underpaid How Sexual Harassment and Unfair Pay Hold Women Back
Unsafe and Underpaid How Sexual Harassment and Unfair Pay Hold Women Back Andrea Flynn PUBLISHED AUGUST 2020 About TIME’S UP Foundation The TIME’S UP™ Foundation insists upon safe, fair, and dignified work for all by changing culture, companies, and laws. We enable more people to seek justice through the TIME’S UP Legal Defense Fund™. We pioneer innovative research driving toward solutions to address systemic inequality and injustice in the workplace through the TIME’S UP Impact Lab. And we reshape key industries from within so they serve as a model for all industries. The TIME’S UP Foundation is a 501(c)(3) charitable organization. TIME’S UP FOUNDATION | AUGUST 2020 1 About the Author Andrea Flynn researches and writes about gender, race, health,and economic inequality. She was formerly a fellow and the Director of Health Equity at the Roosevelt Institute, and is the incoming director of the Research and Action Hub at the Institute for Women's Policy Research. She is the co-author of The Hidden Rules of Race (Cambridge University Press, 2017). Her writing on the race and gender dimensions of economic inequality, reproductive health and justice, and health equity has appeared in The Washington Post, The Atlantic, The New Republic, Time, Teen Vogue, and Cosmopolitan. Andrea teaches courses on reproductive and sexual health and economic inequality at the Mailman School for Public Health at Columbia University. She received her MPA and MPH from Columbia University. You can follow Andrea on Twitter @dreaflynn. Acknowledgements The author would like to thank Jae Aron, Amy Castro Baker, Jessica Forden, Rebecca Goldman, Amanda Harrington, Matthew Hughes, Angie Jean-Marie, Devan King, Jennifer Klein, LaShawnda Lindsay-Dennis, Rakeen Mabud, and Tina Tchen for their comments, insights, and support. -
Gender Pay Inequality
California State University, Monterey Bay Digital Commons @ CSUMB Capstone Projects and Master's Theses Spring 2015 Gender Pay Inequality J. Elizabeth Campos California State University, Monterey Bay Follow this and additional works at: https://digitalcommons.csumb.edu/caps_thes Recommended Citation Campos, J. Elizabeth, "Gender Pay Inequality" (2015). Capstone Projects and Master's Theses. 493. https://digitalcommons.csumb.edu/caps_thes/493 This Capstone Project is brought to you for free and open access by Digital Commons @ CSUMB. It has been accepted for inclusion in Capstone Projects and Master's Theses by an authorized administrator of Digital Commons @ CSUMB. Unless otherwise indicated, this project was conducted as practicum not subject to IRB review but conducted in keeping with applicable regulatory guidance for training purposes. For more information, please contact [email protected]. Gender Pay Inequality By: J. Elizabeth Campos Advisor: Dr. Juan José Gutiérrez California State University, Monterey Bay Social and Behavioral Sciences Sociology Concentration Spring 2015 Gutiérrez 2 Abstract Equality should be share among individuals in our society. Age, race, ethnicity, sex, or gender should not be a cause for discrimination. The struggle for gender equality has brought many to construct research and movements throughout the world and in history. The question address in this research is why do women get paid less than men. The gender pay gap is a social problem that afflicts women in our society. This research exposes the different factors that contribute to the inequality in pay between men and women, and why it still persist in our society despite the laws and the awareness of social justice among individuals. -
The Central Role of the Ask Gap in Gender Pay Inequality
THE CENTRAL ROLE OF THE ASK GAP IN GENDER PAY INEQUALITY Nina Roussille∗† Click here for the most recent version January, 2021 Abstract The gender ask gap measures the extent to which women ask for lower salaries than com- parable men. This paper studies the role of the ask gap in generating wage inequality, using novel data from Hired.com, an online recruitment platform for full-time engineering jobs in the United States. To use the platform, job candidates must post an ask salary, stating how much they want to make in their next job. Firms then apply to candidates by offering them a bid salary, solely based on the candidate's resume and ask salary. If the candidate is hired, a final salary is recorded. After adjusting for resume characteristics, the ask gap is 3.3%, the gap in bid salaries is 2.4%, and the gap in final offers is 1.8%. Remarkably, further controlling for the ask salary explains the entirety of the residual gender gaps in bid and final salaries. To estimate the market-level effects of an increase in women's ask salaries, I exploit an unanticipated change in how candidates were prompted to provide their ask. For some candidates in mid-2018, the answer box used to solicit the ask salary was changed from an empty field to an entry pre-filled with the median bid salary for similar candidates. Using an interrupted time series design, I find that this change drove the ask gap and the bid gap to zero. In addition, women did not receive fewer bids than men did due to the change, suggesting they faced little penalty for demanding wages comparable to men. -
The Pursuit of Gender Equality an Uphill Battle
The Pursuit of Gender Equality AN UPHILL BattLE FOREWORD, EXECUTIVE SUMMARY AND CHAPTER 1 Gender inequalities persist in all areas of social and economic life and across countries. Young women in OECD The Pursuit of Gender Equality countries generally obtain more years of schooling than young men, but women are less likely than men to engage in paid work. Gaps widen with age, as motherhood typically has marked negative effects on gender pay AN UPHILL BattLE gaps and career advancement. Women are also less likely to be entrepreneurs, and are underrepresented in private and public leadership positions. The 2013 and 2015 OECD Gender Recommendations provide guidance on how to advance gender equality in education, employment, entrepreneurship and public life; this book discusses recent developments in these areas in one overview chapter and 24 short chapters which each include key findings and policy recommendations. Topics include violence against women, gender budgeting, the unequal sharing of unpaid work, labour market outcomes and migration. The book presents a range of indicators illustrating gender gaps. FOREWORD, EXECUTIVE SUMMARY AND CHAPTER 1 It also discusses recent policy initiatives, such as pay transparency measures to reduce gender wage gaps and policy reform aimed at fathers taking parental leave. Overall, progress has been slow and there is a strong need for further policy action to close gender gaps in education, employment, entrepreneurship and public life. The Pursuit of Gender Equality AN U P HILL B Consult the full version of this publication: http://dx.doi.org/10.1787/9789264281318-en. att L E The Pursuit of Gender Equality AN UPHILL BATTLE This work is published under the responsibility of the Secretary-General of the OECD. -
Equal Pay Legislation and the Gender Wage Gap Despite Major Efforts at Equal Pay Legislation, Gender Pay Inequality Still Exists in the Developed Economies
SOLOMON W. POLACHEK State University of New York at Binghamton, USA, and IZA, Germany Equal pay legislation and the gender wage gap Despite major efforts at equal pay legislation, gender pay inequality still exists in the developed economies. How can this be put right? Keywords: gender, wage inequality, human capital ELEVATOR PITCH Gender pay gap and childcare enrollment Despite equal pay legislation dating back 50 years, ) 30 SK American women still earn 22% less than their male 25 CZ AT JN counterparts. In the UK, with its Equal Pay Act of 1970, –34 (% FI 20 and France, which legislated in 1972, the gap is 21% CA KR and 17% respectively, and in Australia it remains around DE 15 AU 17%. Interestingly, the gender pay gap is relatively small DK US GB NO for the young but increases as men and women grow 10 older. Similarly, it is large when comparing married IE NZ 5 BE men and women, but smaller for singles. Just what can R2 = 0.564 explain these wage patterns? And what can governments Gender pay gap for age 30 0 do to speed up wage convergence to close the gender 020 40 60 pay gap? Clearly, the gender pay gap continues to be an Enrollment rates of children aged 0−2 in formal care, 2008 (%) important policy issue. Source: OECD. KEY FINDINGS Pros Cons Policies promoting greater day care utilization Audit studies designed to “catch” employers in the reduce the male–female wage gap. act find little evidence of gender discrimination. Policies aimed at increasing women’s lifetime Impact studies of the effects of work can reduce the gender wage gap. -
Closing the Gender Pay
Closing the gender pay gap: A review of the issues, policy mechanisms and international evidence Closing the gender pay gap: A review of issues, policy mechanisms and international evidence Gender, Equality and Diversity ILO Branch CLOSING THE GENDER PAY GAP: A REVIEW OF THE ISSUES, POLICY MECHANISMS AND INTERNATIONAL EVIDENCE JILL RUBERY* AND ARISTEA KOUKIADAKI** *Professor, Alliance Manchester Business School, University of Manchester **Senior Lecturer, University of Manchester’s School of Law International Labour Office • Geneva Copyright © International Labour Organization 2016 First published (2016) Publications of the International Labour Office enjoy copyright under Protocol 2 of the Universal Copyright Convention. Nevertheless, short excerpts from them may be reproduced without authorization, on condition that the source is indicated. For rights of reproduction or translation, application should be made to ILO Publications (Rights and Licensing), International Labour Office, CH-1211 Geneva 22, Switzerland, or by email: [email protected]. The International Labour Office welcomes such applications. Libraries, institutions and other users registered with a reproduction rights organization may make copies in accordance with the licences issued to them for this purpose. Visit www.ifrro.org to find the reproduction rights organization in your country. Rubery, Jill; Koukiadaki, Aristea. Closing the gender pay gap: a review of the issues, policy mechanisms and international evidence / Jill Rubery, Aristea Koukiadaki; International Labour -
Implementing the Equal Pay for Equal Work Act and Employee Paid Sick Leave
Implementing the Equal Pay for Equal Work Act and Employee Paid Sick Leave Colorado Municipal League GABRIELLA BOMMER CHUCK PASSAGLIA CITY OF ARVADA EMPLOYMENT LAW SOLUTIONS, INC. [email protected] [email protected] (720) 898 -7561 (303) 915.6334 Equal Pay for Equal Work 2021 “Equal Pay for Equal Work Act” signed into law May 22, 2019, effective January 1, 2021. Found at C.R.S. §§ 8-5-101 et seq. Applies to ALL employers in Colorado THE L AW An employer shall not discriminate between employees on the basis of sex [sex includes “gender identity”], or on the basis of sex in combination with another protected status under Colorado law, by paying an employee of one sex a wage rate less than the rate paid to an employee of a different sex for substantially sim ilar work, regardless of job title, based on a composite of skill; effort, which may include consideration of shift work; and responsibility. Equal Pay for Equal Work 2021 Permits wage differential based on: ◦ A seniority system; ◦ A merit system; ◦ A system that measures earnings by quantity or quality of production; ◦ The geographic location where the work is performed; ◦ Education, training, or experience to the extent that they are reasonably related to the work in question; or ◦ Travel, if the travel is a regular and necessary condition of the work performed Factors above must account for “entire” differential in wages. No “any factor other than sex” loophole like federal Equal Pay Act. Equal Pay for Equal Work 2021 Employers SHALL NOT: ◦ [Salary history ban] Seek the wage -
The Gender Wage Gap in the Film Industry: a Review of Literature
Dominican Scholar Senior Theses Student Scholarship 5-2017 The Gender Wage Gap in the Film Industry: A Review of Literature Christine Pires Dominican University of California https://doi.org/10.33015/dominican.edu/2017.CMS.ST.04 Survey: Let us know how this paper benefits you. Recommended Citation Pires, Christine, "The Gender Wage Gap in the Film Industry: A Review of Literature" (2017). Senior Theses. 84. https://doi.org/10.33015/dominican.edu/2017.CMS.ST.04 This Senior Thesis is brought to you for free and open access by the Student Scholarship at Dominican Scholar. It has been accepted for inclusion in Senior Theses by an authorized administrator of Dominican Scholar. For more information, please contact [email protected]. The Gender Wage Gap in the Film Industry: A Review of Literature Christine Pires Submitted in Partial Fulfillment of the Requirements for the Degree in Bachelors of Arts in Communications and Media Studies School of Arts, Humanities and Social Sciences Thesis Advisors: John Duvall Dominican University of California San Rafael, California May 2017 This thesis, written under the direction of the candidate’s thesis advisor and approved by the Chair of the undergraduate program, has been presented to and accepted by the Faculty of the Department of Communications and Media Studies in partial fulfillment of the requirements for the degree of Bachelor of Arts. The content and research methodologies presented in this work represent the work of the candidate alone. _______________________________________ _____________________ Christine Pires, Candidate Date _______________________________________ _____________________ Bradley Van Alstyne, Chair Date _______________________________________ ______________________ Dr. John Duvall, Thesis Advisor Date 1 Abstract The gender wage gap is defined as the difference between the amounts of money paid to women and men, often for doing the same work (Cambridge, 2017). -
Gender Pay Gap Report 2020 Gender Pay Gap Report 2020 02
Gender Pay Gap Report 2020 Gender Pay Gap Report 2020 02 About RSA Achieving best-in-class performance requires an inclusive environment in which people feel supported to contribute, regardless of their gender, ethnicity or background. By enabling diversity of thought and ensuring representation of women in 12,380 5,102 our senior management teams, we RSA headcount across our UK & Employees in our main UK are fundamentally stronger as a International, Canada and Scandinavia operating company, Royal & Sun Alliance businesses, as at 31st December 2020 Insurance plc, as at 5th April 2020 business. I’m proud of the progress we’ve made over the last few years and our continued Gender split of Royal & Sun Alliance Insurance plc employees (as at 5th April 2020) focus on practical actions to reduce our Gender Pay Gap. Women Men 55% 45% Stephen Hester Group Chief Executive Gender Pay Gap Report 2020 03 Pay and Bonus Gap Pay Quartiles The information presented below relates to employees of Royal & Sun Alliance Insurance The following charts illustrate the percentage of men and women at Royal & Sun Alliance plc and is calculated in line with the government regulations. Insurance plc within four equally sized pay quartiles as at 5th April 2020. Median Mean Lower Lower Middle Upper Middle Upper 2020 2019 2018 2017 2020 2019 2018 2017 Gender Pay Gap 37.0% 34.2% 38.5% Based on hourly 47.8% 52.2% 61.5% rates of pay as at 27.3% 29.0% 29.7% 29.7% 29.7% 31.7% 33.6% 33.0% 63.0% 65.8% 5th April Bonus Pay Gap Prior Year Data for Comparison Based on 42.8% 39.3% 15.0% 41.1% 58.9% 75.1% 69.1% 63.2% 2019 2018 2017 2019 2018 2017 2019 2018 2017 2019 2018 2017 bonuses paid in 63.6% 65.3% 63.3% 66.5% 66.2% 65.9% 51.3% 52.2% 53.2% 38.3% 37.5% 36.8% the 12 months 36.4% 34.7% 36.7% 33.5% 33.8% 34.1% 48.7% 47.8% 46.8% 61.7% 62.5% 63.2% up to 5th April Men Women Please see overleaf for an explanation of the comparison between 2020 and previous years.