The disparity in compensation between men and women in the same role is known as the gender wage gap. Generally speaking, women get paid less than males for the same job. In order to complete caregiving duties at home, women frequently quit their professions or take time off, which eventually impacts their work experience and contributes to the growing pay disparity.
Causes of the Gender Wage Gap:
Men are viewed as the main provider for the family and women as the caregivers due to ingrained conditioning.
since of this perception, males are paid more since they are expected to provide for their families, whereas women are not considered capable of doing so.
The gender wage gap is influenced by a number of factors, such as age, educational attainment, disability, and race and ethnicity. Consequently, there are differences in pay amongst different groups of women.
The following are some typical situations that result in a gender wage gap:
- Career opportunities and drive are lacking. Women are discouraged from pursuing some professions because they are perceived as male-dominated, especially those in STEM. Women are not paid as much as males, even if they do. Women are urged to pursue lower-paying occupations like nursing, teaching, and so forth.
- Two things to think about are work experience and a gap in employment. Career pauses are common among women who take time off to care for their children. People are therefore presented with a job offer that is a good fit for their qualifications.
- There are differences in work hours. Naturally, women are supposed to attend to all of their children’s needs. Their ability to find work is therefore compromised. However, men are not impacted in the same manner, which enables them to put in more hours.Men therefore benefit from working more hours than women.
- Despite legislation prohibiting gender-based pay discrimination in many countries, companies continue to pay women less than men, mostly because they took a professional sabbatical or because their prior salary was lower.
What steps can HR take to close the pay gap?
HR specialists can assist their organization in reducing the gender wage gap in the following ways:
- Establish pay scales for certain job roles: Instead of paying your employees based on their prior revenue, consider their experience and competence.
- Take action to eradicate implicit bias. To ensure that the candidate’s skill set is the only emphasis, use technologies like Textio or Gapjumpers.
- Offer alternatives to people who are forced to resign because of duties to their families. By offering flexible work schedules or on-site childcare, employers may let mothers work without worrying about their kids. Offering paid paternity leave could be an attempt to eradicate all gender bias.
- Be as open and honest as you can about the pay of each employee. Many European companies are openly sharing the wages of all their employees in order to prevent discrimination of any kind.
- The disparity in compensation between men and women in the same role is known as the gender wage gap. Generally speaking, women get paid less than males for the same job. In order to complete caregiving duties at home, women frequently quit their professions or take time off, which eventually impacts their work experience and contributes to the growing pay disparity.
- Causes of the Gender Wage Gap: Men are viewed as the main provider for the family and women as the caregivers due to ingrained conditioning.
- since of this perception, males are paid more since they are expected to provide for their families, whereas women are not considered capable of doing so.
- The gender wage gap is influenced by a number of factors, such as age, educational attainment, disability, and race and ethnicity. Consequently, there are differences in pay amongst different groups of women.
- The following are some typical situations that result in a gender wage gap:
- Career opportunities and drive are lacking. Women are discouraged from pursuing some professions because they are perceived as male-dominated, especially those in STEM. Women are not paid as much as males, even if they do. Women are urged to pursue lower-paying occupations like nursing, teaching, and so forth.
- Two things to think about are work experience and a gap in employment. Career pauses are common among women who take time off to care for their children. People are therefore presented with a job offer that is a good fit for their qualifications.
- There are differences in work hours. Naturally, women are supposed to attend to all of their children’s needs. Their ability to find work is therefore compromised. However, men are not impacted in the same manner, which enables them to put in more hours.Men therefore benefit from working more hours than women.
- Despite legislation prohibiting gender-based pay discrimination in many countries, companies continue to pay women less than men, mostly because they took a professional sabbatical or because their prior salary was lower.
What steps can HR take to close the pay gap?
HR specialists can assist their organization in reducing the gender wage gap in the following ways:
- Establish pay scales for certain job roles: Instead of paying your employees based on their prior revenue, consider their experience and competence.
- Take action to eradicate implicit bias. To ensure that the candidate’s skill set is the only emphasis, use technologies like Textio or Gapjumpers.
- Offer alternatives to people who are forced to resign because of duties to their families. By offering flexible work schedules or on-site childcare, employers may let mothers work without worrying about their kids. Offering paid paternity leave could be an attempt to eradicate all gender bias.
- Be as open and honest as you can about the pay of each employee. Many European companies are openly sharing the wages of all their employees in order to prevent discrimination of any kind.
