Avoiding Wage Discrimination Based on Gender

Subject: Employee Management
Pages: 1
Words: 281
Reading time:
< 1 min
Study level: College

The issue of gender pay inequality concerns the difference in average pay for work done by women and men within the same organization and poses extensive challenges for organizations. Such pay inequalities can result from variations in pay schemes. Some schemes allow lower wages and bonuses to be paid to women, even if their productivity is the same as that of men (Ozdenerol, 2021). However, pay inequality is often represented by a lack of gender balance in the different levels and functions of jobs. This is because women are less likely to hold higher positions and perform better-paid job functions. It can also be due to the fact that women are disproportionately employed in lower-paying job functions. I believe that if the selection of candidates for vacancies as well as the setting of salaries had taken place before the establishment of the gender appliqué, inequalities could have been avoided.

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The point is that the issue of gender inequality is about prejudices concerning the work capacity or needs of people of a specific gender. In the absence of gender information about the person, the employer will not be able to determine the wage level based on gender stereotypes. Instead, he will determine this criterion solely on the basis of the applicant’s qualifications. This avoids prejudice and thus the influence of gender stereotypes on wage determinations. In addition, without having information about the applicant’s gender, the employer can pay more attention to the professional qualities of the person and his/her current work experience. The employer will determine the salary level solely concerning these qualities. Consequently, women will not suffer from gender pay inequalities, and employers will pay good wages for truly experienced workers.

Reference

Ozdenerol, E. (2021). Gender inequalities: GIS approaches to gender analysis (1st Ed.). CRC Press.