This paper reviews the existing literature and studies of the status of women’s pay and position in a changing workplace to determine how it may be possible to further narrow and/or eliminate salary gender gaps.
The following paper discusses economic changes including the increasing service and technology sectors displacing manufacturing as dominant employers, increasingly more productive and better educated women, changing political and social mores and other issues which significantly place in question policies and situations in which a gender gap exists. This research proposes to review the factors toward recommendations of how businesses can improve productivity through equitable pay supporting workplace diversity and motivation.
In 1963, President Kennedy signed the Equal Pay Act into law, making it unlawful to discriminate against a worker on the basis of sex. Since that time, the wage gap between men and women in the United States has narrowed by just 15 cents, now being 74 cents, as reported by the U.S. Census Bureau.Pay equality is most prevalent for the 16 to 24 age group, in which women earn more than 90 percent of what men do; however, the gap becomes 75 percent in the 25 to 54 year old group – those at the height of their careers and life responsibilities. (“How Equal is Equal Pay?” Teresa Brady, Management Review, March 1998).