The Gender Pay Gap and How Human Resources Can Address It

Principles of HR Management Gender Gap in Workplace

Persists in the 21st Century The long heated arguments of inequality treatment between men and women are still on fire. It is not new to us that even in our ancestors’ era, this gender gap, and comparison is so intensive when it comes to women’s capacity. The decades, a years had passed, but the gender gap has not changed. We had paced trends of technology. Through innovation, we changed our ways of trading, communicating, marketing, hiring, and global investing.

Yet, throughout these changes and advancements, one thing has not changed nor achieved, it is how to treat women fairly for its skills, knowledge, compensation, and wages. This research essay will discuss the prevalent gender gap in works when it comes to skills and salary regardless of the position in work field.

In this paper, we will know the unresolved issue on gender gap most specifically women who has same skills, and position as to men yet receiving unfairly salary.

In this 21st century, where technology is fast pacing the changes, women are still left behind with its rights to fair treatment in workplace compare to men. Canada, as one of the highly developed country, it can’t escape the truth that there is still ongoing gender gap in workforce. According to the Statistics Canada data, published in 2018 of November, Canadian Women make an average of 74 cents for every dollar of annual salary made by men among the entire working population. However, only 25 women out of more than 300 named executive officers of TSX 60 companies were paid on average 64 cents for every dollar earned by their male counterparts.

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The cross-border council acknowledged that, companies do its best to this gender diversity, yet survey results showed a “critical gap.” Though most companies want to see women advance in their career, to achieve that goal it needs firmness and affirmation (National Post Online).

Furthermore, the Canada-U.S. Council for Advancement of Women Entrepreneurs and Business Leaders released its fifth and final pillar report on October 2018. Many employers in Canada and the United States do not have defined goals, measurements, and accountability to achieve progress, despite women engagement in advancing their career (Marcel). According Julie Sweet, CEO of Accenture North America, Co-chair of the council and Co-author of the report, “We see a major disconnect between commitment and action (Gender diversity research reveals ‘major disconnect’).” If these companies in Northern America will give their best interests to shape these women in the industry, we can achieve the equity we longed for. Women’s roles had changed over the period, such as in the societies and homes.

The research data from Denmark implied that there is no gender wage gap but rather-a child bearing penalty. This research was supported by a study led of Marianne Bertrand in University of Chicago, 2009, which concluded that women who did not have children ended financially in the same position as men. Whereas, women who had children tend to leave the workforce, and paid maternity leave, and take a full year off. In that reason, women have less earning than men. Prior to pregnancy, women earned much than men (Henrik Kleven). It is not only in wages that women feel the gap in workforce. The skill of a woman had been criticized too. In the research conducted by Accenture (NYSE:CAN), women from generations, Baby boomers, Gen X and Millennials showed a proficiency in using technology to find work, get training, development and advance their career. This research means that gender gap might be resolved in workplace but the projected years are 45 in developing nations, compared to 85 years at the current pace.

Though, they still hope in closing the gender gap in workplace by women’s knowledge in utilizing digital. The salary payment for both men and women is still beyond incomparable. Men from these three generations X, Millennials and Baby boomers are still dominant (ENP Newswire). Canada has ranked seventh-highest wage gap among the 38 countries in OECD according to Canadian Women’s Foundation (Levitt 15). There are some guidelines the human resources can do to bridge this gap between men and women. Employers can stick with these guidelines too to ensure sustainability and productive of work among employees. According to Aptitude Research Partners, firms that pay equally regardless of the gender, employees productivity increased nineteenth percent, while the surveys done by CEB/Gartner in 2017, sixteenth percent of employees tends to leave the company for unequal gender compensation.

First, by auditing, it can be assessed by having an organizational flow to ensure that employees from entry level to superior are getting right compensation according to their job description. Second, always be transparent. Ensure to disclose salary at the beginning of interviews for both men and women because studies showed that men tend to negotiate the salary than women. Women tend to be left behind for salary compensation by this reason. Third, check your promotions. Ensure that all employees from entry level to superior are all scrutinized, by doing these companies can avoid overlooking some employees.

Lastly, rechecking or doing it again. Achieving pay equity need a thorough monitor, and address pay as hire, promote, and try to retain employees (Olen 56). This gender gap will be successfully end if big firms are working hand in hand to resolve this issue, not only focusing on how to increase profits but also maximizing individual’s capacity regardless of gender. We hope that in this pace trends of technology, we can also face changes on how to adhere in gender equity.

References

1. “Digital Skills Help Narrow the Workplace Gender Gap, Accenture Research Finds.” ENP Newswire, 4 Mar. 2016. Web. 22 Jan. 2019.
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   Levitt, Howard. “The Main Reason a Wage Gap Exists: Motherhood; The Different
3. Choices of Men and Women is at the Heart of Debate, Not Discrimination, Howard Levitt Writes.” Calgary Herald, Aug 18 2018, ProQuest. Web. 22 Jan. 2019. <https://login.gbcprx01.georgebrown.ca/login?url=https://search.proquest.com/docview/2090673402?accountid=27351>
4. Marcel, Vander Wier. “Gender Diversity Research Reveals ‘Major Disconnect’.” Canadian HR Reporter 31.12 (2018): 1,1,14. ProQuest. Web. 22 Jan. 2019.
5. “Most Canadian Firms Not Tracking Gender Pay Gap, Advancement Rates: Report.”National Post Online. Nov 05 2018.
6. ProQuest. Web. 20 Jan. 2019.
7. Olen, Helaine. “Mind The Gender.” Inc. Jun2018, Vol. 40 Issue 3, p56-56. EBSCoHost.Web. 23 Jan. 2019. <https://eds-a-ebscohost
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