College Papers

On describes this as “Glass Ceiling Discrimination” (The

On average, a working woman makes 75 cents for every dollar a man makes. Although 25 cents may not seem like a lot to lose, however, if you think about that annually, her median annual earnings are $10,800 less than a man’s. And if you look at it over the long term, this can add up to nearly half a million dollars (Senate). 50 years ago, a solution to the wage gap appeared in the USA Equal Pay Act. Although this very law was created to neutralize gender discrimination, it has not been successful. Countless statistics show that genders are still being discriminated against, even though 50 years have passed. There is undeniable evidence the Equal Pay Act must be changed to eliminate gender discrimination because women are still being paid less than men, it is harder for women to be promoted in the workplace, and it is difficult for men to be hired in jobs dominated by women.Firstly, women are still being paid less than men in the workplace. The current gender wage gap is 21%, women being on the downside of that number. Women are only being paid 75 cents for every dollar a man makes. Although women are being paid less than men, women are the main provider in 6 out of 10 American families. This means although women’s income is essential to support the family, they aren’t making as much money as they should, taking away opportunities for their offspring (Brinlee). Consequently, if nothing is done, the gender wage gap is not estimated to close until 2059, quite a few decades from now (Maloney). If the Equal Pay Act is not changed, countless women will lose money that they’ve rightfully earned.In addition, women can’t climb the ranks at work as easily as men can. Wolfe, a successful entrepreneur describes this as “Glass Ceiling Discrimination” (The Balance). Covert, an advocacy reporter explains “Women experience internal promotion rates that are 34 to 47 percent lower than for men” (qtd. in ThinkProgress). Moreover, statistically, 80% of the lowest ranking jobs are female. Yet, the top 3 ranking jobs ar 90% men. Furthermore, The Economist mentions that only one-fifth of senior executives in G7 countries are women (The Economist). In short, women are staying in the lower ranks of jobs, while men are dominating the higher positions, leaving it difficult for women to occupy important positions (The Balance). This situation is one of the reasons women aren’t making as much as men. Yet, women aren’t the only ones experiencing discrimination at work.Furthermore, men also experience discrimination at work. For instance, Ventura Corporation, a beauty wholesaler, was sued in 2014 over the fact that they refused to hire men as their sale reps (USEEOC). This supports the idea that society has dictated what jobs are more suited for women or men, instead of letting genders have an equal chance of all jobs. Similarly, men are 4 times less likely than women to be considered for a secretarial position. It is a strenuous task for men to even approach jobs that are more dominated by women (Curtis). Secretarial jobs do not need as much college education, such as a doctorate, so for many, this is an opportune job to make a good living. However, men are not getting as much of a chance to get jobs like this. For this reason, it is easy to see not only women are being discriminated, but men are as well, bringing even more evidence why the Equal Pay Act needs to be changed to bring justice for both genders.    Additionally, many uninformed proponents of the current Equal Pay Act, feel that the purpose of the act was to eliminate discrimination, and consequently feel that amending the Equal Pay Act is unnecessary, as it already covers all bases of gender discrimination (O’Beirne). Although to a bystander, this appears a valid argument, it is clear the Equal Pay Act has not been successful in covering bases at all. There are several loopholes in the Act itself that makes it difficult to prove evident discrimination. According to the Equal Pay Act itself, “employers must pay an equal wage for comparable work” (Britannica). However, this language itself is vague, as it allows employers to pay different wages for any other factor other than gender (Brinlee). Moreover, Emily Thornberry, a politician raises the question, “Did you know if a man takes your job and is paid more than you, you can’t rely on this as evidence of discrimination?” (Thornberry). For this reason, the unclear language makes it difficult to build a case of gender discrimination and win, even with convincing evidence including the one aforementioned in Thornberry’s statement. This has been allowing true discrimination to pass by unpunished. On top of this, the punishment for violating the Equal Pay Act is highly inadequate. Only 2 years of retroactive pay to the plaintiff, only a meager drop in the ocean for larger companies (Brinlee). All things considered, the current Equal Pay Act is most definitely not sufficient and needs to be changed to bring justice.It is plain to see if we want to eliminate gender discrimination, The Equal Pay Act must be changed because women and men alike are both suffering in the face of unequal opportunities in the workplace, and the Act itself proves insufficient as there are many loopholes. Today in society, a working woman makes 75 cents for every dollar that a man makes. Imagine what would happen if the Equal Pay Act was changed and finally closed the wage gap. Not only would she get her well deserved $10,800, but in addition, she would get her dignity, her respect and her recognition back.