The Gender Pay Gap in Society Explained

The problem of the gender pay gap

In Australia, gender pay gap is persistent despite the existence of government policy that is aimed at eliminating the issue (Livsey, 2017). The disparities in gender pay reflect the trends in gender pay that have placed women to earning less salary than men in many industries and organizations despite their professional achievements (Australia’s gender pay gap statistics, 2018). Gender pay is a human resource management issue that is often influenced by a number of factors in organizations. Women in most organizations are not paid less because they decided to pursue lower-paying jobs or because they work part-time than men (Miller, 2018). Gender pay gap is a human resource management issue that ought to be addressed within the setting of most organizations.

In most organizations, gender pay is often influenced by the human resource management department that makes critical decisions on the hiring and compensation of employees. In the Australian context, there are reports of discrimination and bias in the hiring and payment process based on the gender of employees. Women are discriminated at their places of work and the amount of salary to be paid is influenced by the closeness of the women to the top management of the organizations (Dahlgreen, Mpini, Palumbo & Guibourg, 2018). The magazine indicates that the women and men work under the same conditions but the jobs carried out by women attract lower wages than those of men.

Gender pay gap in organizations exists because of lack of flexibility at the work place to accommodate responsibilities in senior roles positions. Women are known to have a caring nature over their lifetimes (Blau, Frankcine &Kahn, 2003). Gender pay gap in Australia affects women of all ages, races, education levels as there is no flexibility at their places of work to accommodate their care-giving responsibilities.

While gender pay gap affects all women in Australia, the pay gap also varies for different racial groups in the country. The earnings of women depend on their individual situation at their places of work where it is likely that the women will be discriminated based on their race and gender (Yanadori, Gould & Kulik, 2014). Black women in Australia are noted to experience a lesser pay than the white Australian women who have European backgrounds (Todd &Eveline, 2004). In trying to solve the issue of gender pay gap, age and education levels may not count as women have been discriminated in most organizations for decades despite their maturity and academic qualifications (Adams & Berg, 2017). Stringent policies ought to be put in place to ensure that there is no discrimination at work place that leads to the gender pay gap.

It could be argued that women spend a lot of time out of the workforce; thus, impacting the progression of their careers and opportunities (Chichilnisky, 2009). In Australia, women and men work in different industries and different positions but the female-dominated industries in the country attract lower wages as compared to the earnings of men. The issue of gender pay gap tends to commence when women are hired in the organizations as it is assumed that the high likelihood of women doing part-time jobs and taking time out of work would affect the economic securities of the organization in which they work (Smithson et al, 2004). The problem of gender pay gap is experienced in many countries, suggesting that gender pay gap is an international measure to determine the position of women in the society.

Women consistently earn less than men in most organizations because of part time jobs and the employment of women in lower paying occupations. Government data indicate that organizations that are dominated by females in Australia tend to be paid lower salaries as compared to organizations that are dominated by men (Blau, Frankcine &Kahn, 2003). Gender pay gap in Australia is also noted to be influenced by industrial segregation as there are industries where the workforce roles and responsibilities are gendered. While the issue of gender pay gap is not common in organizations that are managed by women, the pay gap in managerial level increases sharply in favor of men (Dahlgreen, Mpini, Palumbo & Guibourg, 2018). The high pay gap rise for men in such industries that are dominated by women is an indication that where men are few, they are likely to be valued; thus, high pay.

In Australia, surveys that are aimed to find out the factors influencing the gender pay gap in places of work indicate that the number of hours worked, education level, and parenting status are the major factors determining the employees pay. Industrial segregation contributes to the pay gap but being a woman also leads to the pay gap in the industries (Blau, Frankcine &Kahn, 2003). Gender pay gap that is in the favor of men implies that there is less independence for women, less security, and less power for the women in the society. Economic growth is impaired because of less pay for women as the human capital potential in most organizations is lost (Dahlgreen, Mpini, Palumbo & Guibourg, 2018). Gender pay gap in Australia increases the burden to the Australian government as diminished earnings imply more reliance on welfare for the women.

Gender pay gap being a human resource issue in organizations, companies have the capacity to close the gender pay gap overnight by paying women the same amount of salary as their male colleagues. There are companies that are on the record to be increasing their expenditure to close the gender pay gap and ensure that men do not negotiate their way back as the top paid employees (Morgan, 2018). Despite the efforts to close the pay gap, ensuring the same pay for all employees maybe a complex issue that the country has a long way to fix.

Gender Equality

Gender equality is achieved when women and men benefit from the same rights and opportunities that are available in all sectors of the society. Gender equality is a situation that allows for equal economic participation and taking place in the decision-making process that is driven by the aspirations and different needs of both women and men in the society (United Nation, 2018). Gender equality is an industrial relations issue that values and favors the needs of both men and women.

Under the requirements of the Millennium Development Goals, the world has been successful in achieving gender equality and the empowerment of women in the society. However, there are reports that women and girls have continued to be discriminated and experience violence in all corners of the globe (McDonald, 2000). As an industrial relations issue, gender equality ought to be considered a fundamental right and a necessary foundation that is the foundation of a peaceful coexistence and a flourishing and sustainable world (Sainsbury, 1999). Gender equality is a requirement in the society that ought to be promoted to ensure sustainability of projects that are geared towards accommodating the future generations.

Gender equality is an industrial relations issue that does not only focus on work relations. Industrial relations also tend to focus on the provision of women and girls with equal access to education, health care, decent jobs, and a representation in political and economic processes (Colgan, Fiona, &Ledwith, 2003). Both women and men are required to take part in critical industrial relations decisions that are known to fuel sustainable economies and be of benefit to the entire society and humanity.

In Australia, gender bias is an industrial relations issue that is noted by the government to undermine the country’s social fabric and devalues all the Australian citizens. Gender equality is a human rights issue that could lead to a tremendous waste of resources of the globe’s human potential is not followed (Cushman, 2011). In Australia, there is the perception that if women are denied equal rights and opportunities, about half of the entire population is also denied an opportunity to maximize the potential of their lives.

The perception may be true as gender equality in every aspect such as politics and economic sustainability benefits all the inhabitants of the earth (Rudin, 2017). The issue of gender bias can be eradicated is nations may be in a position to work together towards the achievement of a common goal, which is advocating for equal rights and respect for all (Klarsfeld et al, 2014). While there are varied gender roles and responsibilities for men and women, gender equality call for equal opportunities for all.

The interests, needs, and priorities of both men and women should be taken into consideration. There are sex characteristics that are applied globally but are opposed to the equality in gender roles (Trentacosta &Kenney, 1997). Such characteristics should only be limited to the biological definition of the role of women and men in reproduction (SPIE, 2016). Many studies argue that the Western World has achieved gender equality whereby women have the same legal rights as men.

The belief that gender equality has been achieved in the Western societies may be wrong as countries such as Australia still face issues of discrimination based on gender at work place (Alba, 2018). Feminists continue to argue that the battle for gender equality has not been won as there is no scientific evidence that gender discrimination has been completely eradicated in the modern society.

Underpayment

Underpaying employees is an employee relations issue that is often addressed by stiff penalties in most countries. Underpayment of employees is an implication that the employees are being paid less than their stipulated salaries; thus, infringing on their industrial rights (Wilkinson, 1999).

Employees have a right to full payment of their salaries and wages because the salary is noted as an incredible motivation at workplace. Managers who underpay their employees have a difficult time dealing with issues of underpayment as it is their legal obligation to ensure that all their employees are fully paid as per the agreement to when the employees were hired (Al-Zawahreh, 2012). Underpayment may also involve some employees being denied their right to pay rise, or some employees being discriminated while the other workers are being recommended for an increase in their pay.

In Australia, employers who underpay their workers put their organizations at the risk of a number of repercussions such as enforcement litigation that is usually brought by the office of the Ombudsman (Dawson, 2018). Such repercussions may result in orders for back pay and monetary penalties as the underpayment is an employee relations issue that the Australian government does not condone.

Cases of underpayment of employees ought to be addressed against the company directors and senior personnel in the top management of the companies, as well as the companies (Rajivan &Khati, 1999). Underpayment breaches have severe consequences that push the companies to pay the minimum hourly rates as prescribed In the case of errors involved when calculating or classifying employee category, it is the role of the employees involved to rectify the relevant errors without delay (Taylor, 2018). Underpayment may occur in ways that cannot be passed off as “accidental.” In such cases, the companies have to face the consequences of the rule of law.

As an employee relations issue, underpayments and overpayments may be a normal part of the tax credits system (Broderick, 1991). In the case of underpayment within the period of a tax year, it is appropriate to inform the tax credit office about the income that has been going down before the renewal of the tax credits is done (Razavi, Shahra, &Staab, 2010). It is often recommended that employees who forward their claims of underpayment are paid a lump sum of the money that has not been paid.

When dealing with underpayment claims, it is advisable to gather the facts rather than concluding that it is the employees who are wrong. The employee relations issue demands discussions that would analyze discrepancies in payment (Anderson &Shinew, 2003). The management of the organization and the human resource departments are required to spare their time and follow the required guidelines on how to avoid the matter of underpayment leading to significant problems in the business.

Apparently, underpayment of employees would place the company at risk even if the underpayments occurred as a result of errors. The consequences of the underpayment may impact the mentioned organization from a financial, reputational, and supply chain perspective (Allen et al, 2005).

Walmart, a company that is known for underpaying its employees had to pull down a revolutionary artwork after complaints from the public, indicating the organization’s damaged reputation (Baker, 2013). Underpayment is an employee relations issue that most workers may not be happy about because of the responsibilities that they have been assigned at their places of work and the extent of their knowledge and experience in the same fields.