Pay Equity Vs Pay Equality – Pay parity means offering the same salary or compensation to those who are responsible. The same work and work of the same value, without distinguishing the group of workers, race, gender, or other personal characteristics.
This is called ‘equal pay’ or ‘equal pay’. The goal is to eliminate the pay gap related to stereotypical psychological shortcuts or cultural conditioning of people in the workplace.
Pay Equity Vs Pay Equality
It guarantees equal pay for individuals with similar potential, working conditions, efforts, and responsibilities. In addition, address the gender employment gap that not only exploits individual abilities, but also lowers their morale and ultimately affects their performance.
Diversity & Inclusion: How To Run A Pay Equity Analysis
Gender equality refers to the principle that guarantees equal pay for male and female workers with equal pay or responsibilities for equal work under equal working conditions.
It aims to promote gender equality and the concept of fair work for everyone regardless of gender whether male or female for the same aspects of work. This has strengthened the effectiveness of workers, especially female workers and other women to receive opportunities for education and employment.
To achieve equality between men and women, the government, organizations, and other parties have presented laws or strategies that include:
There are several main factors that contribute to the gender pay gap which include:
The Gender Pay Gap
One of the main factors contributing to the gender pay gap is a deeply held belief in people’s cognitive memory. It not only causes diversity of thought, but also limits individuals to receive positive facts, thus contributing to the initiation of the gender employment gap.
The cultural belief that evaluates women as less productive than men is an important factor in increasing the gender gap, as well as hindering the balance of the workforce in companies.
Unconscious bias is an unintentional cognitive bias that is a consequence of stereotyping axioms. This type of prejudice is a form of discrimination and is recognized as a natural phenomenon that cannot be denied causing emotional instability in employers or managers. Therefore, it results in a lower wage agreement for female workers.
Job segregation refers to the differences in job tasks due to patriarchal perceptions before talent-biased management.
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For example – hiring men for fields such as engineering, technology, and finance, while considering women for administration, teaching, nursing, etc.
Another element that contributes to the gender pay gap is the lack of pay transparency which causes the gender gap to go undetected and thus perpetuates the gap.
Disruption penalties include parental leave or maternity penalty in the form of wage compromise due to maternity leave, reduced working hours due to caregiving responsibilities, bias that mothers are considered to be less skilled, etc.
Due to differences in access to education, the persistence of the wage gap becomes visible in society, thus reinforcing the gender pay problem.
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The wage gap can be a consequence of other factors that are prevalent around the world and have several important effects:
According to the World Economic Forum’s Global Gender Gap Report 2023, India ranks 8 Rank 127 out of 146 countries in terms of gender equality. This also needs to be increased to strengthen the economy by encouraging women’s economic participation in the workforce in the market.
Systemic discrimination refers to social structures rooted in individual prejudice and embedded in politics, norms, social norms and regulations.
This includes age discrimination, discrimination based on ethnicity, race, caste, sexual orientation, disability, economic inequality, gender stereotypes, patriarchal beliefs, etc.
Glassdoor’s 2022 Pay Equity Analysis
Social discrimination is an institution of social prejudice cloaked in stereotypical, autocratic, and imperial values that affects and contributes to the global wage gap.
For example: working men are not expected to do unpaid work that includes the burden of housework, caregiving responsibilities, and more, because women are expected to take care of all the responsibilities at home that hinder their career progress. Therefore, this determines the cause of the payment gap.
Economic and political constraints are key to increasing the global wage gap. Inequality between working men and women such as health, job segregation, access to higher education, gender-based violence and harassment by political leaders and gender inequality including laws and discriminatory labor practices and others.
If people from underdeveloped countries move to other developed places for better job opportunities and growth that creates a global wage gap.
Our Approach To Closing The Gender Pay Gap And Achieving Gender Pay Equity
There are several ways you can achieve the same payment. Some of these are discussed below:
The Equal Remuneration Act 1976 means and guarantees equal employment for men and women and prohibits employers from discriminating against women in terms of wages, promotions, compensation and other benefits.
Pay equity is important and an important aspect that must be fought for. By doing this we can create a workplace that is fair, inclusive, supportive, and diverse in the workforce, ultimately leading to gender equality and social progress. Therefore, it creates a healthy and productive work environment that contributes to the global economy as a whole. Equity Pay and Equity Pay are complex concepts that have real financial and social implications. First we will use a simple example of using gender to explain the meaning.
From 2008 to 2020, Marvel released 20 movies with male superheroes before we had 1 female superhero.
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Payequity is about paying female superheroes the same as male superheroes for the same job of saving the world. But equal pay is about changing our system and culture so more women can become superheroes.
In your company, you can consider achieving pay equity as a cornerstone of your commitment to equality for all.
Pay equity is about equal access to opportunity. This is a big and important idea. Women, people of color, people with disabilities, the poor, and disadvantaged groups all face barriers to accessing high-paying jobs.
These barriers can be systemic at the global level, such as how children of color have less access to quality education and less encouragement to pursue STEM subjects.
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It could be a system within your company, if your workplace is wheelchair accessible or your promotion system penalizes people who choose to have children.
Barriers can also be interpersonal, unconscious, and reinforced by social norms. Think of a specific example of a team that communicates only in sports metaphors and cruel jokes.
Pay Equity means equal pay for work of equal or equivalent value. In other words, salary should not be discriminatory based on protected characteristics.
A protected characteristic is a characteristic of a person’s identity that is protected from discrimination. That includes things like race, religion, sexual orientation, and disability status. In the United States, this is called a protected group or a protected class. In Canada, they are called restricted areas.
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While equality is a more philosophical concept, salary is specific and quantitative. You can measure it and you can fix it. Sounds simple, right?
To perform a salary analysis, you need to determine whether employees doing the same job are paid the same. You will group tasks into classes based on similar needs, you, responsibilities, abilities, efforts, and working conditions.
You will then conduct a regression analysis to determine whether there is a statistically significant wage gap between men and women doing the same job.
You may have noticed the careful language that defines payment. We are talking about workers doing “similar” work, not the “same” work. That’s because there is a difference between “the same work” and “the same or equivalent work”.
Equal Pay International Coalition (epic) (equality And Discrimination)
Equal pay for equal work means that if men and women do the same work, they should be paid the same. That’s a good first step. In the United States, it became the Wage Act in 1963.
Since then, things have evolved a lot. Currently, salaries are trying to be fixed so that there is equal pay for different jobs that are of equal value to the company.
In the Ontario Pay Act, “pay equity” requires an evaluation of all jobs in an organization and an unbiased comparison of work done by women and work done by men to determine whether women are treated equally. For example, a company receptionist can be as valuable to the organization as a warehouse clerk. The Wage Act requires employers to compensate women for work performed at least as much as the work performed by an equivalent male.
The specific legislation that applies to your company may vary, but the general idea is to standardize how this job is evaluated so that it can be compared to other jobs. Instead of comparing only doctors with other doctors, you can now compare their wages to nurses, police officers, or firefighters to close the pay gap across all agencies.
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Every year, the United States and Canada recognize the same salary. Today is a symbol of how far in the new year women have to work to earn money
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