Gender Wage Gap In 2031
Another research about women wage gap is conducted by Kidd and Shannon (2002) in Australia. This research tries to project the future gender wage gap in 2031 by using income distribution survey in 1996 and Australian Bureau of Statistics (ABS) demographic projections (Kidd & Shannon, 2002). The result shows that even though there are a significant number of women in the workforce, the gender wage gap will not change considerably in 2031 (Kidd & Shannon, 2002). Moreover, despite women achievement in education continue to increase, the notable gender wage gap persists in 2031 (Kidd & Shannon, 2002).
Even though gender stereotypes is influencing many aspects of one’s career especially women, however, gender stereotypes
is not the only reason that has caused women to be lacking behind its men counterpart in the organization leadership roles. Chai and Kleiner (1999) argue that there are five factors that impede women’s career, which is first, stereotypes and perception that women managers do not have successful leader’s characteristics compared to men manager. Second are mentoring and networking (Chai & Keliner, 1999). Based on the survey, women do not have strong networking inside and outside organization that could help their career. Third is discrimination, women are still facing discrimination in hiring and get a promotion (Chai & Keliner, 1999). Fourth is family issues (Chai & Keliner, 1999). Women with caring responsibilities are having difficulty meeting their work assignment such as traveling to another city while she has to take care of her baby. Lastly is funding accessibility (Chai & Keliner, 1999). As more women opt-out from the company and to start one’s own business, women are more difficult to access funding and to get loan compared to men (Chai & Keliner, 1999). Therefore, based on this research, women need to take into account all those five factors in order to compete with men counterpart.
Even though gender stereotypes is influencing many aspects of one’s career especially women, however, gender stereotypes
is not the only reason that has caused women to be lacking behind its men counterpart in the organization leadership roles. Chai and Kleiner (1999) argue that there are five factors that impede women’s career, which is first, stereotypes and perception that women managers do not have successful leader’s characteristics compared to men manager. Second are mentoring and networking (Chai & Keliner, 1999). Based on the survey, women do not have strong networking inside and outside organization that could help their career. Third is discrimination, women are still facing discrimination in hiring and get a promotion (Chai & Keliner, 1999). Fourth is family issues (Chai & Keliner, 1999). Women with caring responsibilities are having difficulty meeting their work assignment such as traveling to another city while she has to take care of her baby. Lastly is funding accessibility (Chai & Keliner, 1999). As more women opt-out from the company and to start one’s own business, women are more difficult to access funding and to get loan compared to men (Chai & Keliner, 1999). Therefore, based on this research, women need to take into account all those five factors in order to compete with men counterpart.