Shaping The Gender Pay Gap
In this country, women on average earn only seventy-nine percent of what their male counterparts make in the professional world working full time; seventy-nine percent is the national average and in some states that number is much lower. For instance, in Louisiana, women earn only fifty-nine percent compared to their male counterparts. The Bureau of Labor Statistics reported that in the fourth quarter of 2015 noted that women had a higher median earnings percentage of 80.4%, showing that the gender pay gap is narrowing, but will not close completely unless the American people fight to help close it and give women the money that they deserve for working. The big number of seventy-nine percent has decreased especially since the 1970s and will
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Hadas Mandel and Michael Shalev point this topic out in their rhetorical analysis essay, “How Welfare States Shape the Gender Pay Gap” and talk about the term “defamilialization” and how women are put more into the service industry based on how they are natural caretakers. “…Women’s eligibility for social rights that are rarely used by men lowers their commitment to careers and increases the motivation of private employers to practice statistical discrimination against women” (Mandel & Shalev, “How Welfare States Shape the Gender Pay Gap). In other words, maternity leave and other things that women need to take and/or do is opening the doors for discrimination. Around the age of thirty-five, the pay gap makes a major jump, according to an AAUW chart that shows the pay gap between the different age groups. That jump could be due to the fact that women are leaving their jobs and starting their families or that men are just getting higher paying jobs that women just are not entering. Mandel and Shalev also say, “Defamilialized public care therefore contributes to the concentration of women in feminized service jobs, lowering their representation in better-paid, male dominated positions.” Women are viewed as being teachers or nurses and they are discouraged from entering the hustle and bustle of the business world and become a CEO of a fortune 500 company. Women are capable of being the head of a company, but are viewed as inferior to men over something that was formulated in the 1950s during the suburban
Hadas Mandel and Michael Shalev point this topic out in their rhetorical analysis essay, “How Welfare States Shape the Gender Pay Gap” and talk about the term “defamilialization” and how women are put more into the service industry based on how they are natural caretakers. “…Women’s eligibility for social rights that are rarely used by men lowers their commitment to careers and increases the motivation of private employers to practice statistical discrimination against women” (Mandel & Shalev, “How Welfare States Shape the Gender Pay Gap). In other words, maternity leave and other things that women need to take and/or do is opening the doors for discrimination. Around the age of thirty-five, the pay gap makes a major jump, according to an AAUW chart that shows the pay gap between the different age groups. That jump could be due to the fact that women are leaving their jobs and starting their families or that men are just getting higher paying jobs that women just are not entering. Mandel and Shalev also say, “Defamilialized public care therefore contributes to the concentration of women in feminized service jobs, lowering their representation in better-paid, male dominated positions.” Women are viewed as being teachers or nurses and they are discouraged from entering the hustle and bustle of the business world and become a CEO of a fortune 500 company. Women are capable of being the head of a company, but are viewed as inferior to men over something that was formulated in the 1950s during the suburban