Equal Pay for Equal Work

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Equal Pay for Equal Work

• By
• Tara DeVore
• Hardas Bhullar
• Bob Doran

2
Introduction

• Imagine being paid 76 of what the person
  working right next to you makes. You know that
  your jobs are nearly, if not completely
  identical, and yet he is still paid more, simply
  because of his gender. Sexual biased payment is
  against the law, but is still being regularly
  implemented by businesses in America today.

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Background

• Title Equal Pay Act of 1964 requires that men and
  women be paid the same amount of money for the
  same amount of work, when in the same
  establishment.
• According to this act, the jobs do not need to be
  identical, but substantially equivalent to each
  other.
• This Act also prevents employers from
  compensating differently on the basis of sex.

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Background Continued

• Men are four times likely to negotiate a higher
  salary than women. Eventually this amounts to
  approximately 500,000 USD in lost revenue by age
  60 for the average women.
• Due to this wage gap, women receive 300 Billion
  less than men every year in total across America
  ( in the year 2008).

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The Central Problem

• The fact that women are being paid much less that
  a man of the same job and same ability has not
  only become a problem in America, but it is a
  problem worldwide as well.

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Secondary Problem

• Marianne Stanley, a coach at the University of
  Southern California, was being paid a substantial
  amount less that that of a male colleague, Coach
  Raveling. They had the same jobs, and were both
  coaches of basketball at the university, but he
  was being paid roughly 50,000 more a year than
  her.

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Marianne Stanley

• Marianne Stanley attended Immaculata university
  and played basketball there.
• In 1978 Marianne Stanley became the head coach
  of basketball at Old Dominion University, with a
  record of 296-59. At ODU her team won three
  national championships.

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Analysis of Literature

• Our first source described the Civil Rights Pay
  Act of 1964, as well as the Equal Pay Act of
  1963 while also describing discrimination in
  sex-segregated jobs.
• Our second resource described situations and
  factors that play into the likelihood of a woman
  experiencing sexism in their everyday life.
• Our final resource paid attention to pay
  inversions at universities, which is where a
  person with low qualifications is hired for the
  same salary as a more experienced individual

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Quotes

• Source One The requirement of the equal pay for
  equal work under Title VII of the Civil Rights
  Act of 1964 and the Equal Pay Act of 1963 has not
  eliminated sex-based discrimination in
  compensation (Equal Pay, comparable work, and
  job evaluation 657)
• Source Two when different type of
  discrimination were tallied, unwanted sexual
  attention (38) and unfair treatment (37) were
  most common, followed by sexist comments (25).
  (Ayres 454)
• Source Three A recent American Association of
  Collegiate Schools of Business study shows that
  new PhD's hired by member schools received an
  average of 92,500 compared to 87,500 for
  assistant professors and 88,800 for associate
  professors. (Glassman 326)

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Alternative Solutions

• Solution 1Providing tax breaks or other
  incentives to business that are shown to provide
  their workers regardless of sex, equal pay for
  equal work.
• Solution 2 make an amendment to the Equal Pay
  Act stating that businesses within a certain
  state will have to make the percentage of their
  workforce proportional to the gender ratio of
  that states population.
• Solution 3 our last solution is to raise women's
  pay approximately 5 per year over the course of
  5 years, which will raise their salary to fulfill
  the 24 that they are currently being underpaid.

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Evaluating Alternative Solutions

• Overall the tax break incentive seems to show the
  most possibility and may be the easiest to
  implement, while also effectively raising women's
  salary nationwide.

Tax Break Incentive Program

Pros Cons
Companies would be more likely to implement Fair Pay Would cost the government a small amount of money from taxes
Companies would have more to pay their women since the have less to pay in taxes Companies may choose not to join this program
Cmpanies would have more incentive to hire and equal of women and pay women equal wages. Women in companies not in the program would still be affected by unequal pay

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Conclusion

• To allow our plan to work, the tax break
  incentive, the government would first have to
  endorse this plan, and then put it into effect.
  It is likely that a large congressional and
  senate hearing and voting's would be required to
  pass this type of program. If passed, the program
  should go into effect immediately.

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Conclusion continued

• We feel this solution will work well since it is
  easiest to put into effect, and will provide
  businesses with a way to lower their taxes, while
  paying their female workers a better salary.
• If our solution had previously been around it is
  likely that Marianne Stanley would have been paid
  an equal amount as Coach Ravelings, since the
  university would have had better reason to pay
  her equally.