As an Indiana employee, you expect to receive a wage based on your experience, job title and time spent on the job. Yet if you compare your wage to that of an occupational equal of another gender, you may be surprised to see differences.
While employers should base salary and wages on work performance, some take into account your gender as well. In a time when genders fight for equal rights, why is there still a gender pay gap and how has it evolved throughout the years?
What is the gender pay gap?
When women began to enter the workforce in large numbers, they did not receive equal pay when compared to men. According to the Pew Research Center, women earned approximately 84% of what men earned in 2020. This means that a woman working full-time would have to work an additional 42 days a year to make the same wage as a man. The gap has narrowed over the years. In 1980, women earned 33 cents less an hour than males.
Why does the pay gap persist?
Many women have entered high-ranking positions, such as professional managers, CEOs, attorneys and medical professionals, narrowing the pay gap in that manner. Yet certain factors remain, including occupational segregation, ability to receive an education and work experience. Workplace discrimination is an issue, as many women report that they are not treated equally in the workplace. This includes being passed over for promotions, being treated as if they are not competent for the job and being turned down for critical assignments that might further their experience and ability to move up in the company.
Employers should treat all workers equally, regardless of their race, religious affiliation, color, age or gender.