The Legal, Ethical, and Strategic Implications of Gender Discrimination in Compensation: Can the Fair Pay Act Succeed Where the Equal Pay Act has Failed?

Giapponi, Catherine C.; McEvoy, Sharlene A.

doi:10.2190/8733-70w7-3576-6823

Cited by 9 publications

(11 citation statements)

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“…At the macro level, the focus is on economic theories, which provide explanations of the phenomenon based on such factors as differences in education, work experience, amount of starting salary as well as general explanations such as different types of discrimination (Keaveny et al , 2007; Grybaite, 2006; Mitra, 2002). Micro level explanations of the gender pay gap include such personal factors as individual preferences and forces, which change values and attitudes towards working conditions and compensation practices (Giapponi and McEvoy, 2006; Bren and Garcia‐Penalosa, 2002; Hakim, 2000).…”

Section: Introductionmentioning

confidence: 99%

Gender pay gap and its perceptions

Khoreva

2011

Equality, Diversity and Inclusion: An International Journal

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Purpose -The purpose of this paper is to broaden the domain of the gender pay gap research by exploring individuals' perceptions of it. Examining the factors that have an impact on the way individuals perceive the gender pay gap helps answering the question of why it persists and how to overcome it. Design/methodology/approach -The paper provides a conceptual model of the factors proposed to influence individuals' perceptions of the gender pay gap by adopting social comparison, equity, occupational socialization, relative deprivation, expectancy and social dominance theories as well gender socialization perspective. Findings -According to the conceptual framework, such individual factors as pay expectations, gender role orientation, perceived pay fairness, gender, age, marital status and education facilitate the perceived gender pay gap. Furthermore, gender composition of employment sector and occupational status predict individuals' perceptions of the gender pay gap. Finally, welfare state regime and the degree of public awareness constitute the perceived gender pay gap. Practical implications -Besides, the obvious suggestion of eliminating the gender pay gap, the paper suggests that more efforts should be made by media and governments to discuss the concept of the gender pay gap and make women aware of their rights and opportunities. Originality/value -The main of this paper is that it draws together different theoretical perspectives into the model of the perceived gender pay gap.

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Section: Introductionmentioning

confidence: 99%

Gender pay gap and its perceptions

Khoreva

2011

Equality, Diversity and Inclusion: An International Journal

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“…Perception of Fair Pay was derived from Fair Pay and Minimum Wage legislation, reflecting equal pay for jobs that are comparable in skill, effort, responsibility and working conditions (Giapponi and McEvoy, ). It was measured by rating the following statements: my pay is fair compared to other council workers; I am fairly rewarded for the amount of effort required in my job; for the amount of skill required in my job; for the amount of responsibility involved in my job.…”

Section: Methodsmentioning

confidence: 99%

Race discrimination at work: the moderating role of trade unionism in English local government

Seifert

Wen

2018

Industrial Relations Journal

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Workplace racism remains a serious issue despite over forty years of legislation alongside a raft of HRM policies. There remains limited research on the differences in employment experiences of British Black and Asian Minority Ethnic (BAME) staff and their white colleagues. There is a power imbalance at work as between individual employees and management, and this lack of equity has been traditionally counterbalanced by strong workplace trade unionism. In particular, we know little about the role of trade unionism on the perception of workplace equality among BAME employees. Using more than 2,580 valid responses from full‐time employees in highly unionised local councils, this study shows that BAME employees have a significantly lower evaluation than their white colleague of fair pay and equal work environment. The latter fully mediates the negative perception between BAME staff and fair pay; and furthermore, the perception of union commitment to equality strengthened their views of a management‐supported equal work environment.

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“…If we look at another socio-demographic factor -education, it should be noted that a higher standard of education is associated with higher earnings for both sexes, but in the case of men this relationship is stronger than it is for women. Women are often discouraged from an early age by their families, teachers, and communities to choose fields of study related to technology and science, which often provide high salaries (Giapponi & McEvoy 2005, Langdon & Klomegah 2013.…”

Section: Employee Socio-demographic Statusmentioning

confidence: 99%

Determinants of Vertical and Horizontal Gender Segregation in the Workplace in Poland

Kacprzak¹

2014

AOC

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The aim of this article is to analyse factors influencing the level of horizontal and vertical occupational segregation in Poland. The results of qualitative and quantitative surveys conducted among Polish employees are investigated. The data are taken from a project on employee perspectives on corporate social responsibility. Ninety individual depth interviews (IDI) with participants from 22 sectors of the economy and 1000 computer-assisted telephone interviews (CATI) on a representative sample of Polish employees were carried out. A number of variables associated with respondents' socio-demographic status, the characteristics of respondents' organisations, and internalised values and norms, were analysed. The findings suggest that the vast majority of the observed examples of discrimination originate from the cultural values and norms of Polish society, which decision-makers and employees have internalised in the early stages of the socialisation process.

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The Legal, Ethical, and Strategic Implications of Gender Discrimination in Compensation: Can the Fair Pay Act Succeed Where the Equal Pay Act has Failed?

Cited by 9 publications

References 0 publications

Gender pay gap and its perceptions

Gender pay gap and its perceptions

Race discrimination at work: the moderating role of trade unionism in English local government

Determinants of Vertical and Horizontal Gender Segregation in the Workplace in Poland

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