Occupational Sex Segregation Essay

1. Distinguish between realized gains and losses and recognized gains and losses. Realized gain or loss is the difference between the amount realized from the sale or other disposition of property and the adjusted basis at the time of sale or disposition. The amount realized is the sum of money received plus the fair market value of other property received. If a realized gain or loss is recognized the gain is includible and the loss is deductible in determining taxable income. Thus, “recognition” means that the result of a particular transaction is considered to be taxable income or a deductible loss. Generally, recognition occurs at the time of sale or exchange. Therefore, realized gain or loss is the

Researchers have proposed a variety of explanations for systematic gender inequality in the workplace. Cultural benefits, the actions of male employees, the actions of the female employees, and the actions of the employer can contribute to intentional or unintentional gender discrimination (Ngo, Foley, Wong, & Loi, 2003). It has also been mentioned that women make less money because their work environment is generally safer than the stereotypical male work environment; childcare, cashiers, and secretary positions as opposed to firefighters, truck drivers and construction workers (Parcheta, Kaifi, & Khanfar, 2013). Perhaps the most dominant reasoning for women receiving less pay is the carrying over of biological roles into the workplace. Female employees often take time off to have a family, take care of a family, and are the primary caregiver of said family.

Since the beginning of time, from all accounts, there has been some form of inequality between genders in society. This has become especially true in the workplace and for some people occupational segregation may be to blame. Occupational segregation is the grouping of similar jobs at similar workplaces. Not to be confused with job segregation which looks at specific jobs within specific workplaces, occupational segregation focuses on the occupation as a whole. An example of an occupation would be middle school teacher. An example of a job would be 7th grade math teacher at Champion Middle School. We use occupation segregation in research because it is more broad and easier to get details. There are over 500

A majority of women across the world are highly accountable for home duties, and child rearing, while men on the other hand are bound for working in higher paid salary jobs. As of a result of this, inequality amongst genders has turned into a controversy in the workplace. And due to this gender inequality, women have been led to poorly paid gender typed positions. The gender pay gap negatively impacts individuals and some elements that play a major role in this issue are: work experience, independent skills, specific length of time at a company, and the level of education the person has obtained. However, the

The ability to have children offers different results for men and women, men who are fathers are seen as more responsible and mothers are seen as more absent in the workplace. And with the promotion gap, comes the wage gap. This is impacting the wage gap, as more men are getting promoted over women, therefore they are getting paid more. ThinkProgress reports that two authors in Norway ran a study and found companies with more female bosses are more likely to promote females.

Sommers does not believe that the unfair wage gap between men and women is authentic. Sommers assumes that there are many reasons explained the gap such as women’s decision on the type of work they do, their field of study and the time distribution for their families and the workplace. Women should not blame others for the lower pay. It is because they are less likely to take jobs that require a lot of effort and physical ability. According to an analysis from the U.S. Department of Labor, some reasons causing the wage gap is owing to the industry and occupation. During her career, a woman might have to take maternal leave which partly

This research also shows that when women take these leaves of absences, it will impact their career by decreasing their earnings in the long run (Patten, 2015). This is seen as an indirect form of discrimination in the workplace because even though an employer is not neglecting a woman for simply being a woman, they still are the ones who are expected to leave their occupation in order to care for their family and that creates much more significant long-term impacts on their careers than on a man’s career. This is quite unfortunate because as stated earlier, women are becoming a much larger force in high-paying jobs that are typically overrun and controlled by men, for instance, professional and managerial positions. However, research still shows that women

Two scholars from American Enterprise Institute, Mark Perry and Andrew Biggs, share similar opinions with Schlafly about child bearing and its impact. Mark Perry and Andrew Biggs wrote the article titled, “The ’77 Cents on the Dollar’ Myth About Women’s Pay”. Perry and Biggs agree with Schlafly that having children does not benefit women’s salaries and the gender wage gap. Biggs and Perry claim that when mothers leave the workforce to take care of their children it creates a disadvantage to them. They explain that when the mothers return the workforce, “they have less work experience than similarly-aged males” (5). They correlate experience with wages; saying that new mothers will not have as much experience, which will lead to a smaller paycheck when they return. Perry and Biggs also argue that new mothers are less appealing to employers because their male counter-parts who are of similar age, will have more experience than them (5). The employers may feel that the new mothers may not be as qualified or become as successful as a man. Ultimately, like Schlafly they argue that women who choose to have children are willingly creating part of the wage gap because they are choosing to have limited experience in exchange for

In the afore-mentioned article by Teresa Wiltz, it did not go without recognition that work is being put in to help out the working women in our nation. Mark Dayton announced in November of 2017 to pay compensation for parental leave for six weeks. This is huge for women due to the fact that maternity leave is a large part of the pay gap issue. This proves to be working as it now shows that women in Minnesota make eighty nine cents to the man’s dollar. Other states such as South Carolina, Missouri, and New York are all formulating studies and working to create laws to help abolish the pay gap between men and women” (Wiltz 2). It is with high hopes that

For the past 100 years, there has been an increasing amount of market dependence which has modified household strategies. These household strategies have reshaped the constraints and opportunities faced by women. There still exists a wage gap that is a prominent problem that women face in society. The answer to these disparities with pay is motherhood, which acts as a barrier to full gender equality. The New York Times article titled “The Gender Pay Gap Is Largely Because of Motherhood” summarized what creates these disparities that women face. Having children can be damaging to the careers of women, “college-educated women make about 90 percent as much as men at age 25 and about 55 percent as much at age 45” (New York Times, 2017). Overtime these differences in pay pileup, putting women behind in the workforce. Women are physically forced to take time off for biological reasons such as giving birth and supporting their children. While men on the other hand, aren’t involved in giving birth therefore they can stay at work longer, getting ahead in the workforce receiving promotions by completing more work. Employers view this as an opportunity to pay women less because they aren’t at work as often as men. Gender inequalities are present in the workforce.

In large companies many women are getting legally paid less because of their job title. Although, they are performing the same work as a male, their job title does not declare that. Therefore, they are legally able to get paid less. This is, however, a violation of laws that has been passed and must be amended. Mohamad G. Alkadry, an associate professor and director of the master of public administration program at West Virginia University, claims that the wage gap has persisted throughout the years and has never really been cut down because women are also choosing lower paying jobs, which contributes to the gap between genders. According to a 2003 study by the General Accounting Office (now the Government Accountability Office), it was found that women earned 79.7 percent of what men earned, even after controlling for occupation, industry, years of work experience, job tenure, number of work hours, time off for childbearing, race, marital status, and education (Alkadry, 2006). Thus, showing that the gap between gender is inevitable because women have to take time off due to their nature of being able to get pregnant and need to deiber and cooperate. Joan Williams, a professor at the University of California Hastings College of Law, claims that motherhood is what is having women get paid less (Noguchi, 2013). Alkurdy expressed similar beliefs, because women often take time off in order to care for their child and employers tend to discriminate towards them since they will be costing them money. Therefore, women's choice to have children creates the leading factor

Correll identifies a variety of factors that could help explain the motherhood wage gap. The factors include but aren’t limited to, “reduced investment in human capital by mothers, lower work effort by mothers compared with nonmothers, unobserved heterogeneity between mothers and nonmothers, and discrimination against mothers by employers” (Correll 1299). All these things contribute to the gender wage gap. Women in the work place already have to prove themselves in comparison to men, the element of being a mother creates another obstacle for women who are mothers. This also places a harsh reality on women who are not yet mothers but are thinking

From less than a regular high school diploma all the way up to a doctoral degree, there continues to be a wage gap from the mid to high thirties age range. Additionally, it is argued that women are not compensated equally due to leave required with pregnancy and childbirth. Although it is reasonable that an individual’s salary is cut during leave, it is not sensible to start these cuts prior to a leave. Some women may not be planning on having children during a particular employment, or ever at all, so why are employers already anticipating the

The pay gap between men and women continues possibly because women put their careers on hold to care for their families. Research shows that these types of choices can have a negative affect on long-term earnings. Approximately, four of ten mothers have taken a lot of time from work, which is thirty-nine percent. Approximately, forty-two percent have reduced their work hours to care for a family member or child. Also, twenty-seven percent have quit work completely to care for family responsibilities and even less men say the same. There is approximately twenty-four percent of fathers that have taken a lot of time off from work to care for family or children (Patten, 2015).

According to Helsin, Possamai and Possamai-Inesedy (2011 p. 625) gender stratification occurs when a specific gender has unequal access to power, property and prestige. As gender is classed as a master status it forms a significant structural characteristic within society (Helsin, Possamai & Possamai-Inesedy 2011, p. 310). Therefore, it is society, through social construction that determines what gender norms are considered appropriate and can be passed through generations of people via agents of socialisation such as family, mass media or in the form of symbolic interaction (Macionis & Plummer 1997, pp. 139-141).