CLOSING GENDER PAY GAP IN THE WORKFORCE
17 Oct 2023 7 mins Download PDF
Professor Goldin’s work:
- Goldin demonstrated how and why gender differences in earnings and employment rates have changed over time, by analysing 200 years of the United States’ archives.
- Significant observations from her work:
- Female participation in the labour market exhibited a U-shaped curve rather than an upward trend over the entire period.
- The economic growth occurring in varied periods did not translate to reducing gender differences in the labour market
- several factors that are influencing the supply and demand for female labour include:
- Opportunities for combining paid work and a family
- Decisions (and expectations) related to pursuing education and raising children
- Technical innovations
- Laws and norms
- Structural transformation in an economy.
- She highlighted that both men and women lose.
- “Men are able to have the family and step up because women step back in terms of their jobs, but both are deprived.”
- “Men forgo time with their family and women often forgo their career”.
- Pay gap
- Gender-blind recruitment
- Role of the contraceptive pill in women’s career trajectories
- Inequity within couples triggered by unequal care-giving
- “Greedy jobs” that require high intensity and complete focus at an age when women must contend with their desire to nurture children.
- Mention of “quiet revolutions” in the labour market of the US.
- Four distinct phases were mentioned in the Quiet Revolution that transformed women’s Employment, Education and Family.
- Late-19th century till the late-1970s: Evolutionary phase where married women’s employment rates increased.
- Mid-1960s: Revolutionary phase where American women started working because they found a sense of worth and meaning from their careers rather than making additional money for families.
- Three aspects of women’s choices grew over different phases:
- “Horizon”- while planning education the woman perceives that her lifetime labour force participation will be “long and continuous or intermittent and brief.
- “Identity” — whether woman derives a sense of personhood from her professional identity. (Shift from “jobs” to “career”).
- “Decision making”- women are fully autonomous in making their labour market choices.
- Four distinct phases were mentioned in the Quiet Revolution that transformed women’s Employment, Education and Family.
Bridging the gap:
- Reservation
- It enforces affirmative action and equity as the first step to equality.
- Though the claim that it leads to inefficiency or incompetency arise, they are short term, and can be removed soon after opportunity for skill building is made available.
- The claim of incompetence due to reservation is a misplaced notion, as statistics show that,
- women perform much better than men in academics
- women graduate from colleges than men
- more women enter the workforce than men.
- Women’s Reservation (128th Amendment) Bill, 2023:
- Though India was early to adopt universal adult suffrage, the role of women in political arena has been minimal.
- The no. of women in leadership positions dips low not because of their incompetence, but because of the hegemony of men.
- The bill shall act as the first step towards actualising gender parity.
- The bill seeks to empower women who remain marginalised in the political discourse.
- It shall pave way for a New Egalitarian society that envisages equal rights for both men and women as endorsed by the Millennium Development Goals (MDGs) and Sustainable Development Goals (SDG) to achieve gender equality
- Women-centric policy making and holding government accountable in women-related issues can become effective with more representation of women in the parliament.
- The Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), considered an International Bill of Rights for women, in Article 7 upholds women’s right to hold political and public office.
- Creates conditions for a revitalised democracy that bridges the gap between representation and participation
Where India Stands in Gender Pay Gap:Here are some key facts about the gender pay gap in India:
So in summary, the gender pay gap in India remains significant and closing it requires social and policy change across multiple fronts. |
How India can Overcome these Challanges:
Here are some steps India can take to address the issue of gender pay gap:
- Implement pay audits - Regular auditing of pay scales and salaries by neutral third parties can identify and rectify cases of pay disparity between genders. Mandating pay audits can promote pay transparency.
- Gender pay gap reporting - India can pass legislation making it mandatory for companies above a certain size to publicly report their gender pay gap metrics and action plans to reduce the gap. This creates accountability.
- Normalizing salary discussions - Encouraging open conversations about pay and compensation at workplaces can make pay structures more transparent and highlight any biases.
- Strengthen anti-discrimination laws - India must expand the scope of its equal remuneration laws and stringent enforcement to ensure women are not denied equal pay.
- Promote work-life balance - Providing better childcare support, flexible schedules and remote work options can help women manage familial duties along with careers and reduce pay gaps stemming from breaks in employment.
- Increase women in leadership - Companies must be encouraged to hire more women in senior management positions through diversity policies and incentives. Women leaders can champion change.
- Career coaching & mentoring - Programs focused on nurturing skills and opportunities for women right from education to employment can enable their career growth and negotiation skills.
- Changing social attitudes - Government and civil society efforts are needed to change social attitudes and combat conscious and unconscious gender biases that feed into pay disparity.
- Increase female labor participation - Getting more women in the workforce itself will reduce the gender pay gap over time.
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