Pay Equity Related to Gender |Article Review

Bishu, S.G. and Alkadry, M.G. (2017). A Systematic Review of the Gender Pay Gap and Factors That Predict It, Administration & Society, 49(1), 65-104.

Summarized by: Name

Purpose and fit of the paper for the class:

The paper focuses on the analysis of the problem of pay equity related to gender. To put it more precisely, the paper reveals that the pay equity does not exist since there is the disparity in pay level depending on the gender of employees. The gender pay gap persists in different sectors and the paper uncovers that the problem of the gender pay gap still has to be resolved as gender-related injustice and stereotypes persist and affect the economic life of people.

Theoretical foundation:

The theoretical foundation of the article discussed in the paper is the premise that gender pay gaps are driven by socio-cultural and socioeconomic factors. The problem of the gender equality in the payment system is challenging and the theoretical justification of the persisting inequality caused by the gender inequality. The theoretical background justifies the social and cultural background of the problem of the gender pay gap.

Summary and defense of the paper:

The article focuses on the problem of the gender pay gap and factors influence the gap. The researchers use the survey and rely heavily on previous studies conducted in the field of gender pay gap. In such a way, they attempt to find out whether there is a gender pay gap and what the major drivers of the gender pay gap are. They surveyed recent studies and revealed the fact that the gender pay gap does persist. At the same time, they went further and identified possible differences depending on the sector of the economy.  The researchers attempted to find out whether public and private sectors have any differences in terms of the gender pay gap. The difference is important in terms of understanding whether either sector conducts fairer policies compared to another sector. In this regard, they have found out that there is a difference between the public and the private sector. The researchers conclude that the gender pay gap is persistent across all sectors. However, studies that compare the pay gap by sector also report that the pay gap in the public sector is more subtle than it is in other sectors (Bishu & Alkadry, 2017). Therefore, the gender pay gap may be not obvious in the public sector but it does persist in the public sector as well as in other sectors. However, the researchers have revealed the bigger problem that the gender gap is not the issue that is the characteristic of the specific sector. Instead, this is the common issue relevant to all sectors. The difference between sectors is that some sectors, like the public sector, are subtle in their gender pay gap, while others are not. The private sector is open and transparent in the gender pay gap. The gender pay gap in the private sector persists, especially at the top level of CEOs. Nevertheless, the researchers point out that the gender pay gap tend to close and it is not as wide as it used to be in the past. The persistence of the gender pay gap is, according to the researchers, the result of the cultural background and deep-rooted biases which lead to the gender inequality in the payment system. Nevertheless, the researchers are optimistic concerning the future of the gender pay gap because they believe that the gap is likely to close but the gap depends on cultural background and socioeconomic development of specific economies. This means that democratic countries with free market economies are more advanced and have lower gender pay gap compared to developing countries, many of which retain patriarchal traditions and gender inequality that results in the wider gender pay gap compared to developed countries.

Results and conclusions:

The results of the study conducted by Bishu and Alkadry (2017) reveal the gender pay gap persists in different sectors and the paper uncovers that the problem of the gender pay gap still has to be resolved as gender-related injustice and stereotypes persist and affect the economic life of people. The conclusion of the article is quite clear since the authors conclude that the gender pay gap does persist and the difference may vary depending on the sector but the difference is subtle.

Application of results to the real world:

The findings of the study are applicable to the real world since they can help to develop the effective policy to close the gender pay gaps. The identification of the main factors that cause the difference between genders in terms of the payment can help to reveal the problem and find the way to the solution of the problem.

Take-Away:

The major take-away of the article is the gender pay gaps persist and the problem has to be resolved. The gender pay gap in the public sector is more subtle. This means that the public sector does have the gender pay gap but it is not as obvious as in the private sector. Finally, the gender pay gap may differ depending on a country and its cultural background and different nations and cultures have different gender pay gaps.

References:

Bishu, S.G. and Alkadry, M.G. (2017). A Systematic Review of the Gender Pay Gap and Factors That Predict It, Administration & Society, 49(1), 65-104.

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[Accessed: August 11, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: August 11, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: August 11, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: August 11, 2020]

"The terms offer and acceptance." freeessays.club, 17 May 2016

[Accessed: August 11, 2020]