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- Title
Gender Wage Gap in the US: Implications for Human Resource Management.
- Authors
Fotta, Amy
- Abstract
Despite efforts to close the gender wage gap in the US, research shows that progress has stalled over the past two decades. Factors contributing to this gap include implicit gender bias, disproportionate caregiving responsibilities, and a lack of strong policies. Minority women are disproportionately affected by this gap, and the "motherhood penalty" and "fatherhood premium" also exacerbate the problem in gendered workplaces. Addressing implicit bias and stereotypes at the organizational level, along with implementing more equitable family, compensation, and caregiver-friendly policies, is crucial. Training programs that identify and address implicit bias can lead to fairer compensation and promotion practices. Policylevel changes such as banning salary history and revising paid-leave policies are also essential. Human resource professionals play a key role in creating a supportive organizational culture and addressing implicit bias. Comprehensive strategies are needed to address the gender wage gap, including policies supporting paid leave, salary transparency, and reassessment of minimum wage policies. Overall, a combination of policy changes and organizational efforts is needed to mitigate the complex factors contributing to the gender wage gap in the US. Pay equity is not only important for women's economic security but also for the broader economy's growth and sustainability.
- Subjects
GENDER wage gap; WAGE differentials; PERSONNEL management; PAY equity; MINIMUM wage; SEX discrimination; CAREGIVERS
- Publication
Journal of Applied Professional Studies, 2024, Vol 5, Issue 11, p2
- ISSN
2694-2577
- Publication type
Article