scholarly journals GENDER PAY GAP: A MYTH OR MATH

2021 ◽  
pp. 399-410
Author(s):  
Hitesh N. Jagani ◽  
Nasheman Bandookwala
Keyword(s):  
Gender Gap ◽  
Gender Discrimination ◽  
Tamil Nadu ◽  
Wage Differential ◽  
Equal Treatment ◽  
Agricultural Workers ◽  
Pay Gap ◽  
The World ◽  
Economic Participation ◽  
World Economic

Gender discrimination has been persistent across globe and it is more identified in terms of wage differential. Such discrimination is more striking in developing countries and further more among social groups. Though many countries have passed minimum wage laws and laws mandating equal treatment of women at workplace, gender wage differential remains a perennial feature of labor markets across globe. Among BRIC nation India depicts highest wage discrimination between sexes (Rema Nagarajan TNN March 2011). This fact was reveled also in the Global Gender Gap Report of 2010 as well. The recent survey by the World Economic Forum (WEF) points out the Indian situation, ranking India among the bottom 10 countries in the world in terms of women’s participation in the economy. The World Economic Forum’s Global Gender Gap Report 2020 says Of the 153 countries studied in the report, India ranks 112th on the overall Global Gender Gap Index with the index value of (0.068). The overall gender gap as though has narrowed the pay gaps have widen and it will take 257 more years i.e by year 2257 pay equity will be established. India has shown disappointing performance in women work participation rate (WPR), pushing the country among the bottom 10 countries on the WEF list. The country ranks 149th among 153 countries in economic participation. Overall, in terms of gender equality India achieves a score of 59.4%, but in terms of economic participation and opportunity, it scores 39.8% which is dismal. The present study is an attempt to analyze the wage differential across selected states of India. The wages for agriculture and non agriculture workers for sexes is considered. The attempt has been made to evaluate wage differential across selected states of India and inequality therein has been calculated. The descriptive statistical tools like arithmetic mean and standard deviation has been used to ameliorate understanding. The pay parity Index has also been calculated The overall observation from the study widens understanding about pay pattern in India – and discriminating dimension therein. Across occupation unequal pay prevails in regards to sexes with males being paid more than women for the equal jobs. Disparity among agricultural Towards Excellence: An Indexed, Refereed & Peer Reviewed Journal of Higher Education / Dr. Hitesh Jagani & Dr. Nasheman Bandookwala / Page 399-410 March, 2021. VOL.13. ISSUE NO. 1 https://hrdc.gujaratuniversity.ac.in/Publication Page | 400 workers is highest at Kerala- female agricultural workers are paid 29% less than males. On other hand in Himachal Pradesh male agricultural worker is paid 5% less than females. For non agricultural workers Tamil Nadu exhibits high incidence of inequality with female workers being paid 32% less than males. Gujarat comparatively depicts a better scenario with average female payments being more in non agricultural sector as though in agriculture sector disparity prevails.

Gender Impact on the Enterprise Performance

2020 ◽  
pp. 54-62
Author(s):  
Oleksii V. Lyulyov ◽  
Oleksandra I. Karintseva ◽  
Andrii V. Yevdokymov ◽  
Hanna S. Ponomarova ◽  
Oleksandr O. Ivanov
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Gender Representation ◽  
Board Members ◽  
Enterprise Performance ◽  
World Economic Forum ◽  
Return On Assets ◽  
The World ◽  
World Economic ◽  
The Impact

The article describes the situation of gender equality in Ukraine and in the world during the last 5 years, identifies the leading countries in moving towards gender equality in various fields of life by analyzing the indicators of the Global Gender Gap Report of the World Economic Forum. These indicators include: Economic Participation and Opportunity, Educational Attainment, Health and Survival, Political Empowerment, which are the part of a single index that determines the position of countries in the overall ranking. Based on the results of this analysis, Ukraine has improved value of gender equality index, although in the overall ranking of countries Ukraine has lost its position and dropped 11 ranks lower than in 2014. This means that, among all the countries surveyed by the World Economic Forum, there are countries that are moving much faster towards gender equality than Ukraine. In addition, the article includes the investigation of the gender representation among the board members of 5 enterprises of Ukraine for 2014-2017, which represent the leading sectors of the Ukrainian economy. The dynamics of changes in the level of performance of these enterprises using the return on assets (ROA) indicator is analyzed, the relationship between the leadership of the enterprises and the value of the ROA indicator is graphically presented. The obtained results do not give a clear answer about the gender impact on the enterprise performance. The reason for this is a number of factors, such as: insufficient statistical sampling of enterprises; the selected performance indicator of enterprise activities does not fully reflect the impact of the gender factor on enterprise activities; the methodology used in the work needs improvements, or it is necessary to choose a totally new approach to the analysis of the investigated issue under study. Gender representation among board members and its impact on enterprise performance should be investigated further. Key words: gender, gender equality, enterprise board members, return on assets.

Sexism and Gender Discrimination in Pakistan's Mainstream News Media

2021 ◽  
pp. 60-89
Author(s):  
Erum Hafeez ◽  
Luavut Zahid
Keyword(s):  
Gender Gap ◽  
Gender Discrimination ◽  
News Media ◽  
Female Leadership ◽  
Media Industry ◽  
Pay Gap ◽  
Women Journalists ◽  
Female Journalists ◽  
And Gender ◽  
Method Approach

This research aims to examine how sexism and gender discrimination impacts women journalists in Pakistan. The International Federation of Journalists (2018-19) ranks Pakistan as the fourth most dangerous country for journalists. The Coalition for Women in Journalism declares Pakistan as the sixth-worst for female journalists (2019). In 2018, the Global Gender Gap Report highlighted Pakistan as second from bottom, ranking it 148 out of 149 countries. Given these numbers, the country is an ominous space for women in news media. This study collects the data from women journalists working in the three largest cities of Pakistan, that is, Karachi, Lahore, and Islamabad. The aim is to investigate the issues faced by female journalists due to discrimination at the workplace including glass ceiling, pay gap, and lack of female leadership. Following the mixed-method approach, around 102 women journalists were surveyed, and 10 were interviewed. Findings indicate the rampant existence of sexism in Pakistani media and its detrimental effects on the growth of a gender-balanced news media industry.

scholarly journals A PERCEPTIONAL STUDY ON THE TYPE OF WORK WOMEN UNDERTAKE IN TOP POSITION IN SELECTED SERVICE SECTOR WITH SPECIAL REFERENCE TO PUNE

YMER Digital ◽  
2021 ◽  
Vol 20 (12) ◽  
pp. 551-561
Author(s):  
Dr. Harini Rajan ◽  
◽  
Dr. Anuja Johri ◽  
Keyword(s):  
Gender Gap ◽  
Service Sector ◽  
Participation Rate ◽  
World Economic Forum ◽  
Female Representation ◽  
Female Participation ◽  
The Past ◽  
The World ◽  
World Economic ◽  
Better Than

India has one of the lowest female labor force participation rates in the world and a majority of women work in the informal sector. The World Economic Forum said that at the it will take India 108 years to close the overall gender gap and 202 years to bring equality in the workplace. Even though there are more women graduates, the number of those joining the corporate sector and rising to the top remains abysmally low. (Thakur, 2020). In the recent study by Credit Suisse Research Institute (CSRI)India Ranked 23 globally, India’s female representation on boards has increased by 4.3 percentage points over the past five years to 15.2% in 2019.Though female participation rate increased but it is significantly below the global average of 20.6% (Pathak ,2019). India is near the bottom of the rankings for female representation at senior management levels, only marginally better than Japan and South Korea. Accepting the fact that female participation is top position is very less in India from the above figures this paper aims to examine the women in the top position as well as threw a light on area or type of work in which women are engaged in select service sector in Pune city

Analysing non-legal barriers to land ownership by women.

2021 ◽  
pp. 100-112
Author(s):  
Katriel Marks ◽  
Rhonda Phillips
Keyword(s):  
Educational Attainment ◽  
Gender Equality ◽  
Case Studies ◽  
Gender Gap ◽  
Land Ownership ◽  
Political Empowerment ◽  
The World ◽  
World Economic ◽  
Potential Factors ◽  
Legal Barriers

Abstract This chapter explores barriers to women's land ownership. It investigates the potential factors behind why women's rights to own land are often ignored despite laws permitting women to own and inherit land. Measures of gender equality are correlated, as presented in the World Economic Forum Global Gender Gap Index 2020 (economic participation and equality, educational attainment, health and survival, and political empowerment) to percentages of land held by women in a nation. Commonalities between case studies on women's land ownership around the world are discussed as well.

Comparing the gender gap in gross and base wages

2017 ◽  
Vol 38 (5) ◽  
pp. 646-660 ◽  
Author(s):  
Maria J. Perez-Villadoniga ◽  
Ana Rodriguez-Alvarez
Keyword(s):  
Gender Gap ◽  
Gender Discrimination ◽  
Wage Differential ◽  
Wage Gap ◽  
Firm Characteristics ◽  
Content Type ◽  
Occupational Category ◽  
Lower Ranking ◽  
The Difference ◽  
Do So

Purpose The purpose of this paper is to examine the gender wage gap not only in gross wages, but also focussing on a specific salary component, the base wage, which is determined by collective bargaining for each occupational category. Design/methodology/approach The authors estimate a wage frontier to analyze the difference between workers’ observed wages and their potential wage, given human capital endowments, as well as firm characteristics. Next, the authors examine the distance to the frontier as a function of workers’ gender, in order to test whether women fail to achieve potential wages to any great extent. To do so, the authors use data from the 2010 Spanish Structure of Earnings Survey. Findings While men nearly achieve their potential base wage, females are systematically and significantly below the wage frontier (93 per cent on average). In other words, even when the authors limit the analysis to the base wage, the authors still find a significant wage differential between men and women. A detailed analysis of this result points to the existence of occupational segregation in the labour market. Within each occupational category, females tend to be concentrated in the lower ranking jobs, which entail lower wages. This result is consistent with the existence of a sticky floors phenomenon. Originality/value The authors contribute to the literature on gender discrimination that focusses on specific wage components. As far as the authors know, to date this is the first analysis to focus on a component that responds more to the characteristics of the job rather than to those of the worker.

Interview with Sylvia Anne Hewlett

2010 ◽  
Vol 18 (3) ◽  
pp. 33-34
Author(s):  
Interview by Juliet Norton
Keyword(s):  
Gender Gap ◽  
Design Methodology ◽  
Public Affairs ◽  
Economic Downturn ◽  
World Economic Forum ◽  
Content Type ◽  
The World ◽  
Policy Program ◽  
World Economic ◽  
Practical Implications

PurposeThe purpose of this paper is to provide an interview with Sylvia Anne Hewlett, founder and president of the Center for Work Life Policy and Director of the Gender and Policy Program at Columbia University's School of International and Public Affairs.Design/methodology/approachThis briefing is prepared by an independent interviewer.FindingsSylvia is a member of the World Economic Forum Council on the Gender Gap. She is the author of nine books including When the Bough Breaks (winner of a Robert F. Kennedy Memorial Book Prize), and, most recently, Off‐Ramps and On‐Ramps. This interview discusses her recent publication: Top Talent: Keeping Performance Up When Business is Down and how to engage and retain talent in the workplace.Practical implicationsProvides strategic insights and practical thinking that have influenced some of the world's leading organizations.Originality/valueThis interview provides insights into the strategies that employers should adopt to retain and engage talent and how organizations can better communicate with their employees following the economic downturn.

scholarly journals Policy Framework Surrounding Women Economic Participation in Jordan

2018 ◽  
Vol 8 (11) ◽  
Author(s):  
NAHIDA EL-SAIES
Keyword(s):  
Gender Gap ◽  
Policy Framework ◽  
World Economic Forum ◽  
Mena Region ◽  
Skill Sets ◽  
Political Empowerment ◽  
Economic Participation ◽  
World Economic ◽  
Gender Based ◽  
Global Gender Gap Index

Women situation in the MENA Region countries, have long lived under difficult economic and social conditions, have the worst gender equality rankings according to the Global Gender Gap Index 2017. (The Global Gender Gap report is an annual insight report that is carried out by the World Economic Forum. This tool shows vital gender-based indicators to determine the performance of each of the selected 144 countries.) Some of these indicators are:i) economic participation and opportunity, ii) health and educational attainment, iii) political empowerment, vi) workforce, v) skill sets, and vi) educational degrees.

Getting what (employers think) you’re worth

2014 ◽  
Vol 35 (3) ◽  
pp. 291-305 ◽  
Author(s):  
Julia Bredtmann ◽  
Sebastian Otten
Keyword(s):  
Labor Market ◽  
Gender Discrimination ◽  
Wage Differential ◽  
Unobserved Heterogeneity ◽  
Skilled Workers ◽  
Homogeneous Sample ◽  
Data Set ◽  
Pay Gap ◽  
Content Type ◽  
Unique Data

Purpose – The purpose of this paper is to provide empirical evidence on the gender wage differential of labor market entrants and the determinants of their starting wages. Design/methodology/approach – The paper makes use of a unique data set on graduates in economics from a large German university that contains detailed information on the graduates’ course of study, their additional qualifications and their transition from university to the labor market. Based on these data, Mincer-type earnings functions as well as wage decompositions as proposed by Blinder (1973) and Oaxaca (1973) are performed. Findings – The paper finds a significant gender wage differential of 7 percent. Blinder-Oaxaca decompositions suggest that the major part of this gap remains unexplained by gender differences in observable characteristics. Research limitations/implications – The main feature of our analysis – having a highly homogeneous sample of graduates from a single university – comes at the costs of reduced ability to draw generalized conclusions from our findings. Originality/value – This paper investigates the determinants of entry wages for a homogeneous group of high-skilled workers using a unique data set of graduates in business and economics from a large German university. Concentrating on a highly homogeneous sample limits the problem of unobserved heterogeneity, which results in an overestimation of the unexplained component of standard decompositions analyses. Hence, the finding that a large part of the gender pay gap remains unexplained can be considered as an indicator for gender discrimination in the labor market for economics graduates.

scholarly journals Initiatives to tackle the gender gap in astronomy

2021 ◽  
Vol 0 (0) ◽  
Author(s):  
Francesca Primas
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Key Factors ◽  
Pay Gap ◽  
Gender Parity ◽  
Diversity And Inclusion ◽  
World Economic ◽  
Development Goals ◽  
Women And Girls ◽  
News Headlines

Abstract In today professional world and especially in STEM related fields, gender balance (or the lack thereof) remains a hotly debated topic. Gender equality and the empowerment of all women and girls is the fifth goal set by the United Nations in 2015 (out of 17 Sustainable Development Goals in total) that is intended to be achieved by the year 2030. It is in fact fully understood that we cannot simply afford missing out on half (actually more) of the human capital and potential and one of the key factors to achieve this is education for all. Together with broader themes like diversity and inclusion, gender equality has also made it to the top of many institutions/organizations agendas, because diverse teams are more creative, more productive and improve the working experience and environment for everybody. To this end, a significant push has also come from regular reports published by international or consultancy agencies like the World Economic Forum (WEF) or Mc Kinsey that have often made the news headlines with highly visible and provocative titles. The most recent WEF Global Gender Gap Report 2020 clearly states that “It will take us another 99.5 years to reach gender parity” and that “It will be the year 2277 when the gender pay gap will close”. In this review, the focus will be on a specific STEM field that has always fascinated generations of people, just by looking up at the peaceful beauty of a night sky: astronomy.

scholarly journals Er skortur á framboði eða er engin eftirspurn eftir konum í æðstu stjórnunarstöður?

2019 ◽  
Vol 15 (2) ◽  
pp. 205-228 ◽  
Author(s):  
Ásta Dís Óladóttir ◽  
Gylfi Dalmann Aðalsteinsson ◽  
Þóra H. Christiansen
Keyword(s):  
Women Leaders ◽  
Gender Gap ◽  
Stock Exchange ◽  
Women In Leadership ◽  
Small Enterprises ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Leadership Positions ◽  
The World ◽  
World Economic

According to the World Economic Forum Global Gender Gap Report 2018 it will take more than 100 years to reach full gender equality in the world. Iceland has made the greatest progress towards closing the gender gap, or 85%. Yet no woman is CEO in any of the companies listed on the Icelandic stock exchange in 2019 and very few women sit on corporate boards. Women are more likely to be CEOs of small enterprises, with 1-10 employees, and in the case of larger enterprises, with 50 or more employees, women hold only 13% of the CEO positions. The study aims to explore the views of women in leadership positions regarding why no woman is CEO of a publicly traded company in Iceland and what actions are feasible to increase the number of women in top positions in Iceland. Women’s board membership and leadership positions in Icelandic companies are currently receiving a lot of attention and companies are encouraged to improve the gender ratio on boards and in the C-suite. The number of women on the boards and chairing the boards of listed companies is decreasing. To gain a clearer understanding of the situation, a survey was conducted among women leaders in Icelandic business. Responses from 186 women revealed that they feel that action must be taken, even legislative, such as enforcing gender quotas for executive positions, that organizational cultures and attitudes must change, that women need more opportunities and that men need to take more responsibility for family and child care.

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