So, what exactly causesthese Gender pay gaps to exist after 47 years of supposed acts to cover this?The Gender Pay Gap Consultation provides an excellent insight into theindustries who have the largest disproportion in gaps within male to femaleratio. However, there is no one cause of the gap – factors which such asdiscrimination, devaluing roles and the dominance of men in higher paidpositions are cited as the most influential reasoning to these figures of14.1%. The highest paying sectors are the biggest offenders of this, withInformation and Communications Technology being 68% male and Energy Supplyrising to 74% as of 2015 with male to female workers. Not only is this an issueof corporation’s selection, but in general society. For example, 92% ofsecretaries and 94% of childcare assistants are made up of women.

I believethis is due to stigma that ‘women are better suited for this type of job’cliché, where women and men feel as though this is natural for women to caterto these industries. With equalities balanced and equal, it is believed thatbenefits will be far reaching for our economy and society. The Gender Pay GapConsultation cites that equalising this will increase women’s productivity andemployment to the same levels as men’s and could add £600 billion to our economy. When fully utilised and givenmotivation through monetary equality, our economy could and would benefit fromwomen’s academic achievements, experience and talents. Additionally, over oneand a half million women already in work are prepared to do more hours, meaningif they were each to only work one more hour a week, they would contribute 80million more hours a year in productivity. Not only is this advantageous forproductivity within companies but it’d also contribute towards the tax whichemployees pay. This can be used for a multitude of infrastructural change,amendments and improvements to the U.

K. by simply ensuring Equal Pay exists andis clamped down on. Sex discrimination plays a major factor in these Pay Gaps,and this is mostly due to the assumed perception of a ‘women’s place’ in theworkplace. 

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