Slide 1

SIAM UNIVERSITY ( THE IMPACT OF PAY GAP BETWEEN GENDER AND EMPLOYEE MOTIVATION ) HRM (Human Resource Management).

INTRODUCTION. (THE IMPACT OF PAY GAPBETWEENGENDER ANDEMPLOYE MOTIVATION ).

OBJECTIVES. Explainig the main issue History of women suffrage for equal pay How it effects staffs of workplace What to do to lessen impact of it on staffs.

We need to decide what to ask ? The major fact given mostly everywhere is 'patriarchy,' and 'discrimination. Why are only women asked? The underlying explanation here is that during their careers, women have to take a break to raise children and go for lower-paid jobs that have leeway to look over a family. Many people erroneously believe this "explains" the gender wage gap . The clarification, however, does not fully compensate for the distance. It is the patriarchy social system and our mindset that we hold onto and create things like pay gap between genders..

History of women suffrage for equal pay. Female took up men’s position during world war I when the men were serving in the armed forces. Oneof the early strikes for fair pay was by women tram and bus drivers in 1918, which led to a wage equal bonus to that paid to men. Through women's suffrage, women's organisaions and trade unions sought to unite women as an political issue to seek fair pay & equitable unemployment insurance. More than 120 years since this problem was first addressed, in most nations, unequal pay remains a significant explanation for lower average earnings for women and for hardship in old age..

Recent research has shown women are being promoted at lower levels than men. Women's undervalued skills and competencies may be reflected in an organization's promotion levels Working women were frequently forced to accept lower salaries, abused and underpaid, and lower chances of being employed (paywall) or promoted. Researchers perceive gender wage differences as evidence of undervaluing women and as a possible indicator for other types of sexism, such as refusing gender-based promotions. There is strong evidence that discrimination including sexual assault and workplace aggression is related to depression, anxiety, posttraumatic stress disorder symptoms..

What to do to lessen the impact of it (session toolkit details).

- Reducing the clustering of women's roles by establishing a gender-based workforce and offering opportunities for women to further diversify women in the workplace; and-Increased use of pay equality policies; • Participate in public awareness campaigns; • Recognize best practices in their industries and in their peer groups. Get Start Workers are urged to use and implement the resources needed to reduce their pay disparity in the workplace..

What to do to lessen the impact of it on staff. Step 1-Knowing the Wage Gap The first step in solving the wage gap to get to know the challenges and causes of the wage gap and how it can affect the workforce. Resources for recognizing the wage gap include : • Fact sheets on the wage gap • Website & FAQ • Case studies • Sessions of details.

Step 2 – Evaluating one's workplace Employers should examine their workplace to decide if there is some wage disparity or salary inequity. By evaluating the workplace, employers will generate benchmark data that can be used for future workplace assessments and workplace gap reduction plan evaluations. Employers should now be able to clearly see the direct effect of the wage gap and its elimination on their workplaces. Tools for evaluating the wage gap and its effects on the workforce include : • Attitude checklist • Estimating the wage gap • Measuring absenteeism, retention and turnover • Employee feedback survey • Employer checklist on working climate and satisfaction • Checklist on family-friendly human resource activities • Gender-sensitive role evaluation and pay equality instruments..

Step 3-Implement Wage Gap Reduction Plan. Employers willing to implement their workplace wage gap reduction plan can use the following support and advice tools and resources if necessary. • Policies & procedures in the workplace • Seminars and training sessions • Promoting corporate and human resources.

What to do to lessen the impact of it on staff. Step 4-Evaluate Wage Gap Reduction Plan Using the evaluation methods, employer can test the efficacy of wage gap reduction plan , Employers who perform annual assessments will be able to evaluate the impact of new policies and improvements on rising efficiency and the wage gap. Performance test data from the initial workplace reviews can be used to evaluate the extent of workplace changes. That will allow employers to see clearly the direct impact of wage gap reduction on their workplace..

Step 5-Track progress. Track progress and the extent of organizational change. Adapt where needed to keep progress successful. Tools for tracking progress include : • Tracking wage gap reduction plan.

Step 6-Celebrate Achievement Workers are encouraged to write their inspirational stories and methodologies within the workplace and peer community. Employers can also: • Email their success stories online to be profiled on the Wage Gap Mitigation Initiative website and news; • Use educational resources to increase awareness and educate about the wage gap and its workforce effect..

What to do to lessen the impact of it on staff. WAGES At least 50% of the world's women are in paid wage and salary employment, an increase from 40% in the 1990s. But women earn 10-30% less than men for the same work.• •based on a study of 83 countries.

What to do to lessen the impact of it on staff. Women earn less than men at every education level Average hourly wages, by gender and education, 2015 Less than high school High school Some college College Advanced degree • Men Women $13.93 $10.89 $18.61 $14.57 $20.95 $16.59 $35.23 $26.51 $45.84 $33.65.

. THANK YOU.