Counseling: Career Challenges Women FaceWomen have always been struggling either to find an appropriate job opportunity matching their qualifications or an equal-pay job (person-job fit). This paper aims at devising a counselling intervention for women who face challenges in their careers. The explanation of interventional approaches to address the particular problem would be done by investigating the issue in-depth and looking for pertinent information for catering to it in counselling terms.Description of ProblemThe pre-defined gender roles by our society for men and women both have discriminated against women from work in various ways. It is believed that men are the only ones who are meant to earn for their families, which is true, however, there is no prohibition of women from taking the same responsibility, especially when they face financial difficulties. Finding a balance between their work and family lives remains a challenge and thus, are generally discriminated against based…...

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References

Babic, A. & Hansez, I. (2021). The glass ceiling for women managers: Antecedents and consequences for work-family interface and well-being at work. Frontiers in Psychology, 12.  https://doi.org/10.3389/fpsyg.2021.618250 

Bateman, N. & Ross, M. (2020, October). Why has Covid-19 been especially harmful for working women? Brookings.edu.  https://www.brookings.edu/essay/why-has-covid-19-been-especially-harmful-for-working-women/ 

Bimrose, J., McMahon, M. & Watson, M. (2013). Career trajectories of older women: Implications for career guidance. British Journal of Guidance and Counseling, 41(5), 587-601. https://doi.org/10.1080/03069885.2013.779639

Representative Rosa DeLauro first introduced an identical bill in the House of Representatives on the same day. These Congresswomen have introduced identical legislation in their respective chambers annually since 2005. The Act was most recently introduced on March 6, 2007. (Absoluteastronomy.com, n.d.)
The Congress did not ignore the EPA's economic consequences on the salaries and employment opportunities for both men and women. First, as an amendment of the FLSA, the EPA is part of the same legislative structure that houses the federal minimum wage laws. The EPA acts as a wage equalizer between men and women for equal jobs, and has the potential of acting as a price floor on the salaries of men or women for particular jobs. As such, the EPA had the potential of causing some of the same problems observed by minimum wage laws: unemployment, and additional discrimination. (Absoluteastronomy.com, n.d.)

Litigation

From the EEOC's initial enforcement of the…...

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Bibliography

Absoluteastronomy.com. (n.d.). Equal Pay Act of 1963. Retrieved February 10, 2009, from Absolute Astronomy:  http://www.absoluteastronomy.com/topics/Equal_Pay_Act_of_1963 

Brunner, B. (n.d.). The Wage Gap. Retrieved February 10, 2009, from Infoplease:

 http://www.infoplease.com/spot/equalpayact1.html 

EEOC. (n.d.). Equal Pay and Discrimination. Retrieved February 10, 2009, from U.S. Equal

These figures dwarfed what other big businesses paid for discriminatory practices. These businesses included Texaco, Inc.; Shoney's, Inc., Winn-Dixie, Stores, Inc.; and CSX Transportation, Inc. Critics saw Coca-Cola's settlement as signaling a major breakthrough among big businesses as coming to terms with diversity in the workplace (King). ecause the company has been a leader in many areas, these critics regarded it as setting an example of greater openness to promotions across races of employees (King).
Settlement terms included $23.7 million as back pay; $58.7 million as compensatory damages; and $10 million as promotional achievement award fund distributed to the complainants. A remaining $20 million went to attorney's fees and $36 million to the implementation of internal program reforms. Coca-Cola would also create an external, seven-member task force to insure that the terms were complied with and to oversee the company's diversity efforts (King).

According to Social Networks. - Connections in a…...

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Bibliography

Bland, T. (1999). Equal pay enforcement heats up. 4 pages. HR Magazine: Society for Human

Resources Management

Bronstad, a. (2001). EEOC alleges Beverley Hilton discrimination. 2 pages. Los Angeles

Business Journal: CBJ, LP

Several justifications for the continuous disparity in wages have been explained. It is obvious that women usually receive less and the central issue is to find out the cause. Men have attempted since decades to provide a justification by the help of hypothesis of various academic qualifications achieved by men or the various occupational responsibilities or vocations controlled by women as against those controlled by men. One reason is that women are featured in the remuneration gap equation, and a lot of these women belonging to a bygone period that continue to be dependent on the behavior and circumstances prevailing in the yester years. (Nash, 68)
Adversaries of uniformity in remuneration assert that preferences and not inequity is responsible for the disparity in the remuneration gap. People who are not in support of bridging the gap in remuneration between men and women think that the gap is present due to…...

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References

Acker, Joan. Doing Comparable Work: Gender, Class and Pay Equity. Philadelphia: Temple University Press, 1989.

Amott, Teresa. Caught in the Crisis: Women and the U.S. Economy Today. New York: Bantam Books, 1993.

Bellas, M.L. Disciplinary Differences in Faculty Salaries: Does Gender Bias Play a Role? Journal of Higher Education. Volume: 68; No: 3; 1997; pp: 299-321

Furchtgott-Roth, Diana; Stolba, Christine. Equal Pay for Equal Work. American enterprise. Volume: 12; No: 1; July 1999; pp: 37-42

Equal Pay Act: Difficult but Essential to Enforce
According to the federal Bureau of Labor Statistics, in 2009, women made about 80% of what men of the same race performing the same jobs did. Historical data from the BLS (and this is consistent with other sources) demonstrate that things have improved little in terms of pay equity for women over the past half century or so (Bureau of Labor Statistics, http://data.bls.gov/cgi-bin/surveymost ). This is true despite the fact that in 1963, the Pay Equity Act became federal law in 1963. It is nearly impossible not to consider this law a failure in its effects given that so little has changed. (One might argue that things might have gotten worse for women absent this law, but this argument seems at least primarily specious.)

Congress enacted the law, which amended the Fair Labor Standards Act, for a number of reasons, including the fact…...

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References

AFL/CIO, "Pay Equity," retrieved 5 February 2010 from  http://www.aflcio.org/issues/jobseconomy/women/equalpay/ ).

Bureau of Labor Statistics, retrieved 4 February 2010 from  http://data.bls.gov/cgi -

bin/surveymost  

Negotiation Strategies
The author of this report is asked to review a situation, both in general and in particular, as it relates to gender pay equity in Australia and how decentralization has led to a lower performance threshold as far as that goes. The questions that will be answered are what the fundamental problems are for women in the workplace as part of remuneration goes, how the author would prepare for negotiations given the state of affairs that exist and to define an interest (two of them) and the positions that will underpin them. While women have traditionally been the homemakers and second chair in the workplace over the course of history, those women that wish to be career minded should not encounter a glass ceiling and they should be paid equally.

Negotiation Strategies

The barriers that exist are not hard to miss. In Australia as well as around the world, the man…...

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References

ACTU. (2015, March 10). Equal pay for work of equal value - ACTU Worksite for Schools. Retrieved March 10, 2015, from  http://worksite.actu.org.au/equal -

pay-equal-value/

Shachar, M. (2011) Conflict Resolution Management (CRM). Text Book. Chapter 4.

Wanrooy, B. (2009). Women at Work in Australia: Bargaining a Better Position?

, 2005; Noe, Hollenbeck, Gerhart, et al., 2009).
Human esources Implications of Equal Pay Concepts

While applicable employment legislation prohibits discrimination in compensation based strictly on gender, it does not necessarily require equal pay in circumstances where there are purely objective differences justifying those differences (Noe, Hollenbeck, Gerhart, et al., 2009). There are, in fact, numerous factors on the basis of which compensation differences may be permissible; for example, seniority, performance reviews, experience, the achievement of specific goals or objectives, and the objective overall quality of the work performed by respective employees may all be appropriate criteria for justifying unequal pay (Noe, Hollenbeck, Gerhart, et al., 2009).

In light of the applicable legislation and the nature of the appropriate criteria that justify differential compensation, promotion, and benefits, human resource professionals must establish very detailed position analyses and job descriptions (Noe, Hollenbeck, Gerhart, et al., 2009). This is the simplest and most effective way…...

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References:

Goldfield, D., Abbot, C., Argersinger, J., and Argersinger, P. (2005). Twentieth-Century

America: A Social and Political History. Upper Saddle River, NJ: Pearson-

Prentice Hall.

Noe, R., Hollenbeck, J.R., Gerhart, B., and Wright, P. (2009). Human Resource

Goodyear which effectively denied employees the right to sue for wage discrimination after the passing of 180 days that "Justice Ruth ader Ginsberg was so incensed she read her scathing dissent aloud from the bench. She defended Lilly Ledbetter's right to sue her employer, Goodyear Tire & Rubber Co., Inc. For pay discrimination on the basis of sex, giving a not-so-gentle reminder of the realities of the American workplace." (Steiger, 2007) Specifically written by Justice Ginsburg is that as follows:
worker knows immediately if she is denied a promotion or transfer, if she is fired or refused employment. And promotions, transfers, hirings, and firings are generally public events, known to co-workers. When an employer makes a decision of such open and definitive character, an employee can immediately seek out an explanation and evaluate it for pretext. Compensation disparities, in contrast, are often hidden from sight." (Steiger, 2007)

Steiger reports that the…...

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Bibliography

Abrams, Jim (2009) House Approves Bill to Fight Wage Discrimination. Yahoo News. 9 Jan 2009. Online available at  http://news.yahoo.com/s/ap/20090109/ap_on_go_co/pay_equity 

Barko, N. (2000. June 19). The Other Gender Gap. (Online) Available  http://www.prospect.org/archives/V11-15/barko-n.html .

Bland, T.S. (1999, July). Equal Pay Enforcement Heats Up. HR Magazine, p. 138-145.

Bland, T.S., Nail, T.N., Knox, D.P. (2000, May). OFCCP, White House push comparable worth. HR News, p. 22-24.

WOMEN'S IGHTS: EQUALITY IN THE WOKFOCE, EQUAL PAY
Women's ights: Equality in the Workplace, Equal Pay

Legislative background. The word "sex" is always an attention-getter, and when used in legislation, it can be polarizing. Public Law 82-352 (78 Stat. 241) was passed by Congress in 1964 as a civil rights statute. The Law made it a crime to discriminate in all aspects of employment on the basis of race and sex. epresentative Howard W. Smith (D-VA) added the word "sex" at the eleventh hour (O'Neill, 2011), reported to keep the bill from being passed. As a conservative Southerner, Smith was seen as an opponent of federal civil rights legislation. But Smith defended his action, explaining that he had amended the bill because of his work with the National Women's Party and his efforts to support Alice Paul. The effort to retain the word "sex" in the bill was led by Martha W.…...

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References

About NOW, National Organization of Women. Retrieved   / organization/info.htmlhttp://www.now.org 

About Us, Women's International Forum. Retrieved  http://www.iwf.org/ 

About Us, WorkLife Law. 2011. A Center of UC Hastings College of the Law. Retrieved http://www.worklifelaw.org/ProveitAgain.html

Thomas, M. 2011. Another equal pay day. Really? Ms. Foundation for Women. Retrieved http://ms.foundation.org/

Pay Inequality
Pay equality has for the longest time been one of the most hotly debated topics in the corporate world. When the Equal Pay bill became law in 1963, women were averagely earning just 58.9% of what men were averagely being paid, according to the congressional committee that tabled the bill. In 2011, this percentage had increased to about 77% of what men were averagely being paid for full-time work. These statistics show that there is a somewhat entrenched mentality of paying women lower wages for a job that men would be paid higher for, despite the fact that many firms are claiming to have put in place measures to bring about gender equality in their workplaces (Dontigney, n.d.). This paper examines the issue underlying the equal pay between men and women.

Moral Arguments

Some human resource managers have argued that the difference in pay between women and men for the same…...

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Bibliography

Andrews, K. (2015, July 14). Why the gender pay gap is a myth. Retrieved from The Spectator: http://blogs.new.spectator.co.uk/2015/07/the-gender-pay-gap-is-a-myth/

Babcock, L., & Laschever, S. (2003). Women don't ask Negotiation and the gender divide. Princeton: Princeton University.

Blau, F., & Kahn, L. (2007). The Gender Pay Gap. Academy of Management Perspectives, 7-23.

Bluestone, B., Murphy, W. M., Stevenson, M (1973). Low wages and the working poor. Policy papers in Human Resources and Industrial Relations 22. Ann Arbor: Institute of Labor and Industrial Relations.

The people who opt for early retirement stop staring contribution to pension system where as they start getting the benefits of pension system. (Prieto, 1997)
The traditional unfunded social security system is facing lot of problems in the United States and other developing countries with the increasing life expectancy of the people. The cost of providing any level of service is directly linked to the percentage of people who are employed against people who have already retired and enjoying pension in a pay-as-you-go system. The problem is continuing and increasing with people's move towards early retirement which is encouraged in many countries social security system. Even in the event of retirement being stabilized, the steep increase in the ratio of the aged against that of working age is contributing to the substantial raise in the cost of pay-as-you-go system. The United States estimators, who work for social security system, forecast…...

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References

Aronson, Jay Richard; Hilley, John L; Maxwell, James Ackley. (1986) "Financing State and Local Governments" Brookings Institution Press.

Brainard, William C; Perry, George L. (1990) "Brookings Papers on Economic Activity:

Macroeconomics" Brookings Institution Press.

Campbell, John Y; Feldstein, Martin S. (2001) "Risk Aspects of Investment-Based Social

"(National ureau of Economic Research, 2001) Analysis of this period was conducted with data from the Panel Study of Income Dynamics and findings indicate that women "were able to more than overcome the effect of adverse shifts in overall wage structure (that is rising labor-market returns to skills and to employment in high-paying male sectors) on their relative wages by improving their qualifications relative to men. So, although on average women continue to have less labor-market experience than men, they have narrowed the gender difference in experience considerably. They also have upgraded their occupations relative to men's, as they moved out of clerical and service occupations and into professional and managerial jobs. Women also have benefited from a decrease in the "unexplained" pay gap. Such a shift may reflect an upgrading of women's unmeasured labor-market skills, a decline in labor market discrimination against women, or a shift in labor market…...

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Bibliography

Gender Pay Gap Nothing to do with Discrimination (2008) Management-Issues. 21 Oct 2008. Online available at  http://www.management-issues.com/2008/10/21/research/gender-pay-gap-nothing-to-do-with-discrimination.asp 

Blau, Francine D. And Kahn, Lawrence M. (2001) the Gender Pay Gap. National Bureau of Economic Research. Summer 2001. Online available at  http://www.nber.org/reporter/summer01/blaukahn.html 

Behind the Pay Gap Press Release (2007) AAUW. 23 Apr 2007. Online available at  http://www.aauw.org/about/newsroom//pressreleases/042307_paygap.cfm

Wage Equity for Women
Compensation and Gender Pay Gap

Compensation is one of the main functions of human resource management (HM), with the goals of meeting an organization's objectives, maximizing an organization's investment in a labor force, and rewarding employees for their contribution. Ideally, HM should implement a compensation policy that provides equitable and consistent treatment for all employees, thereby improving productivity, employee retention, and loyalty. The term 'procedural justice' has been used to describe this process and represents, for example, whether an employee perceives a compensation policy as equitable and fair.

Based on Taylor's (1989) analysis, the Equal Pay Act of 1963 fails to address procedural justice because it ignores jobs with 'comparable worth.' The Equal Pay Act requires equal compensation for equal work, but Taylor (1989) points out that jobs with equal value to an employer or society also deserve equivalent rates of compensation, regardless of whether comparable jobs entail the…...

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References

National Women's Law Center. (2013). 50 Years & Counting: The Unfinished Business of Achieving Fair Pay. Retrieved from http://www.nwlc.org/sites/default/files/pdfs/final_nwlc_equal_pay_report.pdf.

Perry, J., & Gundersen, D.E. (2011). American women and the gender pay gap: A changing demographic or the same old song. Advancing Women in Leadership, 31, 153-9.

Taylor, S.H. (1989). The case for comparable worth. Journal of Social Issues, 45(4), 23-37.

If this were the case then the provisions of the Equal Pay Act might be of some assistance, although women's lower rates of payment might be explained by reference to factors such as age/work experience/seniority within the workplace or concentration in lower grades which might (but might not) be discrimination-free. Alternatively, women might be doing the same jobs as men, but doing them in female workplaces, with the effect that no comparison would be possible under the Equal Pay Act" (p. 215).
Essentially, what McColgan (1997) is implying is that there could be logical reasons for women earning fewer cents on the dollar than men, most of which have to do with women having spent less time in the workforce than men. While this logic might have applied in much of the last half of the twentieth century, our current generation has long passed the era when women were primarily…...

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References

Figart, D.M., Mutari, E. & Power, M. (2002) Living wages, Equal wages: Gender and labor market policies in the United States. New York: Routledge

Green, C. & Ferber, M. (2005, March) Do detailed work histories help to explain gender and race/ethnic wage differentials?, Review of Social Economy 63, 55-85.

Harvey C. & Allard, J.M. (2005). Understanding and managing diversity: readings, cases and exercises, 3rd Edition. Prentice Hall, New Jersey

Lengnick-Hall, M.L., Lengnick-Hall, C.A., Andrade, L.S. & Drake, B. (2009), Strategic human resource management: the evolution of the field, Human Resource Management Review,19(2),64-85.

Now, the last one involves the balancing competitiveness with internal alignment through the use of ranges, flat rates, and/or bands. This is very important because a company would want to know who they are competing against and what they have to offer that will be able to go against them in the marketplace. Other things mentioned in this chapter, involve chapter talks about market pay survey (Salvador & Garcia-Menendez, 2001). There are three matters to look at before using pay surveys. One of those things is figuring out which employers will need to be included in the survey because clearly, everyone does not need to be involved. The second thing is to find out which jobs are will need to be included in the survey because obviously the proper ones need to be selected. It is not really necessary to use all of them. If multiple surveys are used,…...

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References:

Altman, M. (1995). Labor market discrimination, pay inequality, and effort variability: An alternative to the neoclassical model. Eastern Economic Journal, 21(2), 157-157.

Bosompra, K., Ashikaga, T., Flynn, B.S., Worden, J.K., & Solomon, L.J. (2001). Psychosocial factors associated with the public's willingness to pay for genetic testing for cancer risk: A structural equations model. Health Education Research, 16(2), 157-157.

Buescher, B.C. (2000). ABA model rule 7.6: The ABA pleases the SEC, but does not solve pay to play. The Georgetown Journal of Legal Ethics, 14(1), 139-157.

Huang, C.L., Kan, K., & Tsu-Tan, F. (1999). Consumer willingness-to-pay for food safety in taiwan: A binary-ordinal probit model of analysis. The Journal of Consumer Affairs, 33(1), 76-91.

Certainly! Here are a few suggestions for social injustice essay topics:

1. Income inequality and its effects on marginalized communities.
2. Gender bias and discrimination in the workplace.
3. Racial profiling and its impact on communities of color.
4. Access to quality education for low-income students.
5. Environmental racism and its consequences on disadvantaged communities.
6. The criminal justice system's disproportionate treatment of minorities.
7. Discrimination against LGBTQ+ individuals in society.
8. Disability rights and the challenges faced by disabled individuals.
9. Child labor and exploitation in developing countries.
10. The refugee crisis and the global response to displaced populations.

Remember, when writing about social injustice, it is essential to research....

I. Introduction
- Definition of women's rights
- Importance of women's rights in society

II. Early history of women's rights
- Women's lack of legal rights in ancient civilizations
- Women's rights in early modern Europe
- The role of women in the American Revolution

III. Women's rights movements in the 19th century
- Seneca Falls Convention and the Declaration of Sentiments
- The suffrage movement in the United States
- Women's rights movements in Europe

IV. Women's rights in the 20th century
- Women's suffrage around the world
- Women's rights in the workplace
- The feminist movement in the 1960s and 1970s

V. Current challenges and victories in women's rights
- The fight for....

Gender Equality in Contemporary American Culture: A Historical Perspective

Introduction:
In the tapestry of American culture, gender equality stands as a vibrant thread, woven amidst centuries of societal evolution and sociopolitical struggles. This essay delves into the historical trajectory of gender equality, exploring the shifts, triumphs, and ongoing challenges that have shaped its current status in American society.

Historical Roots:
The seeds of gender equality were sown in the early days of the American republic, with the signing of the Declaration of Independence (1776) and the Constitution (1789). These foundational documents enshrined the principles of liberty and equality, yet they fell short of extending....

I think that the states that have passed laws for the salary history ban are taking a positive step towards achieving equal pay within the workforce. By banning employers from inquiring about a candidate's salary history, these laws help to break the cycle of pay discrimination that can often carry over from job to job.

This ban helps to level the playing field for all candidates, regardless of their previous salary. It ensures that individuals are paid based on their skills, experience, and qualifications, rather than what they were making in their previous position.

Overall, the salary history ban promotes transparency and....