Various factors cause pay inequality between genders. These factors encourage a high pay rate for male employees and relatively low pay for female employees. Work-life balance is one of the leading causes of equal pay issues. Many women annually are forced to take leave, such as parental leave, hence reducing employees' productivity ( Fortin et al., 2017) . When women leave the labor market, employers often reduce their pay, rate-making male employees compensated huge salaries than women employees.
Segregation in labor markets is contributing factor that causes an increase in the pay gap between male and female employees. The mentality that certain roles are meant for a specific gender is a major challenge because of increasing equity pay issues ( Fortin et al., 2017) . This factor is disclosed in the employee data set where some employees serve in specific positions because of their roles.
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Furthermore, education level also affects employee pay rates. Male is usually perceived to be more educated than female employees. As a result, male employees are paid higher salaries compared to female counterparts. For example, according to the data, more male employees have high education levels like masters and doctorate degrees compared to female employees. Thus, an abnormal payment pattern is reported by the two genders.
How some works are valued at the workplace also contributes to inequality payment packages between female and male employees. Some job types are perceived to be for a certain gender. For example, technical tasks are professed to suit only male employees ( Fortin et al., 2017) . People serving in such positions are compensated because of their technicality. Consequently, male employees get higher compensation than female. However, this belief should be abandoned because it displays the bad image of workforce specifications because female employees serve in different capacities.
Lastly, some organizations believe that top management positions are created for male employees because can face and succeed in tough situations that require defined decisions. Some organizations regard male employees as capable of facing and succeeding in complex tasks. As a result, this creates a pay gap because employees who serve in top management pay huge salaries.
References
Fortin, N. M., Bell, B., & Böhm, M. (2017). Top earnings inequality and the gender pay gap: Canada, Sweden, and the United Kingdom. Labour Economics , 47 , 107-123.
