The current event that I covered is Equal pay for equal work. Across the world, people are still advocating for the same issue since the last decade things have not changed, and in the future, things are not going to change since more is demand (Caulfield, 2018). In the future, more is to be added, such as equal pay for all gender. The insight developed is the promotional opportunities for all the genders women are to be given equal promotion opportunities like men in all sectors. In most countries, it is the issue of the third, but the new insight that I have developed is to advocate for equal share for both men and women as long as they have equal qualifications for the job (Aggerholm, & Kretchmar, 2017). The other insight is conquering with equal pay and opposing the critiques that women in higher positions to be paid more than men in the same position since they are more vulnerable to issues. This insight advocate that as long as the employees perform the same task, they should be paid equally. The other insight is about spending less those who perform less in the organization. This is to mean that the pay is relative to the productivity of the workers and not according to the duties. If the employee performs their functions effectively without failure, then they are not be paid equally. Still, in cases where they underperform, then their pay is not to be equal since that would affect the productivity of the company.
To keep track of the employees' productivity, I have developed a system to ensure that all the employees in the business and organizations perform as expected, and they will receive equal pay.
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References
Aggerholm, K., & Kretchmar, R. S. (2017). Ethics of youth sport. Philosophy: Sport , 223-242.
Caulfield, M. (2018). The expressive functions of pay. Business Ethics Journal Review , 6 (1), 1-6.
