The gender wage gap problem continues to persist in the world. To find answers to this social and economic problem, the reasons as to why there is a difference in gender pay inequality between man and women have to be understood first. There are various factors which are known to contribute to the gender wage gaps whereby most of it is not intentionally discriminatory (Cardoso, Guimarães, & Portugal, 2016). The factors include women being seen as a vulnerability around the company or business when they start a family, the pressure placed on men to be able to make more money for his family, women giving birth, men being more aggressive asking for raises and promotion and, many more (Cardoso, Guimarães, & Portugal, 2016). A number of ways can be applied to solve the problem. This can be done by identifying the academic disciplines such as technology and business which can help with the investigation and making up strategies for the solutions to the problem.
In the current world, technology is a significant part of society. It is currently widely known and used in the world. Application of technology may be an answer to solve the gender wage gap problem. The use of technology is optimistic in that it provides tools that may be used to address the gender pay inequality, close the gap, and bring about equality between men and women payment. Digital agencies are one of the tools that can be used to tackle the problem. Women can develop their careers by use of digital tools such as innovation women which is an online agency. The agency helps technical, entrepreneurs and innovative female leaders to stand out and further helps connect them with managers. Technology has also provided women with an opportunity to work from anywhere through remote work platforms (Blau, 2016). This enables them to manage their work with accountability and transparency. Technology also allows women to gain technical, competitive and soft skills which enable them to have the right skills hence improving their pay wages (Blau, 2016). This can be done by use of technology platforms to reach many women and children all over the world. Technology may also be used to address challenges women go through in their workplace. Application of VIPI Cash, for example, is used to secure money transfer among working women so that they can access and have control of their money independently.
Delegate your assignment to our experts and they will do the rest.
Professional activities in business may also be used to solve the gender wage gap problem. This can be achieved mainly by the actions of the business leaders. These actions include providing paid leave and subsidized childcare (Card, Cardoso, & Kline, 2015). This aims at helping women get back to work and therefore closing the pay gap. The business leaders may also improve the culture around the flex work policy. This will allow both genders to make time for their children hence payment may not be affected. Improving performance reviews and feedbacks can also be done by the business leaders. This is because in the workplace, sometimes men and women are evaluated, differently when it comes to assessments. Women tend to receive ambiguous feedback without any actions, hence, brings about lower performance and ratings for them. Also, the leaders have to implement transparency around pay as a tactic for pay equity (Card, Cardoso, & Kline, 2015). Transparency around payment contributes to paying equity and therefore salary negotiations are eradicated from the body. Finally, evaluation recruiting practices has to be done. This will help the business gain talent and reduce turnover and even enable the business to determine what it wants. Through this, both men and women in the company will have equal pay.
In conclusion, the gender wage gap can be solved in many ways. Identifying the professional activity in technology and business and many other areas contributes a lot to solve the problem.
References
Blau, F. D. (2016). Gender, Inequality, and Wages . OUP Catalogue.
Cardoso, A. R., Guimarães, P., & Portugal, P. (2016). What drives the gender wage gap? A look at the role of firm and job-title heterogeneity. Oxford Economic Papers, 68(2), 506-524.
Card, D., Cardoso, A. R., & Kline, P. (2015). Bargaining, sorting, and the gender wage gap: Quantifying the impact of firms on the relative pay of women. The Quarterly Journal of Economics, 131(2), 633-686.
