Introduction
The gender pay gap is one of the most prominent discussion topics today. Even though the issue has been addressed recurrently, there are still numerous issues associated with it across a variety of countries and industries. The gender pay gap among parents is also a vital part of this debate because mothers and fathers are treated differently when it comes to salary and the diverse bonuses that come with parenthood.
The disparity in treatment between mothers and fathers is one of the most intriguing aspects of parenthood and the gender pay gap. According to research, workplace penalties are often experienced by mothers and not fathers (Meara et al., 2019). This penalty is caused by various things, including discrimination, inaccurate presumptions about a mother’s dedication to her job, and the idea that mothers are less capable or productive than their male counterparts. In contrast, fathers frequently receive a fatherhood bonus, which is an increase in pay or a promotion, after the birth of a child. These bonuses are attained by fathers because they are perceived to display more commitment to supporting their families.
Another vital idea about parenthood is that the gender pay gap affects it through the interface of career decisions. For example, working mothers could pay more attention to family matters and the child, having to switch to a part-time job or quit the job (). This is especially true for academic and law professions, where an exceptional grade of dedication is necessary to achieve success and unlock career opportunities. The gender pay gap also perseveres because of mothers’ willingness to hold unstable, low-paying jobs. Many women choose not to advance career-wise in order not to hinder their long-term employment expectations. This is also one of the reasons why mothers avoid training and development initiatives.
The societal expectations placed on parents are yet another fascinating aspect of the gender pay gap in parenting. Most expectations associated with mothers relate to household duties. Hence, it is a complex task to engage in full-time employment while having to satisfy the child’s needs. Fathers’ caregiving duties do not play an essential role because men are naturally expected to display a commitment to their job in the first place.
Questions
- What part, if any, do prejudice and discrimination play in the gender pay gap?
- What effects do race, ethnicity, and gender intersectionality have on the gender pay gap?
- What is the impact of the gender pay gap on workplace policies related to family leave?
- Is there a correlation between occupational segregation and the gender pay gap?
- How do wage discussions affect the gender pay gap?
- What policies can be deployed to address the gender pay gap?
- What are the socioeconomic implications of the gender pay gap?
Literature Review
Parenthood
Women’s earnings are hardly comparable to men’s income across the United States. This issue is pervasive and cannot be ignored because the gap cannot be closed quickly. Meara et al. (2019) study used a matching study design to examine the gender pay gap while controlling for a variety of variables that may affect pay, including education, experience, and occupation. Parenthood status seems to affect people based on their gender because mothers are paid less than fathers.
Age
Another variable to look at when reviewing existing research is parents’ age. Even though the field of equal pay has seen recent improvements, there are still major differences affecting employment and education, especially among individuals older than 30 (Lausi et al., 2021). These findings are vital because policies supporting working parents, like paid parental leave and reasonably priced childcare, may be crucial in closing the gender pay gap. Further fixation on a parent’s age is required to debunk gendered stereotypes and implicit workplace biases that punish caregiving efforts.
Education
Meanwhile, in order to better understand how people perceive the gender pay gap, Lausi et al. (2021) conducted a study in five European nations: Italy, Austria, the Czech Republic, Bulgaria, and Greece. A total of 1,227 participants — men and women — completed an online survey that the researchers used to gather data. Education was found to be a decisive factor because the pay gap was relatively indiscernible for parents with college or university degrees.
Future
The findings indicate the need to investigate the gender pay gap further and see how the existing trends shape corporate environments across the globe. Employee gender is a validated predictor of pay gaps, so it makes sense to engage in additional research to see how secondary variables, such as age, could affect the outcomes. Overall, it can be claimed that women are much more prone to experience parenthood-related pay gaps in the workplace.
Conclusion
Conclusions from the research articles discussed above have significant ramifications for organizations and policymakers working to close the gender pay gap. First of all, they emphasize the need for greater awareness and education about the gender pay gap, especially in nations where a sizable portion of respondents did not believe that there was a gender pay gap. Second, the studies contend that closing the gender pay gap necessitates a multifaceted strategy, taking into account the various variables that affect how the gender pay gap is perceived in various nations.
References
Lausi, G., Burrai, J., Barchielli, B., Quaglieri, A., Mari, E., Fraschetti, A., Paloni, F., Cordellieri, P., Ferlazzo, F., & Giannini, A. M. (2021). Gender pay gap perception: A five-country European study. SN Social Sciences, 1. Web.
Meara, K., Pastore, F., & Webster, A. (2019). The gender pay gap in the USA: A matching study. Journal of Population Economics, 33, 271-305. Web.