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Posted: January 18th, 2023
In 2017 the International Labour Organization (ILO) wrote a report on the state of labour market inequality entitled “World Employment Social Outlook: Trends for Women 2017.” The report concludes that several changes are required in order to attain greater gender equality in the labour market. Among other things, the report suggests: 1) the promotion of equal remuneration for work of equal value, and; 2) tackling the root causes of occupational and sectoral segregation. Write an essay that addresses either one of the two options below. Option One: The promotion of equal remuneration for work of equal value. What is the gender pay gap? How is it measured? What are the assumptions and/or biases in the way in which we measure pay equity? What solutions for this problem might be equitable in the Canadian context? Be sure to carefully construct your argument with a clear thesis statement, and to substantiate your claims with academic sources. Option Two: The root causes of occupational and sectoral segregation. What is labour market segmentation? How does this relate to the history of the Standard Employment Relationship (SER) in the Canadian context? How does the rise of precarious (i.e. non- standard) work in recent decades relate to labour market segmentation along gendered and/or racial lines? Be sure to carefully construct your argument with a clear thesis statement, and to substantiate your claims with academic sources. Please note that this is a research essay. You are required to use the following sources your essay: 1) The 2017 ILO report “World Employment Social Outlook: Trends for Women 2017” (available as a PDF on Moodle) 2) A minimum of TWO of the course readings (mandatory or supplemental) from the week of Feb. 26. 3) A minimum of THREE scholarly sources. Scholarly sources include peer-reviewed journal articles, scholarly books, institutional reports. Be sure to reference all sources consistently throughout your paper The essay will be graded on the basis of the following criteria: 1) Completeness of essay (the essay must respond to all of the various components of the option selected) 2) Quality of argument (Strong thesis, coherent argumentation, clear overall structure) 3) Use of appropriate scholarly sources (minimum of six sources – see instructions above) 4) Quality of writing (format, grammar, syntax, punctuation, correct referencing.
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The promotion of equal remuneration for work of equal value
The gender pay gap is the difference between the average earnings of men and women in the workforce. It is typically measured by comparing the median or mean earnings of men and women, and it is expressed as a percentage. According to the 2017 ILO report "World Employment Social Outlook: Trends for Women 2017," the gender pay gap is around 16% globally, with wide variations between countries and regions.
One of the main assumptions and biases in the way we measure pay equity is that men and women are in the same jobs and have the same qualifications and experience. However, this is not always the case, as women are more likely to be concentrated in lower-paying occupations and sectors, such as education, healthcare, and social work. Additionally, women are more likely to work part-time or have interruptions in their careers, which also affects their earnings.
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To address the gender pay gap, several solutions have been proposed, including:
Legal measures, such as equal pay legislation and gender pay gap reporting, which aim to ensure that men and women are paid the same for the same work or work of equal value.
Collective bargaining, which allows workers to negotiate better wages and working conditions.
Career development and mentoring programs, which help women to progress in their careers and reach higher-paying positions.
Childcare and family-friendly policies, which help women to balance work and family responsibilities.
In the Canadian context, some of the solutions that have been proposed include:
Introducing pay transparency legislation, which would require employers to disclose the gender pay gap within their organizations.
Expanding the Canada Pension Plan and Employment Insurance to provide better benefits for caregivers and parents.
Increasing the availability and affordability of child care in Canada, which would help women to participate more fully in the workforce.
In conclusion, the gender pay gap is a significant issue that affects women globally and in Canada. The solutions proposed in this essay are equal pay legislation, collective bargaining, career development, mentoring programs, and childcare and family-friendly policies, which aim to ensure that men and women are paid the same for the same work or work of equal value. Furthermore, these solutions are equitable in the Canadian context, as they are aimed at addressing some of the root causes of the gender pay gap and promoting greater gender equality in the labour market.
References:
International Labour Organization. (2017). World Employment Social Outlook: Trends for Women 2017. Retrieved from
Blau, F. D., & Kahn, L. M. (2016). The Gender Pay Gap: Have Women Gone as Far as They Can? Academy of Management Perspectives, 30(3), 205-221.
Groshen, E. L. (1991). The Structure of the Female/Male Pay Gap. Monthly Labor Review, 114(11), 3-12.
Riddell, W. C. (2006). Gender and the Canadian Labour Market. Canadian Public Policy, 32(1), 1-18.
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