To Assess the Factors That Impact Pay Inequity in America

Description

Must use 10 academic peer-reviewed journals as sources(2 per variable). I have included what I have completed thus far and the variables and theory that needs to be included titled JohnScheepsmaJr.doc. The 2nd upload is an example paper for your records to look at in case there is confusion on the setup or structure. I will also include the name of the theory for the theoretical framework ( CONFLICT THEORY) There is no need to do an abstract. Must use academic peer reviewed journals for sources. I crossed out everything I have done on the table of contents on my paper so far. Any questions please email me ASAP.

To Assess the Factors That Impact Pay Inequity in America

Table of Contents

1. Project Title (Name of the study, clear topic)
2. Content page (includes all of the page numbers and illustrations
3. Introduction
4. Problem Statement (must include at least two secondary sources)
5. Purpose of Study/Research Objectives (must include all of your variables)
6. Research Questions (must include all of the variables in the research question)
7. Theoretical Framework (must include a theory that connects variables in the study)
8. Literature Review (must review at least two sources for each of the variables).
9. Research Design (must include all of the sub-sections)
10. Conclusion (students will develop a conclusion table) and must address all of the research questions)
11. Recommendations (students will develop recommendations based on the research)
12. References (APA) with Annotations

Problem Statement

A good way of defining something is often to start with what it is not. Pay Equity is not equal access to jobs offered by an employer. This is called employment equity, which means that women and men and the visible minorities have equal opportunity when applying for jobs. Nor is it the fact that a person working in a specific company is being paid $2,000 less than the person of the same gender sitting nearby for the exact same job. This is called internal equity and is unrelated to employment equity. So what does Pay Equity mean? At first, it meant equal pay for equal work. However, as organizations tried to achieve Pay Equity, they quickly realized that is was very difficult to compare the same two jobs and their compensation since each one comprised a different set of tasks. This leads us to the conclusion on why we call it Equal Pay for Equal Work also known as The Gender Pay Gap. Whatever you want to call it, unequal pay based on gender and color in the workplace is real, it is verifiable, discriminatory, and prevents economic growth.
Despite progress in the fight for gender equality in the workplace, women continue to face a broad range of difficulties. While they?ve made strides in breaking through the ?glass ceiling,? they often face other challenges, including discrimination and sexism. A substantial gender pay gap persists around the world. In America, it is present from Wall Street to local hospitals, and even in schools. One thing is for certain, there is substantials pay gaps in all areas of employment in the United States. According to experts women working full time in the United States typically were paid just 80 percent of what men were paid, a gap of 20 percent (Greenman, E., & Xie, Y. 2008).
Gender is a big factor in pay equity, but let’s not ignore the fact that yes women make less than men, but women of color and of other ethnicities make even less than women of caucasian descent. According to (Gillespie, 2014) and The U.S. Bureau of Labor Statistics the pay gap affects almost all working women, it is especially bad for Latina, African American, American Indian, and Native Hawaiian full-time female workers. In 2014, Latina women’s annual salaries averaged just 54 percent of what white men in the same jobs brought home. When we look solely at the salaries of people of color, the pay gap is smaller ? but only because men of color are paid less than non-Latino white men. Furthermore, white women earn more than African American and Latina women who have the same level of education ? so the pay gap is a racial discrimination issue, too.
Purpose of Study

The purpose of this study is to conduct thorough secondary research to obtain facts and substantial concrete information regarding the factors (if any) that go into pay equity/the pay gap in America.
The table below will help in creating an understanding on how each variable ?X? impacts or is impacted by the issue of pay equity and fairness in pay in America (the ?Y? variable).

Variable chart
Y
———-

X1
———-

X2
———-

X3
———-

X4
———-

X5 Pay Inequity/Pay Gap
——————————————————————————–

Gender
——————————————————————————–

Socio Economic status
——————————————————————————–

Education level
——————————————————————————–

Race/Ethnicity
——————————————————————————–

Occupation/Industry

Research Questions
1. Is gender a factor in the equity of pay in the American workforce?
2. Does your socio-economic status have anything to do with pay equity and the pay gap in America?
3. Does your education level factor into determining the fairness of pay you receive?
4. Does race/ethnicity impact the amount of money you make compared to other races?
5. Does the occupation and or industry you work in matter when it comes to pay equity? Or does it affect one industry more than the other?

Theoretical Framework

?Conflict theory? and how race, education level, and socioeconomic status all influence and prove this theory true.

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