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Assay question: i)Wage discrimination against women; (ii)Barriers limiting womens promotion (e.g. glass ceilings); (iii)More control of household spending by men than women

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Reasons behind such disparities include the idea that women are underpaid generally because they usually carry out low-status jobs in comparison to men (England, 2003).Like in the graph below; the yellow bar shows the rate of employment for men as opposed to that of women in pink.Wage discrimination against women is a critical issue that must be addressed by concerned agencies and the government at large. The big reason for this step is that women are losing huge amounts of dollars over the course of their carriers, yet the issue continues to broaden. Worse, some women get fired for attempting to fight it and get reasonable pay (Smith, El-Anis & Farrands, 2011). This means that women still have an uphill to climb to get their rights concerning this issue.In America, the Paycheck Fairness Act would help terminate wage discrimination through closing some loopholes in existing labor laws that make it nearly impractical for employees to expose and stop pay discrimination. What can be applied globally is decentralization, where a true economic democracy dominates, where all sections of society are empowered to accomplish financial prosperity through full employment. Women are encouraged to take part in each level of decision-making. For women in the society to succeed, there must be community-managed organizations. In economic democracy, economic justice should be granted the highest priority to do away with sources of inequality (Woolley, 1998). This should include compensatory programs to conquer the legacy of gender-based discrimination and continuing discrimination. Consciousness should also be raised to change the attitudes, ideas, and behavior that encourage wage discrimination against women (Samuelson & Nordhaus, 2005)Another remedy for this issue is to adjust the pay rates in discriminatory firms to remove whatever component is based on, to discriminate women. However, such a process requires the development of a way of categorizing whether or not, and to what extent of pay variations in jobs within a firm is discriminatory. One technique of unraveling the components of differences in wages is to weigh the worth of those jobs directly, by use of any of some job valuation processes. The idea of comparable worth should be that jobs with equal worth must be paid equally regardless of one’s gender (Bachan, 2012).According to Woolley, the hidden barriers that limit the
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