Discussion 5 MGMT 4303

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Apr 3, 2024

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Discussion #5: Pay discrimination (30 points) Instructions 1. Watch the video: There is No Gender Wage Gap . (The link to the video.) 2. Confirm the originality of your post . If you agree with the below statement, copy and paste the statement at the beginning of your initial response post. “I confirm that my writing in this submission is original and has not violated any policies under section ‘4. Instructor Policies’ (i.e., plagiarism, teamwork, “just” paraphrasing, and the use of AI generated content) in our syllabus.” Your discussion submissions will not be graded without the above statement present in your initial response posts. 3. Provide your initial response . (20 points) In this video, the speaker first acknowledges that women in the United States make about 77 percent of what men make. However, the speaker also argues that this difference is not due to gender discrimination in wages. She claims that the 23 percent wage gap between men and women is due to various other factors (e.g., education, occupation, position, and hours worked) that are not accounted for in calculating the gender wage gap. In other words, she argues that the gender wage gap is very small when the wages of men and women with the same education level, occupation, position, and work hours are compared. And her argument is backed up by various studies. So, she claims that the gender wage gap is not an outcome of discrimination. Make a counterargument to the speaker’s claim. Explain to the speaker why the 23 percent wage gap between men and women can be an outcome of discrimination despite all the study results that she has provided. You can also argue that we cannot make a definite conclusion that the 23 percent gender wage gap is not an outcome of discrimination based on the study results that the speaker has provided. But, of course, you need to make an argument for why this might be the case. * Do not make an argument about individual cases. For example, do not make an argument that is similar to the following: “The statistics provided by the speaker in the video can be true. However, my girlfriend was discriminated against by her boss, and thus she is paid less than what she deserves. This shows that there is gender wage discrimination in our society.” The discussion is not about individual discrimination cases. 4. Provide your follow-up response . (10 points) Reply to at least two of your classmates’ initial responses . But when replying, let’s assume that you are the speaker in the video . So, make a counterargument to your classmates’ initial posts. Try to make a statement about why the 23 percent wage gap between men and women cannot be an outcome of discrimination despite your classmates’ arguments in their initial responses. But, of course, let’s be friendly. And do not be discouraged by the replies made by your classmates on your initial post. They are just doing this for the sake of this assignment. ( Important note: Your two replies should be different. You are replying to two different posts, so your arguments should differ too. If your two replies are too similar, they will be counted as only one reply.)

Response “I confirm that my writing in this submission is original and has not violated any policies under section ‘4. Instructor Policies’ (i.e., plagiarism, teamwork, “just” paraphrasing, and the use of AI- generated content) in our syllabus.” While the speaker presents compelling evidence to suggest that the gender wage gap is primarily due to factors such as education, occupation, position, and hours worked, it's essential to consider the broader context in which these factors operate. While individual choices certainly shape earnings disparities between men and women, they do not exist in a vacuum. Discrimination and systemic biases within workplaces and society at large can influence the opportunities available to women, thereby perpetuating wage disparities. For instance, studies have shown that women are often steered towards lower-paying fields and face barriers to advancement in traditionally male-dominated industries. Discriminatory practices such as pay secrecy, gender bias in hiring and promotion decisions, and unequal access to career development opportunities can all contribute to the persistence of the gender wage gap, even when controlling for factors like education and occupation. Additionally, societal norms and expectations regarding caregiving responsibilities can disproportionately impact women's ability to work full-time or pursue higher-paying positions. Furthermore, while some studies may suggest that the gender wage gap diminishes when comparing men and women with similar qualifications and experiences, it's crucial to recognize the limitations of such analyses. Factors like unconscious bias in performance evaluations and negotiation processes can still result in unequal compensation for men and women in identical roles. Therefore, while individual choices certainly play a role in shaping earnings disparities, it's important not to discount the influence of discrimination and structural barriers in perpetuating the gender wage gap.

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