For hourly wage employees the difference between men and women is twenty-two cents (qtd in Boshart par. 1). However, in studies addressed by Bradbury and Katz that twenty-two cent gap increases quickly as the pay increases: “The average female executive within the survey earned 40% less than their male counterparts” (qtd. in Bradbury and Katz par. 5). With the average female officer earning just sixty cents for every dollar earned by her male counterpart, something must be corrected. The Equal Pay Act was passed to allow employees of either gender to sue their employer if they were earning unequal pay based on their gender. But, only if it could be proven that there was an equivalent employee, in skill and position, in the company earning higher wages. (qtd. in Weinstein par. 12). This only solves part of the problem. Within most companies only a few upper levels positions exist and very few are equivalent positions. That means most women are unable to prove, within the law, their exact male counterpart is earning more because their peer exists outside of their company. By addressing this issue the Equal Pay Act’s original goals can finally be met. With that, women will be much closer to receiving the same pay as men, and the business world will be one step closer to being
For hourly wage employees the difference between men and women is twenty-two cents (qtd in Boshart par. 1). However, in studies addressed by Bradbury and Katz that twenty-two cent gap increases quickly as the pay increases: “The average female executive within the survey earned 40% less than their male counterparts” (qtd. in Bradbury and Katz par. 5). With the average female officer earning just sixty cents for every dollar earned by her male counterpart, something must be corrected. The Equal Pay Act was passed to allow employees of either gender to sue their employer if they were earning unequal pay based on their gender. But, only if it could be proven that there was an equivalent employee, in skill and position, in the company earning higher wages. (qtd. in Weinstein par. 12). This only solves part of the problem. Within most companies only a few upper levels positions exist and very few are equivalent positions. That means most women are unable to prove, within the law, their exact male counterpart is earning more because their peer exists outside of their company. By addressing this issue the Equal Pay Act’s original goals can finally be met. With that, women will be much closer to receiving the same pay as men, and the business world will be one step closer to being