The gender pay gap is a pressing issue of inequality at work, where women often experience lower wages and face discrimination in hiring and promotion decisions. Ensuring women's active participation in the workforce is crucial for career advancement and closing the pay gap. The myth of male optimism leading to higher salaries merely masks the underlying issue of confidence levels contributing to the gender wage disparity. If left unaddressed, the gap between men's and women's hourly wages may widen alarmingly. Governments can help increase women's pay by implementing regulatory and legislative changes.
To reduce gender pay inequity, businesses must offer fair compensation for women's labour and enhance opportunities for women to succeed. Internalized sexism, stemming from societal gender norms (Cherry, 2018), pervades social belief systems and workplace cultures. This sexism influences education, leading to a scarcity of women in higher education and specific fields of study, driving them towards traditionally accepted disciplines.
Glick et al. (1996) highlighted the prevalence of hostile sexism in the discourse. Benevolent sexism, on the other hand, dictates that women should be protected due to their gender roles. Ambivalent sexism, combining hostile and benevolent sexism, suggests that women possess superior traits such as tenderness, bravery, and compassion.
Social conditioning often leads women to view the world through an alpha male lens and perceive outspoken women as less competent. Unequal pay for equal work is a pervasive issue, with women holding master's degrees earning similarly to men with bachelor's degrees. Factors like pregnancy and maternity leave further contribute to wage loss for women. To counter this, businesses must offer flexible working conditions, including paid maternity leave, and implement gender-promoting policies.
Optimism and self-confidence should not be viewed as mutually exclusive. Men often feel more comfortable promoting themselves, while women tend to be less defensive and more proactive, leading to increased conflict resolution. Despite progress, the gender wage gap persists in the U.S. and Europe, and the academic world exhibits significant salary disparities between male and female professors and administrators.
Addressing underfunding and underappreciation of women in research and academia is essential to closing the gender gap in the workplace. Employers must prioritize equity and work diligently to eliminate gender-based pay disparities.
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