男性 – 女性薪酬差异
The HR practices are linked to equality and diversity, hence in the implementation of favorable and fair conditions of work to employee HR professionals have a crucial role to play which is key challenge for them. By creation of a productive working environment diversity could be managed and could controlled. Moreover, in this manner organizational goals are met and talent is completely utilized.
Male- Female pay differentials
Despite the equal opportunities legislation, income inequalities amongst women and men from all backgrounds still exist. Moreover, even when bonuses and overtime is taken into consideration the annual salaries of women are 25 percent lower as compared to that of men. It is observant that women are making progress but this progress is relatively slow. In a research conducted by Sean O’ Grady in the year 2007 it was seen that as compared to men who work part-time, the women working part-time earns 38 % less. Moreover, as compared to the men who are employed as full-time, the women earn 17 % less in the same category (Shoukat 2004). Thus, it is very difficult to search for a women who is at the top position in any business.
As compared to the earlier times, the pay gap amongst men and women is becoming very small although at the top managerial positons and politics there are still restrictions for women at the top managerial. As women have role models like Dora Bakoyannis who was the first women who was appointed a senior position in the Greece Cabinet, Margaret Beckett who became the first foreign minister of U.K and many other and hence women are more confident. Even if men are still reluctant to give up power to women as a result of perception of masculinity, more women are willing to stand up to the law.