We all know the gender pay gap exists, yet not everyone knows exactly
what it is, or who it affects the most. It is very frustrating for us women to
be a part of an unfair and stereotyped issue.

In present
day, women are faced with a big problem in the business world. Overall, 57
percent of men earn £50,000 or more annually, while only 42 percent of women
earn the same.  A huge issue is present
that should be addressed, my goal is to inform you about this problem and
persuade you to make a change as a community. By confronting this problem
together, we can stay united and make a real change. We want equal pay if we
work the same jobs. There are no statistics and no proof that women work less
than men and should get less money for the same effort input in job.

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Does the gender pay gap matter?

Women in the
UK are now more highly educated than their male peers and this should be
rewarded in employment and wages, but expectations about women’s
responsibilities in the home and the type if jobs that are most suitable, mean
they do not participate in the workforce on equal terms with men. The gender
pay gap also means women have less superannuation than men at retirement,
leaving many vulnerable to poverty in old age.

So what is the gender pay gap?

The gender
pay gap refers to the difference in earning between women and men. This value
is calculated using the Office for National Statistics average weekly full-time
earning data. For the past two decades the gender pay gap has been stuck
between 15 and 19 per cent, in early 2017 it was 16 per cent. That means the
average full-time weekly earning of women was 16 percent lower than that of
men. That’s about £260 less each week, and that’s just the average.

There are big
differences in the gender pay gap across industry groups. The smallest is a
seven percent gap for employees in public administration and safety, those
working in jobs like local government or the police force. But in financial and
insurance services the gap widens to 31 per cent.

The gender
pay gap also differs between public and private sector employment. Women in the
private sector face a much bigger gender gap than those who work in the public
sector. Inequality also varies across occupations too. UK Tax Office data shows
some of the biggest pay gaps are between women and men employed as barristers,
financial traders and surgeons.

So why is there a gender pay gap?

 In the UK, women and men tend to congregate in
different types of occupations. Women dominate retail, education, healthcare
and social service jobs. These have been traditionally viewed as low skilled
and attract much lower wages than male dominated jobs that are defined as
skilled, jobs like mining and engineering. There is an important link between
occupational segregation on one hand and the undervaluation of feminized work
on the other. Women also tend to be concentrated in lower level jobs in frontline
services, where incomes are less than those paid to managers and executives, positions
that are disproportionally dominated by men and this has a really big impact on
the gender pay gap. Even when women are CEOs and other key management jobs,
they earn less than men in similar positions, on average almost 27 per cent
less. Another contributing factor to the gender pay gap is that women do far
more unpaid domestic work than men, especially if they are mothers. Gender
inequality and unpaid work underwrites many of the inequalities by women in the
world of paid work.

A new law in
the United Kingdom, requires companies with 250 or more employees to publicly
disclose details of their gender pay gap. Some big companies admit to have a
gender pay gap either accidentally or on purpose but some decline the existence
of such a thing. One of these examples is the airline EasyJet, which confirmed
the existence of a 50% pay gap between women and men. Overall, men account for
89.3 per cent off all employees in the highest pay quartile at the
airline in the UK, while women account for 68.9 per cent of all employees
in the lowest. The mean gender pay gap calculated by hourly rate of pay is
51.7 per cent while the median is 45.5 per cent. For bonus pay, the gaps are
43.8 per cent and 32.2 per cent respectively. Low-cost airline EasyJet has
become the latest corporation to publish figures on its gender pay gap,
admitting that it awards its average UK-based female employee a salary that is
more than 50 per cent lower than what it pays its average UK-based male
employee, largely because so few pilots are women.

This is just
one of the examples where a company actually confessed that women are getting
paid less than males, yet no real reason is given, it is something that is
stereotyped and something that is always considered to be the right thing to do
by male CEOs. I am looking forward for women and men to unite with me to
address this issue.

In the last
50 years there was progress in this field as more and more women got hired for
and jobs got permission to be CEOs and representatives of big companies, this
is a big improvement but the problem is that the female CEOs aren’t getting
paid as much as male CEOs.

My question
about this issue is who decided things should be this way, why are all women
stereotyped as being week and unable to do any job, but just be a housewife
without making any impact on a global society. This is a global matter that
should be taken in consideration more seriously and changes should be affected