Essay on Less Discriminatory Explanations as to Why Women Earn Less Than Men

For a very long time, discrimination has been stated as the main reason behind the salary inequality between men and women. However, there are more reasons why this is still the case, even after measures have been taken to close the payment inequality gap. For instance, when compared to men, women have less capability of bargaining their salaries, and they are also not very competitive. For most job opportunities, the interviewing panel tends to ask the applicant the amount he or she expects to earn in the position. Unfortunately, the women settle for less compared to men. Also when women are employed, a majority do not take steps to improve their competitiveness so that they can get a salary raise.

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Steps to Avoid Inequitable Pay when Using Point Method

If this approach is still used by the company, there are steps which can be taken to avoid inequality in pay. One, the company should arrange to host training workshops for its employees. It is evident that most women lag behind in terms of ability and experience. Two, the company should ensure that it does not choose men only for hazardous positions. Most women today have no problem handling similar activities. Three, women should not be placed in positions that do not require physical engagement simply because they tend to have less muscular strength. They should all be given the opportunity to decide whether or not they can handle the position.

Recommended Compensation Plan

Considering the fact that the company uses a point method to evaluate jobs for pay purposes, the best compensation plan is a base pay. A base pay refers to the total amount the company agreed to pay the employee. A base pay is determined by the specific job description and position which is also determined under the point method. Here, the company will set a minimum and maximum for the specific job position. The amount, however, is never constant; it is subject to changes depending on the performance of the employee. This is where the competitiveness of the employee becomes important in determining the salary.

Geographic Regions and the Resulting Compensation

An employees compensation should also be determined by the geographic region. This is because the location of a company is very important. Some regions are remote such that movement from home to work is quite expensive. Such an employee will have to use so much of his salary for such movements. Also, some regions are challenged by insecurity issues. Therefore, for an employee to work in such a place, the compensation needs to be sufficient to encourage their stay in the company. Also, the compensation needs to be enough to enable them to take the necessary precautions such as find rental houses that are well protected which tend to be more expensive.

Type of Data to Determine an Employees Compensation

The types of data required to determine an employees compensation include; geographic location, years of experience, job title, and the associated function. These factors are essential as they relate to the risk an employee takes for the sake of the company, as well as the input they give towards the company's success. For example, years of experience determines whether an employee will bring in more benefits for the company. The more the years, the more the compensation should be as this employee will know how to deal with specific challenges of the organization.