Are women still experiencing gender discrimination in income and employment positions?

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dc.contributor.advisor Wright, David W. en_US
dc.contributor.author Pettinger, Mark
dc.date.accessioned 2006-11-23T19:11:44Z
dc.date.available 2006-11-23T19:11:44Z
dc.date.copyright 2006
dc.date.issued 2006-05
dc.identifier.other t06056
dc.identifier.uri http://hdl.handle.net/10057/272
dc.description Thesis (M.A.)--Wichita State University, Dept. of Sociology. en
dc.description "May 2006." en
dc.description.abstract The purpose of this research is to examine the gender pay-gap and the potential factors that contribute to income inequality. Since passing the Equal Pay Act the median weekly earnings of women is still just $0.72 for every dollar men earn. To put this in context the pay-gap in 1970 was $0.62 and in 1992 it was $0.75 (Institute for Women’s Policy Research, 1993). Secondary data analysis of the 2003 American Time Use Survey purports the potential reasons why the pay-gap still continues. This research employs an alternative income determination model with three component parts: the individual-level segment, which includes variables such as education and age; the structural-level segment, which includes variables such as hours worked per week, industry, and occupation; a gender-level segment, which includes variables such as sex, marital status, and with child under age six. Results indicate that, net of other factors, women earn $111.21 less per week than men in spite of having a higher percentage of college degrees and positions in white-collar high-skill employment. Analysis of the results suggests that there are two potential means by which the pay-gap can be reduced. Women are typically, either by choice or because they are forced, selected into gender homogenous positions such as education or healthcare that are devalued. Women therefore need to select positions that will generate a more heterogeneous employment structure and pursue occupations in typically male dominated areas. Additionally, the enactment of a Pay Equity Act could further restore the balance and redistribute income by evaluating positions based on the value of their work and not based on sex, race, or other personal/individual attributes. en
dc.format.extent 178427 bytes
dc.format.extent v, 39 leaves : ill., digital, PDF file. en
dc.format.mimetype application/pdf
dc.language.iso en_US en
dc.rights Access restricted to WSU students, faculty and staff en
dc.rights Copyright Mark Pettinger, 2006. All rights reserved. en
dc.subject.lcsh Electronic dissertations en
dc.title Are women still experiencing gender discrimination in income and employment positions? en
dc.title.alternative Why the equal pay act may not be enough to close the pay-gap en
dc.type Thesis en
dc.identifier.oclc 74710548

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  • SOC Theses [50]
  • Master's Theses [980]
    This collection includes Master's theses completed at the Wichita State University Graduate School (Fall 2005 --)
  • LAS Theses and Dissertations [441]
    Theses and dissertations completed at the College of Liberal Arts and Sciences (Fall 2005 -)

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