Research on whether laws should be enacted to protect the equal pay of disadvantaged groups is important because it sheds light on the issue. Many people would assume that just because various societies have made progress with regards to equality on issues such as sexual orientation, race, and gender, that pay equality would be a topic of the past. However, there are those who feel that while pay equality has improved, it is not at the ideal level. Thus, disadvantaged persons in society continue feeling exploited and unfairly treated. Thus, this research offers an analysis of the situation through the use of multiple scholarly articles.
The central goal of this analysis is to determine whether the perception that some disadvantaged groups are paid less than their advantaged counterparts in a similar position is correct. If the gap exists, then this study seeks to find out the extent of the salary disparity as well as some of the underlying factors that promote the inequality. Moreover, this research will analyze the historical origins of the issue. An analysis of the past will allow this investigation to examine the trends in payment among various groups so as to determine the progression or regression of the problem.
1. Disadvantaged groups are paid less than their advantaged counterparts
2. Legislation reduces wage gaps.
Findings or Lack Thereof
Based on an analysis of the issue, the following determinations were made. One, women are paid less for the same positions as compared to their male counterparts. This gap rises in line with rank. However, the wage gap between genders has been on a general decline over the years. Two, racial discrimination on the basis of pay is real. Caucasian persons tend to earn more than any other race. Wage disparity caused by racial differences cuts across gender lines. Similar to the trend in sex-related wage gaps, racial wage gaps have significantly declined over the past decades. Three, studies show that there are instances where people are paid less due to their sexual orientation. Due to the contemporary nature of the investigations, long-term studies are not available to assess trends. Four, legislation has a positive effect in reducing the degree of salary discrimination. These findings reaffirm this researchs hypotheses.
Relevance of Legislation
There should be regulations about salary practices across race, gender, and sexual orientation to ensure equality. Based on systematic reviews of existing literature on the issue of pay gaps, this paper has noted that significant gains in equality are made post-legislation. Some of the laws that have been impactful include the Equal Pay Act of 1963 and the Civil Rights Act of 1964. Before laws are enacted, people do not have an impetus to bring about changes. This leaves the option of promoting equality in the hands of individual employers. However, because of legislation, employers have no choice but to follow the requirements of the law, failure to which they suffer penalties.
One of the arguments against legislative affirmative action is that it promotes the interests of some people over the well-being of others. This is in some ways a form of discrimination that leads to a situation where people are employed not on merit, but to fulfill legal requirements. It also perpetuates stereotypes that certain groups are inferior hence need assistance to succeed. However, based on historical trends, the lack of legislation ensures that progress remains slow or non-existent. Legislation expedites the process of equity across racial, gender, and sexual orientation lines.
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