For this week’s assignment, you will create a presentation of about seven to eight slides, accompanied by audio 7?8 minutes in length, based on the problem-solution essay you submitted last week. How you create the presentation and audio accompaniment are up to you?today’s technology offers many options. The simplest, however, may be to create the presentation using Microsoft PowerPoint and the audio accompaniment using the recording function within PowerPoint. This week’s lesson and assigned readings will help you to create a high-impact, visually appealing, and professional presentation.

Conceptually, your presentation is a high-level, interactive version of your problem-solution essay that you have been working on for the last few weeks. The goal of your presentation is to both inform the audience of the problem you’ve identified and persuade them to support your solution.

Here is a sample organizational structure.

? First Slide: Title, your name, topic, course, and date

? Second Slide: Introduction?In the introduction, you might discuss why you chose your topic and why you think it is important. Provide a clear thesis statement.

? Third and Fourth Slides: Problem Analysis?What is causing the problem? Is it getting worse? What will happen if we fail to act?

I am attaching the final paper that I chose as my topic, please use it for the slides.Gender Pay Gap

Leidy Correal
Devry University
Advance Composition
Kenneth Sherman
April 04, 2022

Gender Pay Gap
Introduction
Hook
The wage disparity between men and women is a widely?disputed subject. The gap exists in numerous nations, and legislative regulations have been implemented in several countries to provide for gender equality in earnings. However, the gender wage disparity has narrowed over the previous few decades, although it still exists. Women continue to earn less than males due to family responsibilities and lesser productivity in certain jobs.
Topic
The topic I chose for this discussion is gender-based pay inequality. The presence of salary disparities in the first place is a big social and economic challenge, especially in this day and age when the government, along with numerous other organizations and persons, supports gender equality. According to Kilgour (2020), the discrepancy may be worse than it looks. There has been a strong American and global movement in previous years to enhance workplace balance?in terms of equality and fairness. Equal wages policies are an aspect of equal opportunity policies. The persistence of the wage disparity makes it a fascinating research issue. The study’s purpose is to analyze the severity of the gender wage difference, the variables that contribute to it, and potential techniques for closing the gender pay gap in the workforce.
Specific focus and purpose
The specific focus and purpose for this project will be to;
?Determine the level of gender pay inequalities based on race, location, and other factors.
?Examine other research articles to determine the causes of the gender wage gap.
?Evaluate the actions made by various stakeholders to close wage disparities in the United States.
Project outcomes to be expected
?Determining the magnitude of the income disparity between men and women
?Statistics on the causes of the gender wage disparity
?Possible interventions, recommendations, or activities.
Thesis
Gender pay gap is a global issue as observed the recruitment process and the wages paid to women, solving this problem requires a holistic approach that involves the government, businesses, employers and the society.
Problem
Causes and effects
One of the most common justifications for the gender wage gap is that it is the result of workplace gender discrimination. Gender discrimination can manifest itself in a variety of ways, the most prevalent being during the employment process and through misrepresentative job names (Cook et al., 2021; Litman et al, 2020). Male candidates, for example, have a higher chance than female applicants throughout the recruiting process in prejudiced organizations that favor male personnel. Other firms use job names to conceal discrimination against women. While both men and women accomplish the same type and amount of labor, the male employee is paid more simply because he holds a higher-ranking position.
There are several studies that show men and women working in the same sector or the same employment roles, yet males get paid more (Dworkin et al., 2018, p. 721; Foong et al., 2018, p. 3). Pearson offers the women’s national soccer team of the United States as an example of gender discrimination. Although the women’s team generated more income than the men’s team in 2016, women’s team members only earned around a fourth of what males received. A member of the women’s squad indicated that if the US won the World Cup, her compensation would be $350,000 less than if she were a male soccer player (Coyne, 2018).
Other researchers have found that working moms frequently face a “mother price,” which has the opposite impact as dads. According to Graf & Patten (2018), women earn 3% less after having children than women who do not have children. This is thought to be gender discrimination because dads earn around 15% more than males without children. Part of this disparity may be due to women taking more time off to care for a kid while fathers do the reverse, working longer hours. Because employers may believe that females are more likely than males to leave employment to care for a child., they may regard a female employee with children as less committed than a male employee. Employers, on the other hand, may see men with children as more committed to providing for their families.
History of what?s been done and its effectiveness
Gender inequality is not a new notion in the United States or the rest of the globe (Hyland et al., 2020, p. 479). It has existed from time immemorial and continues to exist even in the contemporary period in which governments, companies, and individuals are increasingly supporting gender equality alongside other forms of equality such as racial, political, and social equality. Gender disparities in stereotyped gender norms, which influence what male and female gender are expected to do, have long been observed (National Partnership for Women and Families, 2022). Males, for instance, we?re applying the concept to be head of the household, meaning they should work and earn to take care of their families. Women were expected to do chores such as housework, nursing newborns, and other menial and unpaid home activities.
The legal system is critical in the topic of the gender wage gap since it is part of its mission to prevent discrimination or to take corrective action when prejudice does occur. Taking a gender discrimination complaint to court was extremely impossible when women had few rights. Fortunately, equal rights and equal compensation for men and women are now anticipated. As a result, disagreements over such topics are frequently brought to court to be resolved. While there are many success stories of women’s empowerment and equality being expressed through due process, other cases fall short of expressing equality between men and women.
Potential solution
Option and its advantages/disadvantages
A possible solution to the gender pay gap is that the government?can address the issue by enforcing a pay equity regulation and strongly penalizing firms that fail to make significant efforts in achieving pay equity on similar labor. The substantial wage disparity that existed between males and females has narrowed as a result of altering labor legislation rules that allow equal pay to both males and females at the same work. Previously, males had more training, education, and job experience than women, which explains why they earned more. The gap is closing as more women increase their labor market potential and human capital by obtaining higher education and training, hence closing the gap. The advantage of government intervention in enacting this policy is that its effectiveness can be immediate, it has transparency, and promotes alternatives to promotion, but the disadvantage is that not all organizations are going to abide by the policy, especially private or corrupt organizations.
Recommended solution
Since there is no clear cause of the pay inequality, there is no straightforward solution for decreasing the salary disparity between different genders (Henkin, 2020). Instead, a variety of measures at the business, municipal, and federal levels might be implemented to reduce the gap. One possible recommendation of this study is to raise pay transparency. According to the National Bureau of Economic Research, transparent pay practices can help reduce the gender wage gap by upwards of 35%. Management and employees may improve pay openness on an interpersonal basis by fostering open, rational conversations about salary in the company. Another advantage of this strategy is that, on a national level, legislation like the Equal Pay Act, which forbids retaliation against personnel who divulge their salary and enhances sanctions for wage discrimination, may help lessen the gender wage gap. The main disadvantage of this recommendation is that subjective or management has top discretion. The OECD suggests the following initiatives to improve pay transparency tools for countries that are advancing pay transparency.
?Legislate to ensure the fundamental principle of equal pay for equal labor and to help adjust for the past undervaluation of jobs traditionally occupied by women.
?Individual employees should be allowed to seek compensation information about comparable workers.
?Influence the adoption of gender-neutral job classification systems in a wider range of settings.
?Identify the most significant pay gap figures that should be reported, and give clear reporting requirements to companies to streamline operations.
?Enhance the effectiveness?of monitoring and follow-up planning processes throughout companies, and strive to ensure that reporting methods are followed by effective, targeted, and enforced strategies to remedy any discovered pay discrepancies.
?Devote more developmental projects to influence assessments, including research on both pay results and legislative process outcomes.
?Propose enforcing equal pay conversations during collective bargaining salary agreements.
?Incorporate pay transparency as part of a larger, life-course strategy to advancing gender social equality, labor markets, democracy, and government policy.
Since most pay transparency regulations are new, there has been little study into their implications on income and employment outcomes. The majority of the existing research on national pay transparency regulations has focused on business pay reporting responsibilities.
Conclusion
Gender discrimination in the workplace has been demonstrated to be a significant problem. Concurrently, research has revealed that the lifecycle human capital framework captures some of the distinct life and work decisions that men and women make. Each of these ideas might address major categories of the gender wage gap. According to the thesis, it is clear that the gender wage gap is present because of gender discrimination and other factors at play. Although companies regularly see a diverse culture as a way to strengthen their public image or meet predefined legal obligations, it is a realization that has tremendous potential in the current map, where concepts Performance numbers have demonstrated to be of limited efficacy, and the most sophisticated in diversity issues have accomplished higher performance. For various realities, different models are necessary. Year after year, society gets more varied, and institutions must adjust sooner or later.
There are considerable disparities in the quality of company reporting both within and between nations. Even in nations with highly established and long-standing auditing processes, some corporations are doing the bare minimum to fulfill reporting obligations, much alone creating an action plan to address their firm’s gender wage disparity. Improving report quality would almost certainly necessitate the involvement of a committed government actor with frequent supervision duties. The government should raise the minimum requirements required to comply with the substance of reporting responsibilities, according to the call to action.

Reference
Bennedsen, M., Simintzi, E., Tsoutsoura, M., & Wolfenzon, D. (2019).?Do firms respond to gender pay gap transparency??(No. w25435). National Bureau of Economic Research.
Cook, C., Diamond, R., Hall, J. V., List, J. A., & Oyer, P. (2021). The gender earnings gap in the gig economy: Evidence from over a million rideshare drivers.?The Review of Economic Studies,?88(5), 2210-2238.
Coyne, P. C. (2018). A Huge Win for Equal Pay: Women’s National Teams Grab Their Biggest Victories Yet in Recent Contract Disputes.?Jeffrey S. Moorad Sports LJ,?25, 315.
Dworkin, T. M., Schipani, C. A., Milliken, F. J., & Kneeland, M. K. (2018). Assessing the Progress of Women in Corporate America: The More Things Change, the More They Stay the Same. American Business Law Journal, 55(4), 721?762. https://doi.org/10.1111/ablj.12132
Foong, E., Vincent, N., Hecht, B., & Gerber, E. M. (2018). Women (Still) Ask For Less. Proceedings of the ACM on Human-Computer Interaction, 2(CSCW), 1?21. https://doi.org/10.1145/3274322
Graf, N., Brown, A., & Patten, E. (2018). The narrowing, but persistent, gender gap in pay.?Pew Research Center,?9.
Henkin, M. M. (2020).?Highly Educated Women Reflect on Advanced Education, Work, and Gender Pay Inequality?(Doctoral dissertation, Fielding Graduate University).
Hyland, M., Djankov, S., & Goldberg, P. K. (2020). Gendered Laws and Women in the Workforce. American Economic Review: Insights, 2(4), 475?490. https://doi.org/10.1257/aeri.20190542
Kilgour, J. G. (2020). The Gender-Based Pay Gap Is Gone.?The Journal of Total Rewards,?29(1), 28-40.
National Partnership for women and families. (2022). FACT SHEET America?s Women and the Wage Gap. https://www.nationalpartnership.org/our-work/resources/economic-justice/fair-pay/americas-women-and-the-wage-gap.pdf
Litman, L., Robinson, J., Rosen, Z., Rosenzweig, C., Waxman, J., & Bates, L. M. (2020). The persistence of pay inequality: The gender pay gap in an anonymous online labor market. PLOS ONE, 15(2), e0229383. https://doi.org/10.1371/journal.pone.0229383