Colorado State University Gender Pay Gap Quantitative Research Designs Discussion Consider the five common quantitative research designs covered in this we

Colorado State University Gender Pay Gap Quantitative Research Designs Discussion Consider the five common quantitative research designs covered in this week’s reading materials, re-state your updated research purpose statement based on week two feedback from your classmates. Describe how you could use each of the five common quantitative research designs to support your final research project methodology. Attached is the research purpose statement and feedback Gender discrimination in workplaces and other areas such as sport is a global concern. One of
the forms of gender discrimination is inequality in payments. Pay gap inequality in gender
happens male and female perform the same task, but receive different remuneration (Han &
Budig, 2019). Also, inequality may occur when there is a slight difference between their work
and a vast difference in pay. My final project on the gender pay gap describes the benefits of
closing the inequality in payments all over the world.
Research on the advantages of equality has not been sufficiently done. Most studies focus on
proving the existence of the gap and why it exists. My projects explain how zero inequality in
payment saves lives by empowering women and ladies from a life-threatening situation and how
they give back to society. The project verifies how closing the gap has helped in business
through a sense of equality among employees. Legal protection is one of the significant benefits
of pay equality (Kahn, 2016). Men will have fewer chances of abusing a woman when they are
enjoying the same advantages and disadvantages. Equality boosts the confidence of a woman,
thus increasing her productivity.
Women, ladies, and girls have been viewed as the main victim of gender pay inequality. Men,
too, also suffer as victims of this discrimination. The owner of a company, for instance, can pay
his daughter a higher amount than a male core worker who they are performing the same tasks
with. Employees are motivated by equal treatment in the workplace. It is also essential to make
sure that men are not victims too, as we close the inequality gaps in salaries and wages.
References
Han, J., & Budig, M. (2019). Gender pay gap. Sociology. doi:10.1093/obo/9780199756384-0226
Kahn, L. M. (2016). Understanding international differences in the gender pay gap. Gender,
Inequality, and Wages, 177-212. doi:10.1093/acprof:oso/9780199665853.003.0007L
Anton Camarota
Anton Camarota
Jun 26, 2020Jun 26 at 2:42pm
Jennifer, it seems like the purpose of your proposed study is to identify the impacts of equal
gender-based pay for different aspects of organizational performance. Which aspects would you
like to define for your study, i.e. social, political, financial, operational, etc.?
Dailyn Lewis
Dailyn Lewis
SundayJun 28 at 9:18pm
Jennifer,
I am very interested in your chosen topic! Being a woman, I have felt the effects at many points
in my career. I wonder, will you take into consideration how easy it is work so hard against one
side of inequality, that the other side can quickly (and unknowingly) become the side treated
unequally? I have wondered about that quite a bit myself. Wage gaps are more easily created
equal, seeing as they are easily comparable. But what about other forms of gender inequality in
the workplace? Do you think it would be easy for men to become treated unfairly in the
workplace if it is taken too far?
I can’t wait to hear more about your research moving forward with this topic!
Dailyn

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