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Students will choose an HR topic covered in the course and write a 300-word paper (APA format) on the subject.
The paper should first define the topic or key concepts using a reference(s) from a peer-reviewed journal/article related to HR. The paper should then discuss why the topic is important for managers and HR professionals to consider. The discussion should be supported by two (2) or more references from relevant news articles, journals, or other credible and verifiable sources. A minimum of 3 references are required for this assignment (again, at least one of the references needs to be from a peer-reviewed source). Your text book should not be used as one of the references. A Turn-It-In/originality score of above 30% Will NOT BE ACCEPTED. This score can be obtained once you submit the assignment. You can resubmit up to 10 times in order to ensure that your score is 30% or below.
Equal Pay Act of 1963
The Equal Pay Act requires that all employees who do the same job, in the same organization, must receive the same pay. It defines equal in terms of “equal skill, effort, and responsibility, and . . . performed under similar working conditions.”7 However, if pay differences are the result of differences in seniority, merit, quantity or quality of production, or any factor other than sex (e.g., shift differentials and training programs), then pay differences are legally allowable.8 While originally designed to equalize pay between men and women, the act hasn’t been fully successful. But our next law added serious consequences to such unequal treatment. However, before reading the reality of equal opportunity, complete Self-Assessment 3.1. (SHRM D:6)
Reality. Today, women make up about half of the U.S. workforce,9 but they are only paid 77 cents on the dollar compared to their white male counterparts, and women of color only earn 65 cents.10 And the best-paid jobs have the biggest gaps, as women have fewer opportunities for advancement. Women are underrepresented at every management level. Men are 30% more likely than women to be promoted into a managerial role.
These two gaps are much wider in many other countries. In fact, the World Economic Forum estimated that at the current rate of global pay and employment opportunity, the gender gap will take 217 years to close.12 If women globally were offered the same economic opportunities as men, an estimated $28 trillion would be added to global gross domestic product by 2025.13 A major challenge for HR managers is to close the gaps at their organizations. Following the guidelines in this book can help you close those gaps.
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