In the teaching industry, women have almost always held the majority in the teacher population. June 10, 1963 the equal pay was implemented to end “ pay disparities” based on gender in the workforce done by John F. Kennedy (U.S. Equal Employment Opportunity Commission). This act as said was supposed to end the wage gap that had been happening and for the future as well, but that has not seemed to be the case. Even though it is widely known that there is a gender wage gap in nearly all job fields, many don’t know the specifics behind it. In the education field there is a wage gap that needs to be addressed and the factors contributing to it are the lack of opportunities to higher paying jobs, the idea of sex segregation in the workforce, and racial discrimination that is still seen today towards the women of color. Addressing this gap will put and end to age old practices and open the door that aren’t always open for most women. These factors do not seem significant but they are institutionalized in the system causing them to stay for the most part implemented.
From nearly the beginning of time women have been giving roles that they are supposed to play in life and that practice has passed the test of time and can still be seen today. The ideal of sex segregation was an interesting one found, this is where the genders are divided in their areas of work (Tinch 1). Women make up the majority of teachers but this divide is what keeps this “majority” in the lower grade school levels instead of in the higher paying jobs in upper education. Another theory expressed by Tinch, from another study, was “The human capitalist point of view where the wage gap is said to exists because of the different investments men and women make.” Women are believed to invest their time into domestic affairs, while men invest into career opportunities instead. In many cases men are given praise for achievements that women have also accomplished if not more (Lips). This adds to the segregation of the sexes because men are placed up on a pedestal alone when women should be up there as well Wage gap is present in many instances but not always. Some schools do actually give the same salaries to equal level teachers, however inequality is still seen. A first hand experience from a public elementary school teacher in New York, she stated that in her school with a male principle she has experienced this inequality. “Everyone’s on the same salary schedule,” says Stephanie, the New York teacher. “So nobody’s getting paid more, but I find a huge effort inequality.” She continues on to state that she and many of her female colleagues have often done after school extra curricular activities and programs, most of the time on a volunteer basis, not receiving any pay for their work. She added in, “But if a male teacher raises his hand to do that same extra work, the principal is like, ‘Well, we have to pay him for his time!’” (Hopkins) In this example there is not a wage gap present but instances like this is what leads to men gaining the higher positions over their female counterparts. This relates back to the
When reading an article the idea of “ mobility” was introduced to me. This idea states that men are more likely to get a higher paying job over women because women are not as mobile when it come to the relocation for a job position because they are more seen more likely to stay due to the role that they are placed in as being a families caretaker (Hopkins). This practice is causing there to be lack of opportunity given to the women of the teaching industry to gain higher paying job is connected to that of “sex segregation” introduced by Tinch. Many female teachers are pigeonholed into their placement of elementary school teachers. These teachers are often discouraged into not attempting to obtain these higher paying jobs unlike their male coworkers who are often encouraged into them. When taking applying for these positions in administration they most often have less years of teaching than the women who are discouraged for the same positions (Tinch 6). Tinch continued on to elaborate on the way effects of the teaching industry believing that “Male teachers don’t have the same domestic responsibilities as the female teachers so, allowing them to put more time into running a school”. Sadly this isn’t where exclusion stops, it keeps women to hold their majority in the elementary level and not moving up to secondary levels and even to college (Tinch 7).
In 53.3% of black households women are the breadwinners and provide the income for the family (Kerby). This is the highest percentage of all the racial groups with a female main provider. And yet women of color are hit even harder with a wage gap than their white female counterparts. This issue is systematically institutionalized in the life for many women of color. This wage gap hurts in ways their fellow white counterparts would not be able to understand, white women are less likely to be a breadwinner than women of color. Not ignoring the possibility of a white female breadwinner, just addressing the issue of the difference in the likelihood that women of color face. Heavy hitting choices are made like having food on the table or savings for future children college tuition. This already lowers the playing field for the children's future (Kerby). This phenomenon goes hand and hand with the issue of representation in the teaching industry. With women of color making less than that of white women, who already are facing a gap in pay, it pushes them out of the teaching industry. For children of color this is detrimental because the need of having a role model is an essential element when growing up. Studies have shown that when there is a racial commonality between the teacher and student it brings in a stronger learning experience, due to the solidarity that can be placed. The most prominent ones overall would be culture and experiences (Solomon, 396). A white women would not necessarily be able to give the same life experience to a black female student as a black female teacher. Black
Based on the extent of the evidence, which proves the existence of the gender wage gap, it is clear that the lack of opportunities to higher paying jobs, sex segregation in the workforce and the discrimination that women of color face are leading factors that generate this issue. Addressing such a prominent issue will eliminate the stigma of what is considered to be “women's work”, increase the amount of praise that women get for the same accomplishments that men get, and finally rid the ugly racial discrimination that should no longer be present. If the gap is eliminated from the education field then there is a chance for women to be seen for their true potential, they will be able to get the same chance as men for the promotions and their work effort will be valued at the same scale as their male counterparts.