It is interesting to point out that, some organizations actually regret that their female employees have to leave, and they would do anything to keep them, if that meant that they would have to increase their pay scale than so be it. The important factor is that a woman manages to perform enviable deeds while bearing the responsibility of motherhood at the same time. At the same time in order for her family to benefit a woman will obviously work for a reasonable sum of money, what she rightfully deserves for her struggles. Paying her a low amount or not giving her the respect she expects would prevent the organization from employing a dedicated employee.
Looking into the Wage Gap
For the sake of precision and to judge the ground reality of the matter, it is necessary to understand the composition of the much debated over gender based wage gap. It is surprising to see that wage gap is rarely composed because of gender discrimination, but also other determinants such as the fact that women have been recorded to work for shorter hours as compared to men and their careers have been more than often interrupted because of domestic callings. This has been observed to hamper occurrences of promotions and incentives for women in the work environment since such nature of irregularity is more than often translated into a lack in the commitment to the job. This in turn leads to women not being entrusted to positions high up on the corporate ladder (Wall, 2000). Occupational Segregation has also been attributed to be one of the contributors to the gender based wage gap. Studies have shown that occupations staffing female employees are more likely to be paid lesser as compared to occupations staffing a majority in male employees.
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