Conscious Discrimination: Cause for Gender Pay Gap, Say 58%

Gender inequality in the workplace is a global phenomenon. One particular issue is the gender pay gap (GDG) that, if not addressed, one cannot achieve fair and inclusive workplaces.

This measure of wage disparity is one of the most direct manifestations of gender inequality, demonstrating how far we still have to go.

It is imperative to recognize that the gender pay gap exists because high-paid roles tend to be dominated by men, while lower-paid roles tend to be dominated by women. A lot of dynamics contribute to the pay gap and, consequently, why it is women who experience it.

A more general similar survey was launched about income inequality. In reality, there are a lot of economic imbalances still occurring in our society, not just gender pay gaps.

Real Research conducted a survey to determine the public opinion on widening gender pay gap prevailing in society and what they think are its main causes. Statistically, the survey has provided some interesting figures. Here is a summary of what you need to know about public opinion on the widening gender pay gap.

Key Takeaways:

• 62.35% have personally experienced gender pay gaps
• 58.08% think that gender pay gaps occur due to conscious discrimination
• 52.75% suggest increasing awareness of the gender pay gap as a way to reduce it

62% Have Been GPG Victims, and 68% Have Taken Action and Succeeded

The survey began by asking the respondents how aware they are of the gender pay gap, of which 71.66% answered they are. 19.8% stated they are not much educated on the topic. On the other hand, an average of 8.5% responded that they don’t know about gender pay gaps.

The following survey asked about respondents’ personal experiences with gender pay gaps. 62.35% of respondents said they had been subjected to such gaps. A further 25.24% of respondents indicated that even though they had no personal experience with the gender pay gap, someone they know has. A noteworthy statistic is that over 12% have never experienced this problem.

Concerning the gender pay gap experience of the respondents, the survey asked whether they had taken any action to address it. The majority of respondents (68.65%) have taken efforts to combat discrimination and have been successful, and another 22.24% did the same yet did not receive a response. On the other hand, 9.11% of the respondents did not take action at all, despite the GPG issue they faced.

49% Believe Discrimination and 18% Believe Inequality Are Responsible for GPG

Accordingly, respondents were asked to identify the factors contributing to the gender pay gap. 49.03% of respondents chose conscious or unconscious discrimination as one of the primary reasons for the gender pay gap, while 18.34% cited inequality.

Meanwhile, 15.45% consider race to be the root of the problem.

Furthermore, it is not uncommon for employees to face discrimination in the workplace on these grounds, as more than half (58.08%) of respondents think conscious discrimination is one of the main causes of gender pay gaps. Nonetheless, 48.11% of respondents observed that the number of gender-pay victims decreases over time.

Additionally, when asked what industry has the biggest gender pay gap, 47.80% of the respondents shared their thoughts that the sports industry faces the highest gender pay gap, followed by the arts and media sector, as said by 15.08% and 10.95% of respondents respectively.

Recently, a similar survey was launched by Real Research about the division of labor and the impact of gender roles at home. Reports revealed that nearly 65% feel some roles are only for men or women.

Raising Awareness Will Curb Gender Pay Gaps, Says 52% of the Public

There are differing views on ways to reduce the gender pay gap. However, 52.75% of respondents believe that raising awareness and making it more visible will be effective in curbing it.

One-fifth (20.59%) of the public believes that bringing transparency into pay will reduce GPG, and almost one-tenth (10.04%) feel that auditing pay equality will be beneficial.