Lab 4

1

Lab4

Student’sname:

Questionone

Itis true that men from the United States earn more money as comparedto women as we can see from the results of the percentage income pergender from the data observed in the template table below.

Median Salary as Percent of National Median

Years of Experience (years greater than)

Percent (men)

Percent (women)

1

100.0

73.2

2

102.2

81.1

3

102.3

91.6

4

100.2

91.9

5

104.7

85.2

6

102.4

85.7

7

103.5

87.2

8

103.8

87.0

9

106.9

82.5

10

108.8

82.0

11

104.5

82.9

12

111.3

78.1

13

110.9

78.4

14

111.8

78.9

15

105.7

81.0

16

105.0

80.6

17

108.9

85.7

18

105.9

89.3

19

103.3

87.0

20

118.1

83.1

21

128.7

75.1

22

125.9

76.4

23

115.9

83.8

24

110.6

90.4

Fromthe analysis we can see that women earn less than 100% from thelowest experience to the highest as compared to men who earn morethan 100% from the lowest to the highest experienced out of thenational median income as a percentage. This provides a clear evidentthat the principle of DistributionalEquityisbeing violated when it comes to national gender wage rates.

Questiontwo

a)Yes, the justification than men in the four cities are hired at ahigh rate is true as evidenced by the data in the spreadsheet abovewomen occupy: Chicago 23.2%, Oakland with 16.7%, Spring field 29.7%and finally Houston 40.3%, so women in the occupation are very few.

b)The data shows that there is no distributional equity in employmentit is only Houston that is close to neutral in gender neutrality with40.3%.Inall the four cities the number of women with the experience inunevenly distributed it makes it impossible for one to analyze thetrend i.e. its inconsistent

Questionthree

a) Itis only in two firms where the violation of women right can be seenaccording to the data provided that is Numera and Magnacorp withwomen occupying 9.9% and 48% respectively In which Magnacorp ishigher that of average as we can see in question two where Houstonwas the leading with an average of 40.3%. While in Penrose andSuncorp women occupy 55.33% and 55, 23% here there are violations onthe side of women but men seem to be violated as seen from the datain the spreadsheet fewer men are employed. Penrose can defend itselfsince it has hired more women as compared to other firms henceviolation is not justified in the three companies in comparison withthe average of the city.

b)

c)I support the argument that the three firms are hiring at the highestrate compared to that of the other business since they score morethan average in the first ten years and the long run

d) In Houston many women with more experience are employed according tothe data in the spreadsheet, there are few who are employed with lessthan ten years’ experience. In Springfield, few women with lessthan 10 years’ experience are employed more have more than tenyears’ experience even though women are few compared to men. InOakland women employed are close to average. While in Chicago,employment is neutral to women with less than ten years’ experienceand unfavourable to those with more than ten years’ experience.

Questionfour

Wageneutrality by firm

InPenrose, both men and women have equal pay, Magnacorp here men arepaid higher up to ten years’ experience compared to women after tenyears’ experience women earn higher than men there we can see thatthe gap is closed no violation after ten years. In Numera-tec, thereis a slight difference in earning between men and women which varieswith experience it is not justified and finally in Suncorp here womenearn less compared to men here violation against women is justified.

Theline graph

b)From the graph, we can see that years of experience and thepercentage of women is unevenly distributed it shows that there isuneven distribution of earning and employment in women with Oaklandbeing ranked the last one since the percentage of women are few ascompared to other cities

Reference

FrancineD., Blau and Lawrence M. (2000). Genderdifference in pay.Retrieved 02 November 2015. Fromhttp://people.ucsc.edu/~lkletzer/blau_kahn_gender_pay.pdf