4.1-Effectiveness:The seems to be the most effective method.

 4.1-Effectiveness:The chosen methods are effective in addressing gender pay gap in the work place , as throughout the last 20 years the percentage of the gender gap in Australia didn’t show a convincing change , which shows that the compulsory quota should take place to reduce the gap. As the results in figure 2, The percentage of gender pay gap that has not changed significantly in Australia since May 1997 was 18.5% in 2014 and 14.9% in 2004, and last 15.3% in 2017.4.2-public acceptance:The public acceptance is important and essential for the governments that want to solve any problem. As there is no since for government trying to solve a problem that publics doesn’t face, or public don’t agree on changing it. As well as government should always try to convince the public in any idea. 5-comparision5.1-Effectiveness:

Based on the research so far, gender pay gap reporting (method 1) seems to be the most effective method. For example, several countries, including Finland, Sweden, Iceland and others, adopted different strategies for presenting the report, these countries topped the list of the global gender equality report 2017. Iceland ranked first, Finland ranked third, Sweden fifth and Britain finally ranked 15th. In contrast, USA activated the minimum wage law and according to statistics by (nationalpartnership,2017), women’s in the USA earns 80 cents for every dollar paid to a man, as well as the United States is ranked the 49th in the global gender equality report 2017.

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 5.2-public acceptance:

Based on the research so far, raising the minimum wage seems to be more accepted by the public, for example: In 2015, the New York Times and CBS conducted a poll that confirmed that 71 percent of Americans would prefer to raise the minimum wage to 10.1 percent per hour, it also found that 86% of Democrats, 50% of Republicans, and 76% of independents were in favor, and 67% of men and 75% of women were in favor. In comparison, a survey conducted by Mercer (2017) indicated that 52% of respondents think that the gender gap reporting would not change anything. However, another research shows that gender pay gap reporting is accepted by the public even though its less than rising minimum wage, for example: FDM Group reported early in May this year and have an average gender pay gap of 6% and a median pay gap of 0% against a national average of 18.1%. Reaction to the results has been positive from the investors, clients, employees and other companies too. The reporting process has given the opportunity to further demonstrate commitment to company values , (Sheila Flavell,2017).

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