Kvinnor och löneskillnader : En studie om hur arbetstagare påverkas och arbetsgivares ansvar inom socialt arbete
(2017) SOPA63 20171School of Social Work
- Abstract
- The aim of this study was to focus on how individual female employees perceived the pay gap in the Swedish labor market, as well as in their workplace. The purpose was to study how the awareness of pay gaps based on gender inequalities or other circumstances, affects the individual female employees. Moreover, the purpose has also been to capture the employers reflections on their work to detect, counteract and resolve pay gaps within their operations. The theories and the perspectives used for this study include: the human resources perspective, the gender theory and patriarchate. Our results indicate that pay gaps which the employees experience in their workplaces, are not based on gender. They argue that pay gaps derive as a result of... (More)
- The aim of this study was to focus on how individual female employees perceived the pay gap in the Swedish labor market, as well as in their workplace. The purpose was to study how the awareness of pay gaps based on gender inequalities or other circumstances, affects the individual female employees. Moreover, the purpose has also been to capture the employers reflections on their work to detect, counteract and resolve pay gaps within their operations. The theories and the perspectives used for this study include: the human resources perspective, the gender theory and patriarchate. Our results indicate that pay gaps which the employees experience in their workplaces, are not based on gender. They argue that pay gaps derive as a result of the labor market being controlled by demand and supply. The results indicate that female employees were frustrated knowing that new graduates were offered a remarkably higher salary, than those in question. The frustration is based on employers who do not premier employees who have been in the workplace for a longer period of time, and who possess a certain type of competence and experience. We also found that female employees are aware of the existing pay gaps in the Swedish labor market, and that they are affected in certain aspects. For example the employees felt that pay gaps affected their private life considering that they need to change their workplaces in order to influence their wages. Regarding how employers work to detect, counteract and resolve pay gaps, the results indicated that they work to create a safe balance based on the workers current wages. They work with this by having salary dialogues, employee dialogues, and looking at how the entire employee group is on a wage basis. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/8924362
- author
- Mesic, Medina LU and Alija, Arbnora LU
- supervisor
- organization
- course
- SOPA63 20171
- year
- 2017
- type
- M2 - Bachelor Degree
- subject
- keywords
- gender equality, gender, women, employers, pay gaps, patriarchy
- language
- Swedish
- id
- 8924362
- date added to LUP
- 2017-09-01 12:54:18
- date last changed
- 2017-09-01 12:54:18
@misc{8924362,
abstract = {{The aim of this study was to focus on how individual female employees perceived the pay gap in the Swedish labor market, as well as in their workplace. The purpose was to study how the awareness of pay gaps based on gender inequalities or other circumstances, affects the individual female employees. Moreover, the purpose has also been to capture the employers reflections on their work to detect, counteract and resolve pay gaps within their operations. The theories and the perspectives used for this study include: the human resources perspective, the gender theory and patriarchate. Our results indicate that pay gaps which the employees experience in their workplaces, are not based on gender. They argue that pay gaps derive as a result of the labor market being controlled by demand and supply. The results indicate that female employees were frustrated knowing that new graduates were offered a remarkably higher salary, than those in question. The frustration is based on employers who do not premier employees who have been in the workplace for a longer period of time, and who possess a certain type of competence and experience. We also found that female employees are aware of the existing pay gaps in the Swedish labor market, and that they are affected in certain aspects. For example the employees felt that pay gaps affected their private life considering that they need to change their workplaces in order to influence their wages. Regarding how employers work to detect, counteract and resolve pay gaps, the results indicated that they work to create a safe balance based on the workers current wages. They work with this by having salary dialogues, employee dialogues, and looking at how the entire employee group is on a wage basis.}},
author = {{Mesic, Medina and Alija, Arbnora}},
language = {{swe}},
note = {{Student Paper}},
title = {{Kvinnor och löneskillnader : En studie om hur arbetstagare påverkas och arbetsgivares ansvar inom socialt arbete}},
year = {{2017}},
}